CoachBri’s Blog

When most people talk to me about their job, they are dumbfounded that their employer is so clued out as to why Boss Management is such a losing psychology.

Managers who tell workers what to do, how to do it and who use punishment and reward systems to improve productivity will initially see positive gains. Eventually though this gives way to either gross incompetence or mediocre efforts. Similarly, CEOs, VPs and managers who use fear, by threatening loss of jobs or tasks, will often destroy the environment that is needed to keep people happy, positive, and supportive, enabling focus, correction and efficiency.

In this present age we still don’t understand the fact that fear destroys initiative. It is important to realize that there is real fear, like crossing the road and moving out of the way of an oncoming car and it is needful and purposeful for our survival. However, the fear that kills the healthy relationships needed in the workplace is the fear that management uses to force people into doing what they as managers want, which is ultimately to control or manipulate people. Most employees will say that having a boss who is compassionate and demanding is the best boss of all. Employees often share with me the lack of trust and contempt they feel for their organization because of the conflict within the organization.

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I was pulling into the parking lot in Toronto when I noticed the parking attendant and a man in a business suit yelling at each other. As the man in the business suit was leaving, he told the attendant where he could go.I pulled in and the attendant, in a deep, raspy voice, yelled out, “Where do you think you’re going?”
“To park my car!” I smiled.
He said, “I tell you where to park your car, I run things around here!”
“Yes I see that and you sure look after the cars well”, I smiled! As I pulled my car into the spot I yelled out,”Is it ok here?”
“No.” he said, “Move it down there!”
“Ok.” So I moved it down about 10 spots and got out of the car and said, “Are you sure you want it here?”
Then again, as I got out of the car, he said, “No! Better put it over there.” He pointed to another spot 2 spots from the first place I parked.
“Great!” I said, “Are you really sure?”
In a much softer voice he said, “Yeah, it will be fine there”
“Ok.” I got back in the car and moved it to the right spot. I got my things out and headed over to pay my deposit. In a loud voice, when he saw I was going to give him a 20 and the deposit was only 15, he said, “You don’t have change?”
“No, I don’t. I can come back after I get some if you like.” I said, with another big smile on my face.
He slapped a 5 in my hand. I said, “Thanks. And thanks for looking after my car!”
He got a very peculiar look on his face. I smiled and left his booth and moved out of sight. As I turned around to look back, he was standing there. I waved goodbye and he waved too. As I moved farther down the street and crossed the road, he was still standing there looking at me. I waved again and he half waved back, as if he had seen an alien.

A little connection goes a long way!

The platform from which human behavior and language is launched.

Understanding how and why human beings behave is one on the fundamental factors that draws out quality in all relationships. Quality relationships develop quality people who in turn develop quality products and quality service. High performance is the ability of an organization to grow people, manage behaviors, and to produce quality service and/or products.

The success of any endeavor is totally dependent on how well the people doing the job get along. Two heads are only better than one if those two heads think and act as one.

The high performance team is able to communicate in a way that people on the team understand each other by a common language, and a process for coaching that uses self evaluation as a catalyst for Quality in every area of their life. The more people coach their relationships in their personal life towards quality, the more effective they are in the workplace and vice versa.

The problem is that most human being are conditioned by our present world psychology – External control

External control psychology (the deterioration of human kind).

The summation of human problems throughout history in business, politics and in any of the human sciences is human beings inability to get along. There have been great technological advances but all these advancements have been used against other human beings as a means to control other people. 50,000 years ago we clubbed people to death because we could not get along. Today we send a missile to destroy thousands at a push of a button. The man behind the club and the man that pushes the button is the same man, psychologically.

You have only to look at your life and see the external control psychology you use when you become frustrated with any person in your own life. These habits that seem automatic disconnect you from that person and therefore increase the level of frustration and misery in that relationship. Knowing how these habits destroy quality is essential to any organization that employs people. Progressive people develop progressive organizations. Personal growth of CEO’s, managers, and employees determines the productivity and quality of any endeavor that breeds success on a continuous basis.

Most companies focus on rewards and punishment as a means of controlling people’s behavior.

Most parents uses rewards and punishment as a means of controlling there children’s behavior.

Most spouses reward and punish as a means to control their partner’s behavior.

In all these cases, the people being punished end up disliking the punisher or resenting the rewarder, even though they like the rewards. In athletic competition, the coach often uses punishment and reward as a way to deter the athletes form bad habits or trying to increase the level of focus or intensity.