Like us, you may have experienced bad managers, you know the type, erratic, irascible and unpredictable?
If that is ringing bells with you then the very same managers may well be those who enjoy the “Seesaw of Delusion”.
If you have not yet read the Chimp Paradox by Professor Steve Peters we recommend you add it to your list.
In this book he explores the behaviours that are derived from the acceptance of our immediate emotional reactions. In essence how we have a tendency to feel before we think, and as a result, often confuse the two.
The Seesaw of Delusion
Weak managers and leaders are characterised by many behaviours, they are not always deliberate and often a result of a lack of learning.
The “Seesaw of Delusion™” is particularly problematic as it can lead to acceptance of flaws and errors, the failure of projects and apathy among team members.
The image below illustrates the simple nature of this behaviour, in any given change scenario that requires action and/or buy in from team members, employees etc, leaders and managers acting impulsively would expect reactions to “Seesaw” between the two opposites.
Some team members may react and act positively, others negatively.
Ask yourself, how many times you have thought “well, they aint gonna like this one bit”?
We tend to pre-empt and that affects how we do what we do. The weak Manager or Leader will begin in this frame of mind and carry that with them.
Strong Leaders and Managers recognise the Seesaw of Delusion for what it is, a box. Somewhere to place people, on a limited scale, with only two positions.
This is problematic at best, so we characterise Jane as a positive person and George as a negative one, and this colours all else that follows.
It allows weak Managers and Leaders to assign an arbitrary label to a person and close down further discussion.
“Why are you always so negative” is a hard sentence to respond to, and it tends to end the discussion and any possible benefits that may come from it.
Thankfully this nasty little binary is an illusion itself, bringing in the real allows the discussion to continue.
It’s a simple concept, but they have a tendency to slip past us and become habitual if we do not recognise them.
So consider when mounting a change in your organisation, a sales drive, new project or product.
Would you rather have 20 positive hand clapping twits who do nothing or 20 negative achievers?
We know where we stand on that one.
The Seesaw has many positions, including overt pessimism and deluded optimism, how we respond to these is vital for success, understanding this can give all your people the winning mind-set.
For more on the Seesaw of Delusion™, contact us and we can discuss how it could be costing you valuable wealth in your organisation.