When most people talk to me about their job, they are dumbfounded that their employer is so clued out as to why Boss Management is such a losing psychology.
Managers who tell workers what to do, how to do it and who use punishment and reward systems to improve productivity will initially see positive gains. Eventually though this gives way to either gross incompetence or mediocre efforts. Similarly, CEOs, VPs and managers who use fear, by threatening loss of jobs or tasks, will often destroy the environment that is needed to keep people happy, positive, and supportive, enabling focus, correction and efficiency.
In this present age we still don’t understand the fact that fear destroys initiative. It is important to realize that there is real fear, like crossing the road and moving out of the way of an oncoming car and it is needful and purposeful for our survival. However, the fear that kills the healthy relationships needed in the workplace is the fear that management uses to force people into doing what they as managers want, which is ultimately to control or manipulate people. Most employees will say that having a boss who is compassionate and demanding is the best boss of all. Employees often share with me the lack of trust and contempt they feel for their organization because of the conflict within the organization.
In any situation where people have to work together, the effectiveness and efficiency to complete anything is determined by how well the people get along with each other. Five people that like each other and choose to get along will do the work of twenty people that don’t get along. The path that most people in business are on is about building self esteem rather that team esteem. Real and effective team esteem is built by each member of the team letting go of the personal self esteem and choosing to share their confidence in the people around them. This is easily done when team members point out when any member of the team produces quality. This type of quality control set new standards that are performance driven.
Often companies mistake activity for people working hard. Activity void of commitment is not purposeful to the direction of the organization and will eventually cripple productivity and reduce profit. By today’s standards, this is backward. We don’t seem to be able to catch on to the basic truths that improving technology has taught us. We must be willing to drop our point of view, let go of our obsession with ourselves and our own ideas and question if there is a better way of approaching this problem or situation. Every development in technology is because someone shifts theory and looks at something with fresh eyes. The heart of anything that remains and keeps producing results is able to adapt by shifting theory and practice, which means choosing to step out of your comfort zone.
Many types of human relationship training aren’t worthwhile if they don’t help people to be better people. A better person is someone who is able to recognize that what they are doing doesn’t work. They also know how to change it and how to coach others to move in a more positive direction.
Businesses that pay lip serve to culture may stay in business for a short time or long time because what they offer has little competition. Competition is the seed that fuels the challenge to change or die. People who are willing to change, and see the importance of growth as a person, often leave companies because there is no room for personal growth and there is little room for product innovation. Better people produce better products and service. Good products never produce good people - they only set the standards and standards are always meant to be broken. Boss Management and External Psychology often produce broken people and broken people have great difficultly building the relationships needed to be team players.
Internal psychology and its practice connects people to process in a way that uses relationship and team success as the ground for adaptation and innovation, served on the platter of revelation. What is this big revelation? Everything alive must grow and if doesn’t, it dies. The death of any organization lies in people’s inability to get along with each other, an activity that is not committed to personal, team, and organizational growth.
