Good morning and Happy Monday!
I’m Monica Wofford and this is your Monday Moment on leading your assumptions.
Assumptions are much like expectations. Everyone’s got some and rarely are two the very same or even accurate. But in the role of leader, this deserves a bit of extra effort and double checking. For example, based on our expectations for performance, we expect employees to do certain things. Then, if they don’t, we assume we know why. Then, with our own expectations, our own assumptions, and what we believe IS the why for their less than stellar performance, we make a decision, and then we tend to talk AT those we lead in an effort to fix the problem. (or rather what we decided was the problem without potentially really understanding the person in whom we decided there was said problem. Sounds like this might be where we say …”and a partridge in a pear tree.” LOL)
What IF other “fixes” were possible? What IF assumptions limited our choices? Hint… they do.
There are so many things wrong with this leadership interaction, but it IS a common situation. And it does cause repeated problems, but it is rarely done on purpose.
One way to get results that are far more effective?
Look ONLY at what you KNOW is accurate….Your expectations and whether that person met them.
- Determine what is undeniable fact versus assumption.
- Approach an employee with what you KNOW to be true.
- THEN seek to uncover their motive with questions.
Being the leader who solves the problem is much easier when you’re not assuming you know the reasons for its existence (and the solution that will “fix” it.) What if it’s not broken? What if there were other reasons much easier to “fix” that were possible and plausible?
I’m Monica Wofford and that’s your Monday Moment.
See you next week for more talk on Leadership.
