Having a negative attitude towards others, no matter how capable you are, in the end, no one will want to associate with you or be willing to work with you. This type of case is often found in the workplace.
Being good alone and seeing everyone else as bad is partly due to negative attitudes towards others. In this article, the admin will take us to meet the story of a talented person that no one wants.
This story happened at a world-famous organization.
Joe, a former rising salesman who achieved success at a young age
He was able to create results by continuously generating sales that exceeded his own targets. But that wasn’t enough. Joe also created many new records in the organization.
For example, a salesperson who has had outstanding sales for 3 and 5 consecutive years, and the most recent achievement is the salesperson who has achieved the highest sales in the organization’s history.
Of all the awards Joe has received, the latest award is the one Joe is most proud of, because he believes that this award will definitely lead him to become a sales manager (the sales manager position is currently vacant).
Joe’s story and Joe’s success seem so simple.
Because if we only look at his achievements, it seems like Joe’s life is on a path strewn with rose petals. Because “Joe is probably a talented person, someone who is already talented. When he is talented, everything he does is easy and he succeeds.”
With such an excellent performance and Joe’s expectations for the position of sales manager, it’s safe to say that this position is definitely Joe’s.
But in reality, it’s not like that.
The management decided to appoint one of Joe’s seniors in the department to be the new sales manager.
When Joe found out about this, he felt very embarrassed and ashamed because before this, he had been announcing everywhere that he would definitely get this position. He was surprised that that guy got this position because in the past, he had nothing that was worthy of this position.
And most importantly, that guy had never made any outstanding records before.
Joe therefore thought that this matter was completely unfair to him.
He muttered to himself, “How could a blind manager choose someone who has no performance as a manager?”
In his mind, he kept thinking, “In the future, we probably won’t need to work so hard. It’s useless. The adults won’t choose us anyway.”
On the one hand, we see that Joe’s work is really great, and everyone agrees that yes, he really succeeded.
But on the other hand, Joe failed completely (but he didn’t know it). And the point where he failed was the important point that caused him to miss out on the position of sales manager.
“ Every time I work with Joe, it’s very awkward. He never listens to the opinions of his colleagues. ” – Dome, Design Team
“ Most of the work that Joe sells creates problems and headaches for the back-office team regularly. It’s like he wants to sell the work without considering whether the back-office team can do what he sells. ” – Ae, Team Leader, Production Department
“ In many jobs that Joe has sold, when customers have problems or are not satisfied with our products or services, Joe always blames our team. He never helps us mediate or clear up the problems we have with customers. ” – Nui, Team Leader, After-Sales Service
“ Joe is a very possessive person. He always asks for the big clients to be looked after and often passes the small or difficult ones to other colleagues. ” – Jay, a colleague in the sales team
“ The management likes Joe a lot because he is a good salesman. Of course, he is a good salesman because he selects only good customers and checks them out himself. The rest of the salespeople only deal with difficult cases. When they can’t sell, the management thinks that the rest of the people are incompetent. ” – Oh, a colleague in the sales team
“ Joe is a knowledge and information lover. If he learns something good or has good information from customers or competitors in the market, he will keep it to himself. He never thinks of sharing this information with his teammates. ” – K, a colleague in the sales team
“ Joe is a person who cares a lot about his own image and reputation. If he makes a mistake or a problem occurs during work, he always blames it on others. ” – Tui, a colleague in the appraisal team
“ Joe likes to pressure his coworkers. For example, when he wants information, he has to get it right away, without considering whether his coworkers have enough time to do it or whether they are busy with other work. ” – Joy, Coworker in the Support Team
In Joe’s view
Joe only thinks about what he will get (thinks he deserves it, others are not important). Joe puts his own goals first (wanting to be a manager, so he has to do everything to achieve his goals, without even caring if his actions will cause trouble to anyone).
Joe is self-centered and only sees the benefits for himself (he will do anything only if it benefits him). When faced with problems, Joe sees other people as the problem and he sees himself as a victim who is affected by the problem.
Joe never thought he was wrong. He thought others were not good enough to work with him.
In fact, Joe has a negative attitude towards others, cannot work with others, and cannot work as a team. That is why the management decided not to recruit him.
Joe has a negative attitude towards others, which is what caused him to miss out on this position.
Joe’s symptoms indicate an Inward Mindset.
That is, symptoms or feelings that tend to see oneself as being in the right, like to divide, and slander others, while focusing on self-importance.
The result is self-deception , in which one denies that one has a problem, perceives the situation in a distorted way, by shifting blame or blaming others. This is what keeps a talented person like Joe from going far.
Therefore, we often see cases like this in the workplace where people are good at their jobs but no one wants them or wants to work with them.
As long as Joe maintains this Inward Mindset, working with others will continue to be problematic, and the number of problems will certainly increase day by day.
And if Joe really becomes a boss or manager, no subordinate would want to work with him. The remaining ones would probably resign one after another. This is the selfishness of a person who is focused on himself because in the end, he still won’t reach his goal.
This is the origin of the Outward Mindset Theory, “Seeing Beyond Ourselves. ”
If we open our minds and give importance to others, equal to or more than ourselves, we will understand others better. Working together will yield better results than before. The results will be results that both we and others benefit from.
Outward Mindset is about changing the way we view ourselves.
It is about giving more importance to others, which improves our relationship with our colleagues. When we have good relationships with each other, we will definitely receive good and full support from our friends.
The desired results and goals will become easy. In addition, another very important result of having an Outward Mindset is happiness in work and happiness in being with others.
“Working with happiness always yields excellent results.”
Outward Mindset theory is therefore an important issue that helps many organizations and departments create a new work culture, resulting in more efficient teamwork and reduced conflict problems.
“Employees are happy, the organization is happy.”
It was also found that organizations with an Outward Mindset culture and attitude can greatly reduce employee turnover problems, and as a result, increase Employee Engagement Scores.
Outward Mindset starts with us, but has positive effects on those around us, including the society we live in.
For more articles about Outward Mindset, please visit:
