evaluating | The Caleb Barney Collection

Capacities

Be careful not to judge other people’s capacity to do/withstand something. Not only are there different types of capacities/limits, such as mental, physical, or emotional capacities, but everyone is different in what their capacities are for each type. For example, you may be incredibly strong physically, but maybe you’re overburdened at home and your emotional capacity is very low.

Another thing to realize is our capacities are fluid, as they are constantly changing depending on what is going on in our lives. Maybe you just lost your job, your significant other decided to leave you (taking the dog too), and you were diagnosed with cancer. While your emotional capacity may normally be very high, you would probably be at the tipping point where even something very small which would normally not affect you makes you break down and cry.

These are just a couple of reasons why you should not judge others, but especially if you don’t have a good understanding of who they are and what their typical capacities/capabilities are. What you see from others is only a snapshot for where they are at any one particular time in their life.

Instead of judging others before you really get to know them, default to giving people the benefit of the doubt. They can be down one day, or even for a brief period in time, but after you’ve gotten to know them and their story, eventually you will have a better understanding of what their typical capacities are.

Just like anything else, we all have the ability to strengthen and improve each capacity. Are you working on improving yours? If you’re working with someone, or partnering with them, do you know if they are willing to work on improving theirs? You should not focus on where you (or others) are currently, but on where you (and they) are going based on their daily actions.

Success leaves clues

Who are you modeling your actions and behaviors from? Who has already succeeded in what you’re trying to accomplish? How did they do this?

Try to tease out the similarities between multiple people who have achieved success in whatever field in which you are interested. What sets them apart from their peers? Is it their mindset? Their overall strategy? What specific tactics did they use to obtain the results you desire and are there any pitfalls by using those same tactics? Will they still work in today’s world or are the tactics outdated? For example, if that person did something in 1980, the specific tactics they performed may or may not work today. But can you figure out the concept behind what worked and apply that to fit in today’s market?

Success leaves clues. It is up to you to investigate and determine how others’ successes can help improve your situation.

Training in the workplace: You can lead a horse to water, but you can’t make him drink.

When you’re in charge of training someone, the only thing you can do is give them an opportunity to perform. You can show them what is required to thrive in their specific role – what they need to do, best practices, etc. – but you can’t make them do it. You can spend hours explaining the tactics of a position, but you can’t teach someone to have passion, to be curious, or to have a better work ethic. But if they don’t want to do it, or if they just don’t understand/aren’t picking it up quickly enough, you can’t force them to do what you would do. If it’s not working, eventually you will have to do something about it.

Be careful to not make an emotional decision about this. Be objective, but be kind. Are they just not doing something the way that you would do it, but they’re still getting the job done? Is their performance still acceptable? Are they making big enough strides where, even though they aren’t where you need them to be right now, they’re on their way to becoming what you need from them?

After you remove emotions and give their work an honest evaluation, talk with others who know the situation. Make sure you emphasize that they give you their true opinions about the work being completed by the person in question. It’s not about the individual. It should always be about the work and how it affects those around them. Many people are careful to criticize because they like the person they are evaluating or because they fear the other person will find out. But if they don’t let their true feelings be known, they are doing a disservice to the company and even to the individual. After all, maybe this isn’t what the individual wants. Maybe it’s not fulfilling for them and that is why they are not putting in the extra effort to learn and excel at their craft.

Ultimately, you must determine if you’ve done everything in your power (as the trainer/mentor) to help that person succeed. Do they only need to make a few adjustments or is it time to move on? Did you lead them to water? If so, it’s up to them to decide to drink…