The other day I was having a discussion with a colleague around what’s the best way to communicate in a team. He was of the view that people are good as they are so one really shouldn’t go about changing or expecting personality changes and I kept saying one doesn’t have to change just better ourselves in some ways. That’s when he made a profound statement
As the adage goes the only person who likes change is a wet baby .So change is something one is apprehensive and anxious about. But this is true when the change is brought about from outside.As in the locus of control is outside of us .But what if we want and will ourselves to change? Would we still be anxious and apprehensive? No I don’t think so. 🙂
My theory is that individuals who are more open to giving and receiving a feedback would generally find the motivation to change within. My second guess is that these people would also be high on the emotional quotient and thus good at understanding what drives them and others. (In case you are interested to know how open you are Johari Window acts a good starting tool. Click here to take the assessment. While answering the questionnaire if you answer the entire set of 20 questions with either the “office you” in mind or the “family and friends you”) .
How does all of this impact the workplace? There’s an excellent post over at the Chief Happiness Officer’s blog on how any kind of motivation that works is the one which is intrinsic and how about how leaders who are successful have understood this. I especially liked this excerpt from Peter Block and Peter Koestenbaum excellent book Freedom and accountability at work:
We currently act as if people are not inherently motivated, rather that they go to work each day and wait for someone else to light their fire.This belief is common among managers and employees alike…
So it all boils down to knowing oneself. As an enlightened soul has once stated -The finest thing in the world is knowing how to belong to oneself!
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