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First of these five principles is not making a person wrong, even if you disagree, because nobody likes to have his or her worth as a person questioned. Please don't make me wrong, even if you disagree with me actually means that manager should not fault the individual. Manager may have a problem with the decision, and there should not be any problem with that, but should not make employee the problem when in fact the decision is the issue. Manager should not put the individual down by saying, That was stupid or what were you thinking of. These comments belittle the individual and do not resolve the existing problem. Nobody likes to be disparaged.
Manager should explain to the individual why he or she disagrees with the individuals decision and should give him or her opportunity to explain why he or she made the decision. This leads to step two. Second principle is hearing and understanding. It is very important for people to feel fully listened to and understood. Hear me and understand me, means that manager should listen to what the individual is saying and should hear what is being said.
If a misunderstanding does occur, it can be resolved immediately and prevent further misunderstandings. Also by listening, the supervisor may gain insight on a particular situation that may change his or her opinion of the situation. Third principle is telling the truth with compassion, because it teaches not to avoid possible confrontation with employees, but do it firmly and with caring. Manager should talk to them directly and not through other persons. Tell me the truth with compassion encourages a manager to talk with his or her employees and discuss shortcomings and try to come to a conclusion on what the end result should be and how the employee can reach that specific goal.
Manager should tell an employee what he or she does well. This should actually be discussed before his or her shortcomings. By discussing employees strength, the employee gains a sense of value and importance. Employee believes that he or she has self worth and value and each employee needs to feel this. This also builds trust with the supervisor and the employee will not react negatively when his or her shortcomings are discussed. Forth principle is remembering to look for loving intentions.
It is based on the belief that when someone proposes an idea, a manager should encourage these actions, no matter what is own opinion, and should acknowledge that the person who introduced the idea has positive reasons. It also involves listening to the intention behind what an individual says. Remember to look for my loving thoughts brings out the "Pollyanna" in supervisors. All employees have something positive in them. If a situation should arise that manager does not agree with, he or she should try asking, What were his loving intentions? What good was he trying to do?
This is quite hard to do. Especially if manager is task oriented and just wants to complete assigned mission. Upon answering the previous two questions manager will find that 95 % of the employees had good intentions and wanted to get the mission accomplished just as much as manager did. Managing from the heart acknowledges and appreciates these good intentions no matter what the outcome is.
Finally, fifth principle is the importance of understanding the greatness within an individual. Manager should address to the persons potential greatness. Acknowledge the greatness in me. Every employee has strength.
Sometimes in relationships with managers, he or she often overlooks what managers individual strengths are. In this situation manager should spend some time to find out what those strengths are and how it is possible to utilize them to work for the organization. Manager should acknowledge these strengths to the employee, as this would build employees self-confidence and trust in his or her leader. This trust will establish loyalty both to manager and to the company. I felt a very powerful message while reading each separate step, and when all were in place and utilized the overall message of the book was even stronger. No one of these steps is done alone and separate from the other.
Sometimes all steps will be required to manage from the heart and other times only two may be required. Managing from the heart takes practice, it does not happen over night. When manager is trying managing from the heart first time, he or she must be patient with and do not give up, keeping practicing.
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Research essay sample on Wrong Even If You Disagree Truth With Compassion Manager
