In recent articles for C&R, I’ve addressed difficult topics for owners and managers. They included vulnerability, empathy, encouraging conflict, and preparing for change. Honestly, some of the ideas discussed can be difficult to address, as the recommendations or thoughts in the articles may be the opposite of how you are currently handling employee relationships. If you have considered some of the ideas, but ultimately did not pursue action because you were concerned about the reaction from your employees, this article is for you.
Author Tim Ferriss popularized a process he calls “fear-setting.” He uses this tool regularly, along with goal setting, to provide perspective on what he would like to accomplish in business and in life. This practice can serve as the other side of the goal setting process, where goals explore the potential outcome of a new practice, as it uncovers the potential result of not acting on an idea or goal.
According to Ferriss, there is a cost for inaction. “Humans are very good at considering what might go wrong if we try something new … What we don’t often consider is the atrocious cost of the status quo—not changing anything. So you should ask yourself, “if I avoid this action or decision and actions and decisions like it, what might my life look like in, say, six months, 12 months, three years?“
What will your business look like in six months, 12 months, or three years?
Consider following these seven steps as a basic primer to Ferriss’s fear-setting. Use them to challenge yourself and your thinking and to make more progress toward your goals.
Step One: Identify the Fear
Spend time defining the situation, activity, or task that you are afraid of and why you are feeling anxious about it.
Step Two: Analyze the Fear
Determine why you are afraid of the activity and what stories you have made around implementing the decision to be afraid that may not be true.
Step Three: List the Outcomes
Make two categories of outcomes—the absolute best things that could happen if the decision or process is implemented and the worst things that could happen if the decision or process is implemented.
Step Four: Plan
Ultimately, you may still decide on a course of inaction or an action opposite to the proposed activity or task. This is ok. Still work the process of planning what it would look like if you acted. This may lead to clearer thinking in obtaining your goal.
Step Five: Act
Remember that inaction is a decision. Find the solution that fits you and your team, then follow your plan.
Step Six: Reflect
Once you have acted, evaluate how well it worked. If needed, talk to your team, and change direction. But be sure to also consider the results and how you overcame fear.
Step Seven: Reward
Reward yourself for overcoming your fear and acting. This can be something small or large depending on the effort given. Even if the idea did not work as planned, a reward is necessary to reinforce the decision making.
Taking action, facing change, and overcoming fear is an essential part of management and will make your goal setting much more effective. If you are stuck on an idea or considering maintaining the status quo, work to include fear-setting in your process to test your thinking about business. There are pages of documentation online that will assist you in this process. My hope in you doing so is that you will become more productive, vulnerable, empathetic, challenging, and open to change.
Chris McQueen
Chris McQueen is a Business Development Advisor for Violand Management Associates (VMA), a highly respected consulting company in the restoration and cleaning industries. Chris is a veteran of the restoration industry, having worked as an independent claims adjuster, estimate reviewer, and district manager for the world’s largest independent claims management company. Through Violand, Chris works with companies to develop their people and their profits. To reach him, visit Violand.com or call (330) 966-0700
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