Conversations about theory X and Y and discussions of our fundamental assumptiions about people and how this affects our management are not new. Evelyn Rodriguez has done a great job summarizing the issues and putting a fresh and provocative spin on the choices that every leader must make about how they will approach managing people.
It is a good idea to examine what’s really behind our actions – the beliefs and assumptions that shape our choices. For example, we may not realize that some of our actions stem from an assumption that people cannot be trusted. Do we really want to communicate this to employees?
And as Evelyn states, this is not just about how we want to be viewed as a boss – it is about RESULTS! Management practices based on distrust and control do not have the potential to enable optimal performance.
Speaking of beliefs, next week I will be offering more on powerful management beliefs that can enable success and positive breakthroughs. Keep an eye out.