Rethinking the “Think BIG!” Culture
The phrase "Think BIG!" can inspire teams. But can it also create fear, stress, and uncertainty?
Look within your organization and consider when you heard or shared this phrase as guidance. If your team immediately lept into action, congratulations. And let's distinguish a single person's excitement for thinking BIG over your team's ability to respond. While an individual's energy can be infectious, leaders are responsible for defining and fostering your organization's culture — i.e., everyone. If you aim to Think BIG, you must create a cultural norm more than a momentary incentive. It's time to rethink your use of "Think BIG!" advice to avoid creating doubt and confusion. Before we dive into alternative ways of thinking (mental models), let's define "Thinking BIG!"
Over the last thirty years, I've heard a consistent message from clients and colleagues. Thinking BIG is revolutionary thinking, doing something unexpected at a scale beyond our current capacity, taking a risk unfamiliar within our organization, connecting unlikely elements of our work and community with uncertain results, and being ready to respond to the positive, negative, or limited feedback Thinking BIG may unearth.
I'd love to hear how you and others you know respond to "Think BIG!" guidance. So, please share.
Our clients do amazing work. But from their words and actions, we know that a "Think BIG" culture can be beyond many organizations. They often have or perceive significant operational, budgetary, and time limitations. They can and should challenge themselves and those they serve, but they need a mental model that inspires rather than overwhelms them.
With our diverse clientele, team, and services, we've unearthed a new cultural model (a way of thinking and acting) that aligns with a need to replace "Think BIG" thinking.
BE:BOLDRIGHT
Several organizations use the name or phrase "BoldRight." Congratulations to them. You've created a phrase that the high-impact learning experiences world should talk about more. So, neither MYNDDSET nor I make any claims to the word. I'm here to share it with the world from the lens of helping tease out an inspiring meaning that inspires action.
I see BE:BOLDRIGHT as a mashup of being bold and forthright.
Bold: Being daring, fearless, brave, and unafraid. Having the characteristics of being strong, bright, and distinct.
Forthright: Being honest, direct, open, and sincere. Moving forward immediately.
BE:BOLDRIGHT: Taking brave and daring action for your organization now. To build beyond today in an inspiring, distinct way through an honest alignment to your culture, capacity, and ability to learn from the unknown.
Throughout 2024, we'll explore how BE:BOLDRIGHT inspires us, our clients, and our community. Taking bold yet organizationally aligned actions makes MORE action possible, not less. It keeps our thoughts free to uncover the BIG things we should be doing and helps us build relationships to what we can achieve today and stretch our capacity. What we avoid is getting lost in a "Think BIG!" mental model, disappointing work that never seems BIG enough, and continually striving for unobtainable goals.
While we consider ourselves BIG thinkers, we also know the pitfalls of being an organization led by a continual "Think BIG!" culture.
How can a BE:BOLDRIGHT mental model help your organization?