Too often, the positions others take on issues depend on how they themselves will benefit from the outcome. Self-interest is normal, but taken too far can get in the way of sound decision-making and can undermine trust. Self-interest crosses the line when our advocacy for what benefits us comes before what is best for the team or organization.
I lead a group of Type professionals in healthcare
Because everyone has MD next to their name many of the group feel that were even across-the-board, which in a business sense is not correct.
We just finished a major deal where I as the leader and the person with the most business mindset spent a huge amount of time finishing the deal and designing it. We all split the money equally with no compensation assigned to my time and effort.
We’re starting a new company so now my self interest is to be appropriately paid and recognized. How do I control my own self interest without affecting the balances in the opportunity and the group. Thank you very much
When a leader acknowledges they are conflicted or having conflicting goals THIS is the first step in neutralizing self-interest and keeping it from exerting too much influence.
In this case, being appropriately paid and recognized conflicts with expectations, not self-interest. The value of rewarding and recognizing based on contribution and merit is held widely by most people. The issue is that this value has not been held up thus far. While it is self-interested for the person with the greatest contribution to make this case out of no-where, it is not problematic unless it is made only in the moment (right now and about me) rather than broadly (we should always reward and recognize merit) and going forward.
Including others who might also stand out for their contribution would help negate the perception that the self-interest is isolated and only about the now. Advocating for yourself is both natural and necessary. Advocating only for yourself in a particular moment is the problem. Avoid that by arguing about the value of merit and not about a specific dollar amount.
I lead a group of Type professionals in healthcare
Because everyone has MD next to their name many of the group feel that were even across-the-board, which in a business sense is not correct.
We just finished a major deal where I as the leader and the person with the most business mindset spent a huge amount of time finishing the deal and designing it. We all split the money equally with no compensation assigned to my time and effort.
We’re starting a new company so now my self interest is to be appropriately paid and recognized. How do I control my own self interest without affecting the balances in the opportunity and the group. Thank you very much
Hi, Charles.
When a leader acknowledges they are conflicted or having conflicting goals THIS is the first step in neutralizing self-interest and keeping it from exerting too much influence.
In this case, being appropriately paid and recognized conflicts with expectations, not self-interest. The value of rewarding and recognizing based on contribution and merit is held widely by most people. The issue is that this value has not been held up thus far. While it is self-interested for the person with the greatest contribution to make this case out of no-where, it is not problematic unless it is made only in the moment (right now and about me) rather than broadly (we should always reward and recognize merit) and going forward.
Including others who might also stand out for their contribution would help negate the perception that the self-interest is isolated and only about the now. Advocating for yourself is both natural and necessary. Advocating only for yourself in a particular moment is the problem. Avoid that by arguing about the value of merit and not about a specific dollar amount.