People Don’t Know How to Think
Summary
- People often make bad decisions because they don't know how to think properly.
- When giving feedback to an employee, focus on observable facts. For example, if someone promised to show up at 9 but arrives at 9:15 consistently, point out that discrepancy.
- Use clean, factual data to discuss gaps between what was stated and what actually happened. This helps differentiate between criticism and insults.
- Criticism highlights a gap between what one intended to do and what actually occurred. Discuss how to bridge this gap to prevent future issues.
- Avoid making assumptions about why someone did something; they often don't know themselves.
- Our culture focuses too much on intentions, but what truly matters is decreasing the likelihood of the same issue occurring again.
Video
How To Take Action
Implementation Strategies for Small Businesses, Entrepreneurs, and Personal Growth
I would suggest implementing a few key strategies to improve decision-making and feedback processes. Here’s how you can start:
Focus on Observable Facts
When addressing issues with team members or even yourself, always stick to what can be directly observed. If someone is late, point out the exact times they were supposed to arrive versus when they actually did. This helps keep the conversation objective and based on facts.
Differentiate Criticism from Insults
Criticism should highlight gaps between intentions and outcomes. For example, if an employee promises to deliver a report by Monday but consistently fails to do so, point out this gap without making it personal. This way, you can discuss ways to bridge that gap without creating resentment.
Avoid Assumptions
Don’t assume why someone did or didn’t do something. Most people don’t even know why they do what they do. Focus on the actions and results, not the perceived intentions behind them.
Improve Future Outcomes
The ultimate goal is to prevent the same issue from happening again. Instead of dwelling on the failure, strategize how to increase the likelihood of the desired outcome occurring in the future. This could involve setting reminders, offering additional training, or changing processes.
By applying these strategies, you can make better decisions and give more effective feedback, leading to improved performance and reduced misunderstandings.
