Are you a Linchpin?

Linchpins are people like you and me. But what sets them apart from the rest is the fact that these people are indispensable to an organization. It’s not because they own the organization, but because they bring to the table that one quality which no one else does. You want to know what that is? It’s the ability to figure out what to do when there’s no rule book.

We are not kidding. Linchpins are the essential building blocks of great organizations. They may not be famous but they’re indispensable. And in today’s world, they get the best jobs and the most freedom. Here are the reasons Why?

1. They delight and challenge their customers and peers. This not only bring out the best in them but also motivates everyone around.

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2. They love their work. They pour their best selves into it, and turn each day into a kind of art.

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3. They take initiatives and do not wait for instructions.

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4.They ask difficult questions. They are not intimidated by authority or doubt.

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5. They push themselves and their peers and even their bosses to give their best.

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6. They don’t spend hours mulling over how bad a situation is. They look at it as an opportunity for growth and dive right in.

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7. They are not afraid to work all night and then, show up at work at 9 am the next day.

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8. They are not afraid of asking for a raise.  They know they have earned it.

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9. They take time off when they need to because they know that they deserve it.

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10. They never fear when the organization is downsizing because the management knows that these are the people who are going to help build the organization all over again.

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Every day, we meet people who have so much to offer but have been bullied enough or frightened enough to hold it back. It’s time to stop complying with the system and draw our own map. And ask ourselves if we want to be a Linchpin? If the answer is yes, how far are we willing to go for it?

2 thoughts on “Are you a Linchpin?

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  2. We strive hard to cattivule linchpins at our hospital. It is so easy when you get busy to not make time for this, but I agree that it’s vital to the success and happiness of your team. To ensure we never lose sight of that, our weekly staff meeting agenda always includes asking for new ideas and in every individual development plan meeting (what we call our staff reviews) we always ask what talents do you have that we aren’t using? And what a difference stopping to ask those simple questions has made to our hospital! We had one team member who enjoys knitting and loves to teach, so she taught everyone in our hospital how to knit and now we host Knittin’ for Kittens and Purlin’ for Pups at our hospital each month where we make blankets for rescue organizations. It’s even grown to include clients who enjoy knitting or always wanted to learn. For team members who like to write, we have them write our quarterly newsletter articles. The examples go on and on. We have all benefited, in a multitude of ways, from utilizing everyone’s talents even ones that seem to have nothing to do with veterinary medicine. Our team is happier and more involved in making us successful then any hospital I’ve ever worked for, and all it took was encouraging them to use their talents and to ask what they enjoy doing and then giving them as many of those tasks as possible.

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