Karl Edwards presents Working Matters

Tag: judgment

  • Listen In -> Lies and Myths We Believe About Work #5: Making Waves is Making Trouble

    Fear is a tricky foe.

    Fear often fools us into keeping to ourselves valuable information that might help the team as a whole because it is difficult information for some.

    In order to protect ourselves from the fall-out that any difficult information would ignite, we withhold the information altogether. The result is that the team does not benefit from our contribution, insight, and/or perspective.

    Pointing out what is not working well is more commonly known as “making waves.” It gets this derogatory name in order to intimidate us away from getting involved.

    Insecure leaders views all forms of feedback (however constructive) as negative judgment on their competence. If they can create an even more negative perception of those who offer alternatives (make waves) then many of us will withhold our feedback. We don’t want to be perceived negatively, after all!

    In this week’s show, Claudia and I discuss this twisted and counter-productive logic, better known as, “making waves.”

    Listen in.

    Just now joining the conversation? Catch up on the entire series here.

  • Question of the Week #22

    How might you transform your performance reviews from dreaded evaluations into welcomed learning opportunities?

    The Question of the Week is offered to increase awareness of one’s personal leadership practices and encourage experimentation with creative alternatives.

  • Listen In -> Confrontation for Those Who Don’t Like Confrontation #3: Unacceptable Work

    Let’s face it, even on the best of teams there are times when someone’s work is unacceptable.

    It’s going to happen. It’s a workplace reality. All the training in the world cannot eliminate these instances of below-standard quality, timeliness, accuracy, thoroughness or judgment.

    In this week’s conversation, Claudia and I discuss how to talk calmly about (i.e. confront) unacceptable work.

    We don’t have to act like parents scolding a wayward child. We don’t have to act like betrayed slavemasters punishing those beneath us. We don’t have to act like apologetic nursemaids afraid to create a new problem where we are trying to fix a current one.

    When the normal and the ordinary happen, like unacceptable work, then a straightforward and work-focused conversation needs to take place.

    Listen in.

    Just now joining the conversation? Catch up on the entire series here.

  • Distinguishing Between Voices

    whisperingFriend or foe?

    Sometimes it’s not so easy to tell. When it comes to voices, some of the most damaging words we hear come from those closest to us. And it isn’t uncommon, on the other hand, for the harsh criticism of those opposed to us to be the most helpful of all.

    Yes, it’s important to distinguish between friend and foe. The acceptance, loyalty, and faithfulness of friends is an irreplaceable foundation for survival, much less success.

    Also important, though, is to be able to distinguish between voices. Even the well-intended input of those most committed to our well-being may be misplaced. Just as the substance underlying the input of our opponents cannot be dismissed or disregarded simply because they have ulterior motives.

    How do you listen for the nuggets of substance hidden within the insecure and harsh attacks of those who do not understand how to wield power?

    How do you hold your ground against the misplaced kindness of those who, while intending good for you, are in fact diminishing, second-guessing and/or undermining you?

    It’s not as black-and-white as trusting the nice people and avoiding the mean people, is it?!