Assessing intention is a powerful way for leaders to understand how people and teams operate. Intentions are hidden, not always clarified directly through words, and hence easy to overlook. We therefore end up focusing on behaviors and actions.
A team member who always asks difficult questions (act) is looked upon as a ‘trouble maker’ when the reality could be that this team member cares more about the work or wants to really help the team improve.
Because actions are directly visible, we end up judging actions. And the fact is, when we constantly assess actions, we also end up being more judgmental. But what people seek is acceptance – they want their leaders to understand them completely.
Without acknowledging the intention behind an action, acceptance is not possible. Unless you are working with robots, human beings will make mistakes and act in ways that may not be coherent with your worldview. Constantly judge them and you stand a chance of losing them.
As human beings, we are essentially flawed. If you have to make things work, in spite of these human flaws, you need to assess people by their intentions first and then judge the methods.
The idea here is not to simply accept poor behaviors, substandard work or compromise on results. The idea is to look for the big “why” – the cause of a certain behavior or action. That is because our intentions drives our actions.
If intention is right, you can correct the methods, behaviors and actions. But I doubt if it is as easy to correct someone’s intent even when their methods seem be perfectly placed?
By Tanmay Vora
Source: QAspire
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