I’ve been predominantly focusing on specific issues and situations lately, thus ignoring the general topics of behavioral patterns in work environment. So, today I would like to discuss how people’s priorities affect their attitudes and how important it is to recognize that connection not only in yourself, but in people around you as well.
Depending on circumstances, we switch from one mode of operation to another and focus on different priorities. This affects our behavioral patterns, our attitudes towards the tasks at hand and people around us. For most of us, it is difficult to dissect and analyze our own motivations and actions. However, to succeed in business and in life we need not only understand ourselves, but go further and develop an ability to recognize the behavioral patterns in others as well.
The good news is that we can apply a certain level of standardization to the seemingly limitless array of human demeanor. Let’s look at some of the most common priority/attitude correlations.
Remember my post about Economic Triangles? What happens if the highest priority is speed – to get a task accomplished in the shortest possible time? Frequently that pushes the quality of the result to much lower level on the priority ladder. At the same time, for someone like me, for example, it is highly important that no half-baked crap leaves my desk. It is most likely that while trying to balance speed and quality I will display signs of agitation and frustration. And so will anybody else in this position.
Here is another one. Sometime ago you gave one of your employees a complicated assignment. It’s not just complex, but it’s a crucial piece in your decision-making process concerning viability of a new line of business. Now, he stands at your door shining like a well-kept copper kettle. You are busy (when we are not busy?) – you raise your head and snap, “If you have something, send me an email.” What was the guy’s priority? Economy of time? No, it was the desire to show you his accomplishment and be rewarded by your recognition of his success. Next time you pass him you see him slacked back in his chair sourly moving his mouse. Whose fault is that?
So, next time a perfectionist under your supervision starts acting like an irritable child, ask yourself whether there is a conflict between the quality requirements and the deadline imposed on him. And if an enthusiastic and talented person starts displaying passive-aggressive symptoms, see if you can give him a mid-term performance evaluation and express your appreciation.
Over the years of self-training and experience, I have become an expert in prioritization and optimization of my personal standards against requirements of the moment. It takes years of conscious efforts to develop these abilities. People around us, including our subordinates, peers and bosses don’t necessarily possess them. Understanding the conflict of priorities that dictates their attitudes gives us an undeniable professional edge.
The Frustrated CFO 