Why complacency is bad

So why, then, do some people fail to act despite a clear moment of insight? It often comes down to a lack of leadership or sense of urgency. They proactively and constantly set aggressive goals. They sometimes even intentionally develop a sense of urgency. Another reason why organizations stay in a state of complacency is due to an excessive sense of self-confidence, which can express itself in different ways. Sometimes overconfidence stems from a false sense of security or well-being.

As a leader, uncertainty must become your best friend and you must tackle it head on by anticipating the unexpected and taking action to solve for what lies ahead rather than waiting for others to determine your fate. Adversity can make or break you, but it primarily reveals you. Fear is a by-product of not always knowing what the consequences of your actions will be in a changing marketplace.

The more complacent you are as a leader, the more unpredictable the environment becomes and your ability to control and lead in it. When the pressures mount, details fade. This is an early warning sign that complacency is kicking in. Managing the details is critical to maintaining your focus and keeping your eyes locked-in on the moving parts around you. When leaders cut corners, quality erodes. The devil is in the details.

How do you relate to your team? Do they buy in to the expectations you set? Do you challenge your team to also look for opportunities to question the status quo? Here are seven simple steps to get you started in the right direction:. Clarity will help you set the right expectations and guide your team to take the right actions. Working on the right things keeps complacency outside of the gates.

Focus on the most important tasks first—the ones that are directly related to your goals and vision. Be brutally honest in your assessment of how things are getting done. Don't be afraid to solicit their feedback.

Ask questions about what they are doing. Password Reset. Complacency in the Workplace A Productivity Killer. Back to Blog. September 11, Samantha McDuffee Team Contributor. Share this Article. Plays well with these activities Change Management Group Size: 15 — Time: Typical sessions vary from half-day, one-day or two day. Shark Teams Group Size: 25 - Time: 2 - 3 hours. If you liked that article, take a look at these. How Encouraging Failure at Work Increases Employee Engagement How Encouraging Failure at Work Increases Employee Engagement Expecting that your employees will never fail can be demoralizing to the entire workforce and detrimental to the company culture.

Empathetic Leadership: The Key to Employee Retention Empathetic Leadership: The Key to Employee Retention Maintaining high retention rates is critical to the overall success of your business and long-term profitability. This field is for validation purposes and should be left unchanged. Contact Us.

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