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Eject Judgment
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In This Issue: Are you guilty of judging others in your thoughts and actions? If so, it works against you. We go beyond the obvious in this month's article. Welcome to the latest issue of The People Smart Toolbox-the online personal skills newsletter for business owners and professionals from People Smart Tools and Jim Rooney. Please pass on The People Smart Toolbox to those in your network. To forward to a friend, leave the list or change email address, scroll to bottom. Word count for this issue: 873Approximate time to read: About 3 minutes ========================================== This Month's Hot Links Managers Best Practices Toolkit How to Improve Your Personal Influence ========================================== |
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Eject Judgment
"I am your doctor, not your judge." My chiropractor told me how important it is to take care of the emotional needs of his patients as well as their physical requirements. He uses the above statement so he can connect with them and discover what their dominant thoughts are. He attentively listens and rarely gives advice. Nodding his head lets them know that they have his attention. The nodding connects the patient with positive energy. They came to him with the hopes of getting better and they are not disappointed. He looks at his patients as a whole person and focuses on their well being. The lesson for us as workplace managers is to consider the whole person when in the coaching or discipline role, and not to make judgments about our employees. Be their supervisor, not their judge. Judgment of other's motives blocks us from connecting in a beneficial way. Judgment is defined as "condemnation of a practice, event, personality trait, attitude, or value'. I've discovered when I am thinking judgment thoughts about a person, organization, policy or world view, I usually do not have enough information about the situation. After I have gathered all the information, I always have a more positive view. People are down on what they are not up on.
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~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ Do your employees need a personal skills tune-up? Is relationship tension high? Do they enjoy coming to work? Do they do their best or just enough to get by? Relationship tension is the number one destroyer of creativity and robs workplace productivity. For a person to be effective on a team, he/she must feel appreciated by other team members, have a clear definition of what is expected of them, and receive feedback on how they are doing. The "How to Improve Your Personal Influence" Workshop, developed and taught by Jim Rooney, CPBA, grounds employees with proven methods for getting along and prospering with other people. Many people have never been taught the basics of effective communication. They have little influence with others and do not know why. Success at work can be directly proportional to the extent of one's personal development. CLICK HERE for more information on the workshop "How to Improve Your Personal Influence" email or call Jim at 325-792-1148. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ When two people in the workplace are at odds, they are most likely judging the intentions of the other person. The best way for them to solve their differences is to send them to a paid lunch (not their expense). Encourage them get to know more about each other and to find common ground. This technique works almost 100% of the time if they go to lunch 3 times and report progress to their manager. Ideal results will not happen if they do not go to lunch for 3 times. Somewhere along the line the participants start understanding and quit judging. Each person has an awareness shift of the other's intentions and that's when progress starts! Lasting results are gained when two people work out their differences on their own. Judgments about others are based on hearsay and misunderstanding. When someone is criticized, the stage is set for attracting negative vibes. People start looking for demerits in that person. The old axiom "what you think about tends to come about" is likely to be accurate, especially over time. Whatever is expected of others usually is what happens. An enforced zero tolerance policy for rumors and gossip is fist rate because it stills the rumor legs from fueling a negative emotional workplace climate. Rumors up- —morale down. Morale up-—rumors down. Judgments precede rumors.
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Managers have to make discernments about the employee's they supervise. It works best when their discernment is not based on personal bias but thoughtful evaluation. This includes gathering information with the highest objectivity. As Sergeant Friday in the old TV program Dragnet used to say, "Just the facts, Mam, just the facts." We tend to judge ourselves on our intentions and others on their actions. The opposite is a better management practice. Judge ourselves on our actions and others on their intentions. To do this, we must be adamant about keeping our promises by recording them in a contact manager so it will remind us to do what we say. The only way to know another's intentions is to ask them, "What are your intentions?" After they respond, say: "In addition to that, are there any other intentions?" Continue asking until they say no. Then you will have the truth about their intentions. Your perception of employee's motives and understanding of their methods will always be more accurate after you have openly communicated. Understanding worker's motives and methods increases your camaraderie and influence with them. Judgment up-—relationship tension high; judgment down—relationship satisfaction high. 'I am your supervisor, not your judge' is a valuable mindset to cultivate. Judging detracts from becoming your highest and best self. Eject judgment and inject understanding. Your influence will soar.Until next month, Jim Rooney
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Quick Links... ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
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Contact Information ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
email:
rj@peoplesmarttools.com
phone:
325-792-1148
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