Attribution Error?

The first few times we try something new, we generally are not all that good at it. Over time, we can become much more proficient with that specific skill with practice. We know this about ourselves and we know which skills we are determined to improve upon. We can find our way if determined enough.

Do we know this internal pattern for motivation and determination to improve about other people? It is an error for us to judge others that don’t see and experience things as we do. Especially when it comes to a specific motivation for what skills they will practice and improve with. To judge without knowing is to make a fundamental attribution error, assuming that when people don’t change, it’s simply because they don’t want to.

As a human and certainly as a leader, it is not your position to assume the motivation of another, but rather to discover with them what is their motivation for change as a mechanism to positively influence with them.

Don’t assume the motivation of another until you know their mindset with the change. Then, the prescriptive practice of changing and/or learning something new can be aligned together to be more meaningful and more progressive. You will then know and do it together without assumptions.

Invest in the practice of devising strategies together that help others to increase their abilities.

“It’s a funny thing, the more I practice, the luckier I am.” — Arnold Palmer —


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