Leverage Guilt

CIMG5605I took a photo of this shirt when I was at the Maritime Museum in Halifax and I thought of how true this is of the value and stock we place in our human capital. This t-shirt quote (and pic if you choose to use it – just make sure to quote that it came from my flickr collection) can be useful in many situations.

Training ~
Does constant training translate into productive employees without regard for need, proficiency, job satisfaction but only look at ensuring that we train the latest fad or the latest methodology?

Leadership ~
Does ensuring morale is high the Machiavellian end result without regard for approaches or the means to get there?

Human Resources ~
Does developing competencies and policies and ensuring that everyone attains certain levels of certification ensure that we have richly contended employees who will perform to their peak translating in reaching client expectations?

Social Networking ~
– Have you encountered thinking of deleting a posting or a comment on Facebook, Flickr, or any other social network?
– Have you encountered a new junior employee who shuttered when you asked for their name as your investigating the cause of a customer complaint?
– Have you encountered a situation where you had to bite your tongue even though you knew of a blatant disregard for crediting you for stellar product results?

As conscience is its partner, guilt is a manipulative opportunist and creates an affective state where one experiences conflict due to an action or inaction. This becomes more conflicting when it comes to social networking more than it has been in the workplace [have you experienced not deleting someone who is requesting to be your friend because you really are not sure who the person is and don’t want to inadvertently negate future opportunities for growth personally or for your company?].

Corporate guilt affects corporate relationships this way and even how gossip travels. We know it to be quicker but have you realized how it can also be used as mini-corporate blackmail?

These are real issues that I have no single answer for [ergo my posing the multi-layered questions above] as it is contextual and HRD professionals as well as leadership need to ensure that policies be in place.

Now its your turn: What steps do you take in your workplace (school or family even) to ensure you are aware when someone is leveraging your guilt to move you to perform at their expected level of your supposed satisfaction without asking you first?

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