Don’t Under Share – Get Expectation and Why


Context is critical, don’t lose it.

It is easy to under share.

What is under sharing? “Under sharing” is when we don’t give enough context about a project.

Under sharing destroys working relationships. Why? Just because we under share doesn’t mean we “under expect, which leaves both sides at a loss.

For example, say a critical project comes to your desk. You decide to put one of your sharpest people on it. You have high expectations, and you expect this person to get through.

The last time, on a “regular” project, they didn’t need context and knocked it out of the park. You decide that they don’t need it here too. Besides, that might insult his or her intelligence. I mean, they should know, right? Aren’t you busy enough?

Wrong. At best, you’ve just handicapped a competent person, at worse, doomed them to fail.

Then this is in your future.

You have to direct and give them a chance to win.

A way to force yourself to do this is to add two items to whatever medium with how you communicate.

Those two things; expectations and “why” step out of the instruction and focus entirely on context.


That example gives context in a concise way. Use it, or find your own method. The important part is that you don’t lose context.

Don’t fall into the trap of under sharing.

Don’t Push Back Pushback


Face it. Then you win.

Pushback happens.

When you delegate, it is inevitable.

Pushback isn’t the issue, in fact, it’s a good thing. A difference of opinion is the bedrock of growth. New perspectives mean new ways of “seeing.”

The issue is how you handle it.

Our initial reaction is defensive. We get nervous, and our inner critic sees an opening to verify “conclusions.”

It feels like the inner critic has control, it doesn’t.  Let it pass.

On the other side, there is room to listen. When you listen, you enhance trust.

The quality of the pushback doesn’t matter. If it’s bad, then you can respond with research and help align the team. If it’s good, then even better.

Trust leads to better quality pushback because your team is ok with telling you their bad ideas.

Bad ideas + trust = better ideas, more alignment, more buy-in. This is an equation for growth.

Don’t let your inner critic stop your success.


One Thousand Posts


I created this blog in 2010.

It was a creative outlet that had no direction. I didn’t know what this would be. I had no expectations.

I had two annoying things I posted first.

Post one:

New Concept for Logo.

Post two:

Style gets you to the door, and for some it may even open it. However, if you want it to stay open, you better have enough substance and integrity to create a door stop.

This Guy. Adam

Here is the first thing resembling a “real” post:

I suppose this is the first daily rumblings. I can assure you atleast 3 things.

  1. These will be daily in name only
  2. I intend for these to be interesting
  3. The length totally depends on my attitude

Don’t be surprised if you see nothing here Tuesday through Thursday and 30 posts between Friday and Monday.

Anywho, this is just an intro. Nothing more, nothing less. I will be quoting the intro to add space, and you know, make this feel like a real introduction.

my name is adam thomas, and i am a journalist, web designer, and overall thinker. if you like what you see, stay a while. if you don’t, shoot me the fair one. it’s cool, its anonymous…just make it good.either way, maybe this can be a stepping stone for you changing the world.

Well, With that said, transformed into lowercase, and all that and all that, Thanks for coming.


It took me 5 years to get to daily, consistent posts.

Life as Usual has helped with how I think, how I write, and how I communicate.
Life as Usual has given me the opportunity to build things.
Life as Usual has even helped keep me honest.

I owe Life as Usual a lot.

Thanks for reading.

Delegating Is About “We,” Not Me


How do you make them look good?

When we ask someone to do something, it’s easy to stare at the objective as the only thing that matters. This way of thinking is the “stick” mindset. When you are in the “stick” mindset, you use fear and it’s compatriots (guilt, shame, anger, etc.).

In a pinch, this can work. Eventually, however, you lose. Growth stagnates with harsh treatment. Bad news if you delegate.

Corporate America has worked this way for years, and now they wonder why employee engagement is at an all-time low (don’t blame millennials, this is almost every age sector).

Limited growth = limited engagement.

What is the alternative?

When you delegate something, either:

  • Connect something meaningful to the other person at the end
  • Put them in a position to look good

When people know you’ll do right by them, you avoid traps of arrest development.

Do this enough, and people can’t wait for you to ask them to do something.

Even better, their improved esteem shows up in all of their work.

What is better than that?

Listen, It’s Worth It


Delegating requires you to manage your soft skills.

You rely on people, so you want them at their best.

Their best requires you to listen.


Think about the last time you felt no one listened to you. How many times did you recycle that conversation in your head? If it was important to you, how much of a grudge did you hold afterwards?

Thoughts like those take mental overhead which drives away focus from work. 

When we lead, it’s far easier to tell people not to think this way. It succeeds for a little while, and then the pendulum swings the other way.

It’s an impossible ask. They aren’t robots.

Neither are you.

So, listen up. Every minute you hear people out, consider it an investment into people’s best work. 

And hey, you might learn something, too.


Give Thanks Graciously

It’s a team effort

We do nothing great alone.

When you need something, there are people, directly and indirectly, fighting battles for you. Whether it is a parent making sure you are emotionally ok to take on a dream or a mentor fighting red tape, someone has our back.

No one is a lone genius.

That’s the beauty of humanity. Our strength comes from our collective intelligence. That collective intelligence moves us forward.

This idea is worth remembering when we’ve accomplished something of great consequence.

Make it a part of your routine to bring in those around you. It improves your allies esteem. Esteem is a type of fuel, one that helps them take on bigger fights. This change, in turn, allows for more risk and greater reward.

So remember, you’ve we’ve won!

It leads to bigger gains in the future.


Go With the Flow


Flow is amazing.

What is flow? Flow is when you concentrate on a particular task so much that everything else drops out of focus.  It’s “in the zone.”

Ever had one of those days where you worked on something at 9 and the next time you looked up it was 4:30?

That’s flow.

As a result of flow, I’ve written things in a day that otherwise would take a week.

It’s that powerful and as a tool, it can 10x your workflow.

It’s beautiful and finicky. Be careful.

Flow disappears with any interruption.

This fickleness is worth thinking about before “pinging.”Getting a person’s attention is a cost.

It’s worth the time to study this subject – and I recommend the book Flow by Mihaly Csikszentmihalyi.

TED Talk:

Let’s Get Coffee


Use coffee to delegate better

I never understood coffee in the past.

Not the drink, but the event. It’s two people sitting down and talking about everything but work.

I thought about results. I didn’t think about culture. It led to this.

I ran a bad startup culture. Then, I worked in a better corporate one. The difference was the coffee meeting.

The coffee meeting doesn’t need context. It’s acceptable to talk about anything during coffee.

During coffee, people let their guard down and talk about problems in an open way.

This background, getting to know people, is critical, especially when delegating tasks.

This time is how you build intuition about your team. The freedom here gives both you and the other person room to discuss goals and tactics. This conversation helps both of you grow.

The best part is, unlike lunch or dinner, there is no expectation on time. If nothing happens, leaving after a few minutes isn’t the end of the world.

I avoided this connection. It led to withdrawal in both a startup and corporate culture, which let me know how important it is, regardless of the context of “where” you work.

When you aren’t connected, you lose impact. With no impact, you become irrelevant, no matter how good your work is.

So, let’s get coffee.