The article A Leader’s Guide To Why People Behave The Way They Do argues effective leaders understand the factors that shape the behavior of their followers. Having a strong understanding of the factors that shape people’s behavior makes it easier for the leaders to motivate followers and also reduces the risk of unpredictable behavior by the subordinates (Darden Business Publishing).
While it is important for the leaders to be aware of the current needs of the followers, it helps to know more about the followers’ background including their past because the events in the past may have a significant impact of the behaviors in the present. The article gives the examples of different generations such as Baby Boomers, Generation X, and Generation Y. Members of these particular generations may share certain characteristics and belief systems because of certain common experiences. People can be similar or different at seven levels. These levels include humanity, regional culture, national culture, sub-national culture, organizational culture, family culture, and individuality.
The implication of these 7 levels is that while some followers can be dealt with in the same manner because they are similar at certain levels, some issues may have to be dealt with in unique manners due to the differences at other levels. The article also talks about memes/ Memes could be understood as beliefs and ideas that pass from individuals to individuals, and sometimes live on for long time periods. Memes can be divided into three types which are distinction memes, strategy memes, and association memes. It is important to be aware of memes that drive one’s behaviors and worldviews, and memes should be modified or even discarded if they prevent one from becoming an effective leader (Darden Business Publishing).
The article states leaders try to motivate followers usually through rewards or punishments or a combination of the two. But it is important to realize not everyone has the same definition of a reward and punishment as something that is a reward for one person may be a punishment for the other person. Similarly, not everyone values the same things. Thus, it is important to understand the reward an individual values or else such a reward may fail to motivate the individual to work harder (Darden Business Publishing).
The article mentions some of the management theories that can help leaders better understand their followers. One such theory is the Rational-Emotive-Behavior (REB) model. The REB model has several elements including events, values and assumptions, and conclusions or judgments. In short, people may perceive the same event in a different manner, may have different value systems as well as assumptions as to how things should be, and may judge the same experience or observation in a different manner. The value system of an individual could also be defined as VABEs which stands for Values, Assumptions, Beliefs, and Expectations. A person may have VABEs about himself as in how he should be, and similarly, he may have VABEs about others as in how other people should behave. Understanding the VABEs of the followers is important to becoming an effective leader because VABEs explain why someone behaves the way he behaves. The REB model also addresses the fact we are constantly evaluating our own selves and our behaviors are influenced by our personal attitudes as well. The impact of personal attitudes on behaviors also explains the concept of self-fulfilling philosophies because attitudes may inspire actions that may or may not lead to the desired outcome (Darden Business Publishing).
This article is quite educational and I hope to adopt strategies inspired by this article during my leadership career. First of all, the article has helped me realize the importance of taking individual differences into account and how such individual differences are shaped by a number of things including personal experiences, VABEs, cultural background, and so. Thus, I will spend a great deal of time and energy in expanding my cross-cultural skills. I had assumed employers desire job applicants with cross-cultural skills (Saint John’s University) because they are increasingly doing business overseas, and also catering to more diverse consumer groups in home markets. But now I realize cross-cultural skills are also important because they help leaders better understand their followers, and employ strategies accordingly to get the most out of their followers.
I will also make serious efforts to openly communicate with my followers, and help integrate open communication into the organizational culture. My emphasis on communication will not only to build trust with the followers (Beslin & Reddin, 2004) but also help the organization retain and develop its talent. I will encourage my managers to learn as much about their subordinates as possible. And even record it in a manner that can facilitate the decision making processes. Open communication will help my organization offer rewards to the employees that they actually value. Similarly, it will also help build teams that may work well. Last but not least, it will help the organization match the employees to the jobs in which the individual employees can flourish.
The article has also inspired me to take a closer look at myself including my personal experiences and VABEs. I will now frequently compare my worldviews with my actual observations, and will not hesitate to modify my worldviews when my observations contradict with my initial expectations. I will also try to resist the urge to judge others as much as possible until I have adequate information to reach a reliable conclusion. The article has helped me realize people do operate under different value systems.
I have often learned one’s personal life should be separated from one’s professional life. But the article has made me realized people are humans and not machines, and the issues and events in their personal lives may influence their behaviors and values in professional lives as well. Thus, I hope to be more compassionate in my leadership, and I will give confidence to my followers that they can approach me or other superiors if they feel their personal affairs may be influencing their work performance. The company may be able to provide them support services such as therapy, psychologist consultation, and even paid leave for important family affairs. I believe employees are one of the greatest assets of an organization, and one of the most effective ways to earn employees’ loyalty is to show them that the organization doesn’t see them as just factors of production but is genuinely interested in their overall health and wellbeing.
