PUBLISHED ARTICLES

All our experiences and most research findings indicate that it is attitudes and personal behavioral patterns, rather than a lack of technical skills, which keeps employees and managers from reaching their full potential. Take long-term high performance for example. What is it that makes the employees in one unit outperform all others, even if all prerequisites and the working environment for performance is exactly the same within the company?

One of the biggest researches ever conducted found only one common denominator across business functions and industries; the common denominator was the Manager. The only factor found that long-term, high performing employees had in common was - they all had a good manager. There are meters upon meters written about what good managers should and should not do. But let us consider the primary obstacles to self improvement and self awareness as they give great insight into the attitude of any potentially-great manager’s mindset. The primary obstacles are:

1.    Making Excuses
2.    Denying the Facts
3.    Blaming Others

Making excuses or in psychological terms; rationalizing, means that a person actively seek reasons for not succeeding rather than finding solutions to succeed. It is easy to see that it is an essential part of any successful manager’s (or employee’s) attitude to look for solutions rather than excuses.

Denying the facts are extremely dangerous. To enter a state of denial is like driving a car according to a map, only that the map used is outdated or for some reason inaccurate. Sooner or later, the driver is bound to go off the road or be in trouble. If he insist on holding onto the wrong map and not face the actual road situation, chances are he will end up driving right into the bushes at some point, sooner or later.

To blame others can both be convenient and sometimes correct. Always blaming others include never assuming responsibility as a manager means projecting all of one’s problems to others and not dealing with them. It is easy to see oneself as a victim to circumstances beyond one’s control. This is not being a manager; this is being managed by one’s circumstances.

Managers hiding behind the three listed patterns when managing are bound to repeat their short-comings and will unlikely develop or improve when faced with challenges or setbacks. They will be stuck in the same patterns and automatic programs; keeping them in negative circles and unable to break out. The first step out of these negative circles is self-inquiry; to start looking and see what is really happening and what one’s responsibility would be. The second step is self-disclosure; to open up and admitting ones shortcomings, accept the responsibility and be prepared to handle it.

To listen to and consider the perspectives of those around us while setting aside our own thoughts is crucial. To be able to ask colleagues effective questions to clarify without breaking the flow or misdirecting will lead to open, honest and respectful communication. Responsible two way communication is the foundation for personal development and the only way out of the stated detrimental patterns.
- Peter J Karlsson