Here's the latest Urban Missionary Podcast. I cover two things this time around:
- "If you give something to a Ksatriya you're not giving something to a Ksatriya - he's letting you keep the rest." :-)
- Role vs Position Organization
Here the link for this edition:
Check it out:
- Urban Missionary Podcast "Role vs Position Organization", mp3, 26MB
- Urban Missionary Podcast "Role vs Position Organization", mp3, 17.6MB
Taking responsibility
What do you do if someone doesn't want to take responsibility? You give people roles instead of position, effectively giving them responsibility for delivering some result. But if they are afraid of failing at their role and suffering the resulting punishment and/or disappointing, then they are likely to shy away from accepting the role you give them. They will tell you there are too busy, not feeling well, etc. anything to get away from having to accept responsibility. They think: better someone else get the responsibility+blaim.
I was listening to this podcast about project management where at the end someone asked that question.
Candidasa
http://www.deltaflow.com
The purpose of giving people
The purpose of giving people responsibility is to help them to develop.
"We don't do things. We develop people, and things get done along the way."
You need to build up a person's confidence by assisting them in being effective. You can do this by coaching them through formulating their strategy, and helping to build a team around them.
"Momentum is generated through a series of sequential victories of increasing scope."
As they get on a winning streak their confidence increases.
The fact of the matter is that everyone has talents and gifts, and they feel happy when they have the opportunity to use them. As Srila Prabhupada explained, the ox is powerful and can pull heavy things, and feels happy when he has an opportunity to do this.
You have to find the entry level for a person, and work alongside them to go up from there. If someone shys away, you may have misidentified the role for them, not given them sufficient support in it, or moved too quickly. Repeatedly casting vision, exposing them to a team environment, and spending time to get to know them will all help. Also making people aware that the vyavasayatmika reason for action is to learn and develop, and the results are secondary, can alleviate the fear of failure. Failure is a valid result as long as it is a learning experience.
At the end of the day it may be that, for whatever reason, a person is not ready to begin this process of self development. Patience, genuine compassion, and a sincere desire to see this person fulfill their potential and maximize their contribution are necessary. It is just a matter of time.