Some solid reasons on why to aspire to lead rather than manipulate the team. Empowerment, patience, and service are imperative to management of self and others (in my opinion).
Aside from the high risk of failure, there is a more compelling reason not to employ “reverse psychology” by forbidding something in order to induce others to enact it. That is because doing so is condescending, dishonest, conniving, manipulative, and reprehensible.
I would also add that there are believers in the organization's mission. These men and women usually follow orders to the best of their ability. If a member of management plays games with them, they'll be done with them. They may stay with the organization, but they will likely never trust and/or take that manager seriously again.
Interesting article. Being told not to really pushes our buttons, doesn't it??
I used to work with someone who started putting posters around our centre 'don't do this', 'stop doing that'. So, one day I suggested that we put posters up saying what we did want people to do. Made a huge difference to premises management and health and safety.
Oh - have you heard of Oppositional Defiant Disorder (ODD), by the way? It is a recognised condition.
We also process instructions as if the 'Don't' part isn't there. So 'don't walk on the grass' becomes 'walk on the grass' and our brains think 'she wants us to walk on the grass'.
That's why if you want people to keep of the grass, the sign should say 'walk on the path'.
When training people it's a good idea to say what you want them to do, not what you don't want them to do.
Good morning,
Some solid reasons on why to aspire to lead rather than manipulate the team. Empowerment, patience, and service are imperative to management of self and others (in my opinion).
Thank you for your time.
Aside from the high risk of failure, there is a more compelling reason not to employ “reverse psychology” by forbidding something in order to induce others to enact it. That is because doing so is condescending, dishonest, conniving, manipulative, and reprehensible.
Good morning Professor,
I would also add that there are believers in the organization's mission. These men and women usually follow orders to the best of their ability. If a member of management plays games with them, they'll be done with them. They may stay with the organization, but they will likely never trust and/or take that manager seriously again.
You're correct!
Interesting article. Being told not to really pushes our buttons, doesn't it??
I used to work with someone who started putting posters around our centre 'don't do this', 'stop doing that'. So, one day I suggested that we put posters up saying what we did want people to do. Made a huge difference to premises management and health and safety.
Oh - have you heard of Oppositional Defiant Disorder (ODD), by the way? It is a recognised condition.
Wow! I guess direct orders are not productive in militaries throughout history.
We also process instructions as if the 'Don't' part isn't there. So 'don't walk on the grass' becomes 'walk on the grass' and our brains think 'she wants us to walk on the grass'.
That's why if you want people to keep of the grass, the sign should say 'walk on the path'.
When training people it's a good idea to say what you want them to do, not what you don't want them to do.