The Organic OS - Don't Just Blame the Hardware!

Computers can be frustrating, indeed. How many of us have not thought about throwing a misbehaving computer out of a window at one time or another? It would be so satisfying to release a monitor through smashing glass, then watch and listen for that beautiful crashing sound as it breaks into a million pieces, just to make a point...but, what's the point?

Would we have clearly demonstrated our inability to control our impulsive behaviour and hurl blame at something that had nothing to do with the failure of the system which we had chosen to trust? I think so.

The fact that this kind of situation is worth considering says a lot about the power of forethought, which we are all capable of. Given a few seconds of consideration before grabbing the monitor and hurling it, we would instantly know that not only would we be losing control, but we would clearly be blaming the wrong thing.

The monitor may have displayed system failure to whomever looked at it, but was it the cause? No. If we do end up with a monitor smashed on the pavement, we will need to replace it and continue to replace it until we are able to recognize that the monitor is not to blame, but repairing or replacing the software will usually solve the problem.

If this scenario seems logical, then why do we continue to blame people for their actions without gathering more information about why they might be acting the way they are? Why do we just assume someone is an idiot when it is quite possible that they were trained a certain way and they just don't know any better?

I'm not ruling out the possibility of an individual's ineptness, but in many cases front line workers get the blame for serious errors and compromises within an organization. Sometimes the blame and subsequent hostility can lead to violence which, if the situation were carefully considered beforehand, would probably not happen.

I hope many consider this information and work on reducing impulsiveness and fast blame, so we can reduce negative outcomes in both our workplaces and our lives.

The Organic OS - Giving Orders vs Asking for Solutions

People usually hate to be told what to do. It makes them feel like pawns in the game of work who don't know any better than to take orders every day and not think too much for themselves. If we want better results from people, we must treat them like insiders and ask for their help in solving problems. Putting on a facade is not the way to go about this, but reprogramming ourselves as better leaders is. We must genuinely feel like we are seeking solutions instead of giving orders. 

If an order is simply a task to be fulfilled, it only becomes a problem when left unfulfilled or done wrong. When a person is hired to do a task, or series of tasks, we can assume that they have been properly trained to carry out orders on their own. If they are falling behind in terms of productivity or quality, we must find out why that is, rather than push them and push them to do it right, under the threat of being fired. It is essential, therefore, to investigate instead of react impulsively. We must care 'why' there is a problem before we can come up with a fair and logical solution.

With a great amount of effort put into forethought, a team leader will be inclined to pull the team member toward a solution by engaging them to help solve the problem and therefore the team leader is changed for the better as a result. If a once productive team member suddenly starts to slip, we can assume that there is a problem in their life, such as with a relationship, debt, depression, low self esteem, stress, etc. It's only fair to investigate why the work problem is  occurring either by speaking candidly with them or communicate the issue through the proper channels such as human resources. In any case, we should avoid adding stress to someone's life unnecessarily.

In summary, even if a person is having problems outside of work, if we get them involved and help pull them toward a solution to the workplace problem with an even tempered demeanor and genuine friendship, we will make them feel at ease and they will get back on track sooner rather than later. But, a great leader must be genuine and work hard to acquire such interpersonal problem-solving skills.

Build a better workplace by following the best practices of leadership in the Organic OS (tm).