When something goes wrong, human nature is such that we immediately ask, “Who is to blame?” Whether it is political, legal, at home or at work the natural tendency is to look at the people component and attribute responsibility.
In his book The New Agreements in the Workplace, David Dibble builds on the original Four Agreements by his mentor Don Miguel Ruiz. Dibble speaks about “Shifting your Systems” and by this he is alluding to the fact that we should first look at our processes before attributing blame on people because, more often than not, it plays a much bigger role with what is actually happening.
What do we mean be processes or systems? It really is the context or environment and might best be illustrated using a classic work example when it comes to perceived poor performance. The tendency is to label the individual as being lazy, non committal, not motivated, doesn’t care and so on. But what if you knew that this person had received poor training in the first place, management was fear based and was receiving minimum wage but expected to do the work of two people, would your perception change? Of course it would, but without knowledge of these processes, or absence thereof, you naturally make assumptions. Read more