Wednesday, October 23, 2013

Performance vs. Character

Someone close to me recently told me that her boss called her for a one-on-one meeting and told her, “From the time I’ve know you, you are someone who tries to please everyone. That does not work in real life. I expected you to change as a person but you haven’t. Please change that in you.” She was shocked by this comment and asked, “In what context are you saying this to me?” Her boss stayed mum. As far as her performance at work was concerned, nothing much was discussed. She expressed her dissatisfaction with me. I asked, “What gives your manager a right to comment upon your character? Isn’t it his job to help you with your performance instead?”

As a member of Toastmasters and as an evaluator of speeches, I’ve learnt that as an evaluator (which is also a part of being a leader) our job is to comment on the speeches and not the speaker. Thus, as a manager, I believe it is his or her responsibility to comment on our performance and not our character.

I would much appreciate my own boss if he gives me suggestion related to my work performance rather than suggestion related to how I should or should not be. I cannot change who I am for the sake of a job nor can anybody else. As managers and leaders, the responsibility of each person is to help others in improving their performance and changing them as a person. Perhaps as a mentor, one can drop few words of wisdom but no one has the rights to tell anyone “This is who you ought to be”.

0 comments to “Performance vs. Character”

Post a Comment




The Management Blog Copyright © 2011 -- Template created by O Pregador -- Powered by Blogger