This article was introduced in the recent meeting. As mentioned to us, most of us will look inward as we reflect. However, this could also be used to understand others' action or choice; and probably their belief system, too.
- LINK to article
- Human KPI: Human Key Polarity Indicator
There are the 6 sets of indicators.... if we look at them carefully, they are important
Just to pick a few that resonates with me more....
These 6 pairs provide deeper insights to my thoughts and actions; it also gets me to articulate the rationale of my action or choice of action. It certainly also touches my belief, what I hold dearly to. As I reflect, I notice more flashbacks, too.
Looking from SELF (i..e internal), I desire assurance (be given to me), especially when I'm working on something new. Am I on the right track? That's a natural question. I do not wish to detour (i.e. continue to do the wrong and digress further from the goal). It is fine be told that I'm not in the right track, but just tell me as soon as possible, or when I check. The important thing is, I would take the first step to check to seek assurance. That's part of confidence building. Be it from the supervisor or from my peers. Yup, It is about looking up to someone who's more knowledgeable or had the experience. Hm... is it about trying to address the fear of making mistake? Yes, it's one of the reasons.
Of course, this also means being open to changes and being receptive to feedback and advise. On the other hand, it needs to be moderated, too. Else, it is going to hinder or 'kill' growth when one becomes entirely dependent on others. Being open is necessary for growth. However, that's not enough, discernment and the ability to manage to manage the inputs is important, too.
Change the role: How about giving assurance to OTHERS?
Yes, I think that's important especially when an individual is entirely new to the job. This would be helpful to ease someone into the role, especially for someone who's identified to do the work (i.e. not self-volunteer). This is the first step to build confidence, and hopefully being able to give suggestions or make decisions independently after sometime. Agree that this needs to be moderated, too else, two things may happen:
- It may increase the dependency on us, and may ended up the "tell me I'll do it" situation. Hence, this needs to be managed differently as the individual develops the skills and grows. E.g. when one could fully take over the responsibility, the 'assurance' is no longer needed, but probably only needed to apply when the individual consults.
- For those who are eager to fly and wanted to climb quickly, assurance may not work at all, and they would probably see it as a hindrance. To manage this, we'll need to constantly review the reactions/ responses from these individuals. Nevertheless, monitoring from far is still necessary - to render support when the need arises. Definitely, it cannot be an entirely OPEN situation.
When I saw this, the immediate experience drawn out was my days in Part as the Computing Teacher to the first two cohorts of the ICT teachers. The context is important here. Reason being I was working with individuals who were enthusiastic but did not know what they did not know was possible or relevant then. My experience back in Singapore had enabled me to seek and create new experiences for them which they might not even thought it was possible. From my perspective, these were not "hope" plucked from the air because I knew that what I proposed were already workable (and happening) back in my home country. But to them, it was hope. I am pleased that I could do this.
Still, I think HOPE comes with "awareness" hence we know, how realistic it is to give hope. What are the chances of success. And yes, I operate on realistic grounds.
I think, similarly, when I ask someone to dream, I have already done some calculated risk. Definitely, I would have at the same time drawn some parameters for the dreamers. It's not a blank cheque, basically.
No comments:
Post a Comment