Read on Twitter
Since this thread seems to resonate with folks, allow me to share a framework on how to think about it... https://twitter.com/operaqueenie/status/1264946120599322624
Marriage and parenting have taught me so much about management and leadership.
There’s this book that @polotek and I like called “Positive Discipline” by Jane Nelson.
It’s a guide to help children develop self-discipline, responsibility, cooperation, and problem solving skills.
There’s this book that @polotek and I like called “Positive Discipline” by Jane Nelson.
It’s a guide to help children develop self-discipline, responsibility, cooperation, and problem solving skills.
It’s so relevant to this conversation.
In the realm of getting humans to do what you want, there’s three main approaches to adult-child interactions, and they mirror what we see happen in company-worker interactions, too:
In the realm of getting humans to do what you want, there’s three main approaches to adult-child interactions, and they mirror what we see happen in company-worker interactions, too:
Strictness = No choices; order without freedom; “you do it because I said so” Permissiveness = Freedom without order; unlimited choices; “you can do anything you want”
Positive Discipline = Freedom with order; limited choices; “you can choose within limits that show respect for all”It’s not excessive control, it’s not no limits.
The concept is about *kindness and firmness* at the same time.
It’s showing respect for another person by creating shared understanding, managing expectations, and holding them accountable.
It’s letting go of the desire to control, and instead creating an environment that sets people up to succeed by making their own choices.
It’s letting go of the desire to control, and instead creating an environment that sets people up to succeed by making their own choices.
When applied successfully, these are the 7 perceptions and skills that people should develop:
1. Strong perceptions of their personal abilities (“I am capable.”)
2. Strong perceptions of their significance (“I contribute in meaningful ways and am genuinely needed.)
1. Strong perceptions of their personal abilities (“I am capable.”)
2. Strong perceptions of their significance (“I contribute in meaningful ways and am genuinely needed.)
3. Strong perception of personal power or influence over their life (“I can influence what happens to me.”)
4. Strong intrapersonal skills: understanding one’s own emotions develop self-discipline and self-control
4. Strong intrapersonal skills: understanding one’s own emotions develop self-discipline and self-control
5. Strong interpersonal skills: the ability to work with others and develop positive relationships through communication, cooperating, negotiating, sharing, empathizing, and listening.
6. Strong systemic skills: the ability to respond to the limits and consequences of everyday life with responsibility, adaptability, flexibility, and integrity.
7. Strong judgement skills: the ability to use wisdom and evaluate situations according to appropriate values.
7. Strong judgement skills: the ability to use wisdom and evaluate situations according to appropriate values.
All of these things are what companies should look for, reward, and design its operations around if it wants its people to be successful.
*Especially* if you are dealing with a remote workforce.
*Especially* if you are dealing with a remote workforce.
