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
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
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
“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 on a life long journey of soul searching. This precisely landed him at Learning Minds Group as a Consultant and a Trainer. Being a certified trainer for Business Edge Program by World Bank IFC, he is certified to conduct and customize sessions for Small and Medium Enterprises, as well as front line employees of large organizations. Dr. Arif has an in-born gift of engaging with his audience. Due to his ability to connect with every participant on an individual level, his audience calls him, a “Game Changer.”