Prevent Organizational Failure with the 3 Negative Forces
We live in a world that emphasizes the power of positivity everywhere. Well, by the way, it is certain that positivity is a very important element in our lives and in actual organizations. In a 2009 study of 60 corporate departments by corporate consultant Dr. Marshall Rosada, high-performing teams found that positive comments were eight times more likely than low-performing teams. Of course, there are bound to be many positive remarks.)
Anyway, positive is generally good. But personally, I think there is an organization that must use the power of denial rather than positivity. that’s a company In particular, corporate leaders need to know how to use the power of denial well. The publican says three things, and I generally agree with them. However, it is judged that there is a difference in importance, so I will talk about it in a different order than the tax collector.
- Encourage and embrace critical directives
As a result of Job Korea’s survey, CEOs believe that they listen to their employees well, but employees show that the corporate management level is very low in accepting the direct words of their subordinates. Who is mistaken? obviously a leader Because first of all, humans naturally hate negative criticism. Moreover, if the target is a subordinate, even more so.
Nokia’s development team had already suggested to management that a smartphone comparable to the iPhone should be developed quickly, but was ignored. And Japanese current affairs critic Makoto Sataka pointed out that the cause of the Toyota recall was the internal atmosphere in which criticism itself was taboo. If employees are continuously ignored, the negative will be filtered out and only the positive will be conveyed to the management, resulting in organizational silence.
If you are a leader, you must listen to critical direct words unconditionally. Former CEO of GM, Afred Sloan, said that he would suspend final decision-making on the agenda without internal opposition, saying it was “insufficient review”. And Vanguard, an American investor, eventually accepted the persistent objection of one in-house analyst to avoid investing in subprime mortgage products before the US economic crisis and prevented huge losses.
If you can’t hear critical statements, you don’t qualify as a leader.
- Consider the worst case scenario
You have to consider the worst case scenario. Southwest became the only airline to make a profit during the 9/11 attacks by implementing austerity strategies even during boom times in preparation for the future. American psychologist Albert Ely said, “The best way to overcome an uncertain future is to focus on the worst-case scenario, not the best.”
Personally, I think it is the worst case scenario that managers should always carry in their hearts. This can be found in Nassim Taleb’s ‘antifragility’, Jim Collins’ ‘productive paranoia’, and the Heath brothers’ concept of ‘Prepare to be wrong’.
- Use negative feedback appropriately
In Serie, this comes out first, but I thought this was not a little, so I removed it as the third. Feedback should be based on positive feedback. However, there is a target group for which negative feedback works. is a group of experts. For beginners and most employees, generally positive feedback is good. In addition, in order for negative feedback to work, positive feedback is a culture, and it is when there are accurate facts and a sincere heart. Humans are animals of emotions.
In the report, there is a story that the leader has to be angry while talking about some kind of ‘Screaming Leadership’. to shout proudly I can’t remember, but I saw a strange saying on the Internet a while ago that a leader should be angry while talking about Jobs and Bezos. There are many innovative leaders who, like Jobs and Bezos, are extremely productive without hysteria. And being a company is not about productivity. Employee happiness is also important. Humans are animals of emotions. Under a person like Jobs, there is a lot of stress. In fact, research in the UK found that rank and file employees get sick more often than executives and die sooner. Under someone like Jobs or Bezos, your lifespan will be shorter. There are so many factors for success. You don’t build a company like Apple by yelling and hysteria and always wearing the same clothes.
There is a famous saying called the Stockdale Paradox. Among the prisoners, those who had only unconditional optimism that they would soon be released died first. Prisoners who had faith and hope that they would be freed from captivity, but at the same time had a cool-headed awareness of reality and prepared for it, survived until release.
I think that this is the greatest virtue that corporate leaders should have.