Are you a “fetch” person?

Still under the banner of “self leadership” this blog is a further concept related to your “honing your attitude” so that you can be the best you that you can be.

Bring and Fetch are terms I use from German. We speak of a “Holschuld” which is an obligation to “fetch” something, and a “Bringschuld” which is an obligation to “bring” something. For instance, if I owe you money, then it is my obligation for me to “bring” it back to you in repayment. It would be morally incorrect for me to expect you to have to come and “fetch” it from me, wouldn’t it?

So are you someone that waits for others to “bring” you what you want (like an attitude of “you owe me”) or are you someone that “fetches” what you want? Remember the question of “who is driving your bus?”

A universal success principle is to “surround yourself with great people”. I consider this relevant both in work and in life. Are the people around you those that wait for you to “bring” or do they “fetch” what they want? I consider being a “fetch” person an attribute of being a “great people”.

Back in the work context, let’s say there’s an interesting role becoming vacant. “Fetch people” will be awake and aware of such an opportunity and pro-actively knock on the boss’ door to see what they might need to do to be considered for that role. Other less pro-active people might sit back and wait to see if the boss will consider them and “bring” them the opportunity and then probably whinge if they weren’t considered or chosen.

Let’s use your annual performance review as another example. How “hungry” or ambitious are you to “fetch” what you want? In the future development section of that important discussion, do you have a selection of prepared ideas and suggestions of projects or learning activities you want to “fetch” to broaden your experience, or do you passively allow the boss to choose which future growth opportunities to “bring” to the table?

Is your organization a learning organization that encourages a “fetch” attitude? Good leaders are always watching and waiting for promising talent to come and “fetch” more – those are the people they want to develop, nurture and keep.

Is measured and managed performance part of your or your organizations’ culture? Is there good incentive for its people to “fetch” more for themselves and therewith for the organization? If not, wouldn’t it be time to consider whether “you are on the right bus”?

Next week I want to introduce the concept of “managing your state”.

Tags: Fetch attitude