His brow furrowed and a perspiration started to manifest itself on his upper lip when I asked it. Then, as quickly as the look of anger came upon him, his head cocked (as if he were a confused puppy), his brow softened, and he answered, “Because I said so.”
The question was, “Why?” I don’t know if he had never been asked that question before but, due to his response, I never asked it again. It was, after all, a military organization and orders were orders (not requests). As I grew up in the Navy I figured out the actual “Why” to the question I asked (and many more) on my own but I can’t help to think how much I missed out on and how much the leaders I worked for missed out on (in my motivation to get the job done) because I didn’t know the “Why”.
Today’s young team members aren’t any different than we were when we joined the work force. Thinking back, I’m sure you wanted to know the “why” as well. But, after having an experience like mine, you weren’t inclined to ask more than once. The difference is that workers today need the “why” and we shouldn’t let history repeat itself if we want to keep them as motivated members of the team.
For more information on Chip, visit http://www.speakernow.com/espeakers/8431/Lieutenant-Commander-Chip-Lutz.html?topic=-1