When we talk and reflect upon supervisory skills, decisiveness and understanding the other person early and correctly becomes quintessential in any organization, discussion or culture but sometimes we become too focused on the negative aspect of a human being rather than on the positive leading to conflict and high turnover of employee.
In todays era even, the wrong dose of medicine can spell poison for patients & in organization passing judgment or assuming. Following are a few ways we can avoid critical analysis of people and understand them with empathy.
Avoiding a Bad Assessment
Identifying what’s wrong with a situation—including the attitude and actions of the people involved—is absolutely necessary in business and the rest of our lives. But if we’re too quick, we risk misjudging and harming those people. I’ve certainly done it. I’ve also been on the receiving end. As Supervisors, Managers & team leads, we always face criticism. We dish it out too. Some of it is helpful, and some of it is not. Like medicine, it all depends on administration and dose. But here’s the problem: If we’re quick to judge, we’re upping the odds that we’ll misdiagnose and seriously hurt someone.
Following are the three main reasons we go at fault while assessing someone:
1. Often we Don’t Have the Full Story
How often do we judge before we have all the facts? I see it all the time. Something hits us the wrong way, and we jump to conclusion. Office politics, discussion in silos & belittle someone is so common in offices that it is almost confirmed that we are going to accuse someone for the mistakes which are not there.
But do we know all the relevant details? Even more problematic, do we know the motivations behind what’s happened?
Judging on incomplete information is counterproductive—and sometimes worse. Before we make a move, we should make certain we have enough information. If we don’t have the complete picture in front of us; we should confront with empathy, humbleness and the attitude of Win – Win.
2. Often our Perception is ruling the event
We all have our baggage, faults, and past. And because we’re so familiar with our own issues, we tend to notice them everywhere we turn, even—especially—in others.
“The more pride we have it ourselves, the more we dislike it in others.” A.C. Lewis
When we don’t have the full story, we often fill in the blanks with our own issues. We assume things unconsciously and then stick to that resulting in a straight forward target to someone who never deserved it.
3. Often We let Insecurity or Arrogance to take over.
Reason 3 flows from the first two. If we realize our misdiagnosis, regret comes next. By jumping to conclusion, we might have harmed relationships that will now have to be mended. Thankfully, there’s a simple process for making things right when we blow it. But we can’t be cavalier.
“Apologies are like car airbags—good to have but best if never needed.”
For one, we can unfairly damage someone’s reputation. And that goes for us, too. If we get it wrong time and again, we’re building a reputation as someone whose judgment is worthless.
Dr. Arif is Senior consultant and trainer at Learning Minds. He has an in-born gift of engaging with his audience while stimulating business results through his comprehensive understanding of business dynamics. As a passionate learner, he has authored many articles on personal and professional development issues with his current efforts directed towards his own book. With a 92% satisfaction level from participants and 80% clients rewarding repeat business, Dr. Arif is consistently adding concrete business value to his clients. Arif has worked as trainer and consultant with clients like UBL, ZONG, HinoPak, Pak cables, Junaid Jamshed, Habib oil mills, PPL, Artistic Milliner, Hilton Pharma, SSGC, Mondelez, Marriott, APL Logistics, UASC, JS Bank, HBL & Siemens Pakistan. He is gaining popularity with his high-energy keynote speaking, making him a preferred option for business/sales conference sessions.