“It isn’t the incompetent who destroy an organization. The incompetent never get in a position to destroy it. It is those who achieved something and want to rest upon their achievements who are forever clogging things up.”
— F. M. Young


Have you ever noticed the more successful you become, and the more things go “your way”, that some family, friends and co-workers will do and say things to sabotage you and keep you down. This happens all of the time but often we aren’t aware of it.
When I am working with a client who is experiencing sabotage within their organization or their family, I share my “Crab Bucket of Life” theory with them to help them navigate the emotional pain they are feeling from being denigrated by others. It goes like this….
We all know what a crab looks like. They have a shell and six long legs. They use their legs to grab and hold onto things. Their legs propel them forward on their journey across the beach.
Crabs are social creatures. They travel around on beaches in biomasses. If you put a bunch of crabs in a bucket and watch them, you will see that they will begin to crawl on top of each other to get out of the bucket and back to the beach. They begin to use their little pincher legs to crawl up the side of the bucket. If you watch closely you will see that the one successful crab who makes it to the top of the bucket – his front leg is positioned on the edge of the bucket and he is ready to propel himself over the side to freedom- gets pulled back down into the bucket by his crab friends. The other crabs reach up, grab his leg and pull him back down into the bucket with them. The poor crab is lost forever in the swirling vortex called the “Crab Bucket of Life”.
In our own Crab Bucket, often those trying to keep us down are unaware of what they are doing. These behaviors are usually unconscious and spring forth from their feelings of fear and jealousy. Fear that they aren’t good enough and do not measure up. Keeping another person down helps them feel better about their position in life. Some are also jealous, coveting our success.
Our first step in dealing with this is to recognize that it is happening to us. To realize that we are being kept down in the crab bucket. Some people who claim that they care for us or our future can be the largest crabs in our bucket.
Our second step is to remember that the best defense is an offense. It helps to keep a professional but cordial distance from those crabs in our lives. Don’t let them get close enough to pull you down and sabotage you.
The third step, if you are feeling like you have been pulled down, is to ask yourself every few minutes during the day, “Am I in the crab bucket or out of the crab bucket?” Being inside the smelly crab bucket feels like drama and emotional chaos. It is hard to breathe and you find yourself not thinking clearly.
If you are living outside of the crab bucket you smell the clear, crisp ocean air and see the beautiful blue skies. Living outside of the crab bucket is emotional freedom and it feels so good.
Daily we can strive to live and operate in the drama-free world that we find outside of the crab bucket.
Here’s to your continued success on the beach of life!

We can all be a little thick in the head or slow to catch on sometimes. But do you have a co-worker or a manager who is constantly clueless. They think that they are doing a great, bang-up job when they really aren’t? Someone who just doesn’t get it? You know the ones: “The light’s on but nobodys home.” Or “He’s not the brightest crayon in the box.”

What do you do?
As a leader in an organization part of your job is to help people develop some self awareness of what’s working and what’s not working. Then assist them in changing behaviors that are not working for them while reinforcing the ones that are.
One technique that I like to use in my Executive Coaching practice is called Feedforward. It was developed by Marshall Goldsmith, a fellow leadership consultant. This technique is more positive than traditional feedback. Feedback focuses on what has happened in the past, while Feedforward focuses on the future and is more relevant and dynamic.
The technique is pretty simple. It takes two people. The first person gives the second person suggestions and help for their future actions. The second person is asked to accept feedforward—that is, to listen to the suggestions for the future and learn as much as they can. With the goal of becoming the best that they can be.
It looks like this:
Person #1 picks one behavior that they would like to change. The change in this behavior should make a significant, positive difference in their lives. Describe the behavior to person #2. “I want to talk less and listen more.”
The beauty of this process is:
It is positive and aimed at future success.
It is non-threatening.
It is efficient. The entire process of both giving and receiving feedforward usually takes about two minutes.
The next time you want to help someone change their behavior, suggest a Feedforward meeting! Amazing changes will begin to occur!
