With People, It’s Always an Experiment


In the last post we looked at changing our perspective regarding the formal things we do in organizations. Seeing them as just one more interaction among hundreds we have day-to-day on various topics.

This post focuses on changing our perspective of the expectations we have of our interactions within our organizations, especially those formal interactions that are intended to create some kind of expected result. Things like strategy, performance, change, vision. Even things as seemingly concrete as job descriptions or performance objectives.

No matter how hard we try, and no matter how often we hear that what we do should lead to a specific, measurable and concrete result, if people are involved, every one of these things is much, much more of an experiment than a mapped out journey.

No one has yet been able to figure out how to predict human behavior past the innate, autonomous reactions related to biological certainty. There is a good, logical reason for this.

Interaction Model

As I have noted in earlier posts if we look at the top two arrows of the interaction model, each individual brings to bear on every interaction they have, the tremendous complexity of their past experience and their future intentions. Adding to this complexity is that much of this past and future complexity is not even conscious!

So in the midst of our countless interactions it is quite simply not possible to predict what responses we might receive. And the idea of prediction gets even more absurd as greater numbers of people are involved and greater numbers of interactions occur.

There is no doubt in my mind however that YOU and ME are going to be asked, expected or required to produce some kind of certainty in our organizational roles. To reduce OUCH! our small step is not to necessarily fight this expectation (although great if you can/do) but to recognize, for yourself, that this expectation is absurd, for good logical reasons.

As described in the last post everything may look just the same in your organization, but you can think about this differently. It may be quite frustrating to have this perspective but I think frustration is far better than guilt, shame or blame.

A short example and an excerpt from a blog post I wrote in 2011 about a Twitter exchange I had:

The exchange was with a very well known management guru (unless they use a ghost tweeter) who was posting about 4 steps needed to get the culture you want in your organization.  Without expecting a response and pretty much sick and tired of ‘4 steps to get anything you want’ programs I simply posted something like…”So if we follow these steps and don’t get the culture we want does that mean we’re incompetent?”  Well I actually got a response back – “Not sure about ‘incompetent,’ but yes, if you pull those 4 levers effectively you will create the culture you want.” ( see entire post here)

If I was in an organization dedicated to implementing these guru’s 4 steps, it could be pretty risky to stand up and say this guy was full of shit. Worse yet, if I believe this guy I am well on my way to being seen as incompetent or some other crappy description of my value and worth. Worse still, if I don’t recognize any of this I quite easily begin to see myself defined by those crappy descriptions.  This is the pervasive nature of OUCH!

So in a nutshell, this post is asking you to say this guy (and so many other expectations of certainty) are full of shit! Just say it in your quiet voice!

Keep in mind as you adopt this perspective that an awful lot of expectations in organizations and an awful lot of ‘experts’ are full of shit! You may find this silent mantra becomes highly repetitive for you. OUCH! may very well be replaced by high levels of frustration and a creeping feeling that all this formal organization stuff is quite possibly not just absurd, but mostly meaningless as well.

When you get to that point you will perhaps smile….


One Response

  1. […] our perspectives about the formal things we do in organizations and the expectations we have about our interactions. Changing our perspective tends to be an internal and reflective process. This post is about taking […]

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