Career Counseling Traps

by Unre Visagie

Career councelling traps
Beware of falling into unintentional communication and perception traps
Chapter 8 p.5
During my recent assessment interview, my team leader referred to a blunder I made three months ago. Though I learnt a lot from that mistake and never made it again, I feel that his perception of me has remained stuck on that incident. How can I persuade him that his idea of my competency is wrong?
It appears as though your team leader stepped into a career counseling trap called a “splodge”.
In our every day dealings with others, especially with regard to performance management, we should beware of falling into certain unintentional communication and perception traps.
Could you explain some of those counseling traps?
Contrast effect
Rating a team member against other team members, rather than against the criteria of identified Key Results Areas. Ratings should be based on the expectations the evaluator communicated to the team member when reviewing Key Results Areas criteria at the beginning of the assignment.
First impression / Latest behavior effect
A tendency to make an early positive or negative judgement of the team member and then to ignore or distort additional information. Ratings must be based on performance throughout the appraisal period rather than on initial or most recent impressions.
Halo / Horn effect
Generalizing one aspect of the team member’s performance to other aspects of his or her performance. This may result in an inaccurate results assessment.
Similar to self effect
Judging in favour of those team members who are seen as similar to the evaluator.
Central tendency effect
Consistently rating a team member as average rather than making the effort to give valid ratings. Such ratings fail to distinguish good and bad performance and may delay work on areas for development.
Spill-over effect
Allowing the team member’s past performance ratings, whether good or bad, to unjustly influence the evaluator’s current ratings of team member’s performance. The Key Results Areas for the most recent period is the cornerstone.
Generalization / Third party effect
Making generalizations rather than using sentences such as: “I noticed this when you did …” This lets the team member know specifically what you mean when you are praising or coaching.
Splodges
Retaining a memory of a negative incident pertaining to the team member and allowing yourself to be influenced by it, even long after it has become irrelevant. It remains in the relationship and is like a “splodge” on a white shirt. The splodge will always be there and will accumulate until the shirt is black or it is washed.
Thank you to: HP wisdom and Chuck Bonza
Some of the concepts discussed earlier in the book such as Emotional Awareness (Elephant Behaviour) and Information, will be helpful when learning how to sidestep these traps

Beware of falling into unintentional communication and perception traps

Chapter 8 p.5

w&t_question

I Ask

During my recent assessment interview, my team leader referred to a blunder I made three months ago. Though I learnt a lot from that mistake and never made it again, I feel that his perception of me has remained stuck on that incident. How can I persuade him that his idea of my competency is wrong?

w&t_exclamation

I Answer

It appears as though your team leader stepped into a career counseling trap called a “splodge”.

In our every day dealings with others, especially with regard to performance management, we should beware of falling into certain unintentional communication and perception traps.

w&t_question

I Ask

Could you explain some of those counseling traps?

Contrast effect

Rating a team member against other team members, rather than against the criteria of identified Key Results Areas. Ratings should be based on the expectations the evaluator communicated to the team member when reviewing Key Results Areas criteria at the beginning of the assignment.

First impression / Latest behavior effect

A tendency to make an early positive or negative judgement of the team member and then to ignore or distort additional information. Ratings must be based on performance throughout the appraisal period rather than on initial or most recent impressions.

Halo / Horn effect

Generalizing one aspect of the team member’s performance to other aspects of his or her performance. This may result in an inaccurate results assessment.

Similar to self effect

Judging in favour of those team members who are seen as similar to the evaluator.

Central tendency effect

Consistently rating a team member as average rather than making the effort to give valid ratings. Such ratings fail to distinguish good and bad performance and may delay work on areas for development.

Spill-over effect

Allowing the team member’s past performance ratings, whether good or bad, to unjustly influence the evaluator’s current ratings of team member’s performance. The Key Results Areas for the most recent period is the cornerstone.

Generalization / Third party effect

Making generalizations rather than using sentences such as: “I noticed this when you did …” This lets the team member know specifically what you mean when you are praising or coaching.

Splodges

Retaining a memory of a negative incident pertaining to the team member and allowing yourself to be influenced by it, even long after it has become irrelevant. It remains in the relationship and is like a “splodge” on a white shirt. The splodge will always be there and will accumulate until the shirt is black or it is washed.

Thank you to: HP wisdom and Chuck Bonza

w&t_elephant

I Advise

Some of the concepts discussed earlier in the book such as Emotional Awareness (Elephant Behavior) will be helpful when learning how to sidestep these traps.

About Unre Visagie
I am a master coach with 30 years of career and business coaching experience. I have built and sold many of my own multi-million dollar companies. I have always built my companies based on the principle of successful people make a successful company. I invest in people. As your coach you get 30 years of experience to help you do the work you love and earn the salary you want.

{ 1 comment… read it below or add one }

milan njuguna December 30, 2010 at 11:00 am

Informative and educative. I have been helped a great deal.

Leave a Comment

*
To prove you're a person (not a spam script), type the security word shown in the picture.
Anti-Spam Image

{ 1 trackback }

Previous post:

Next post: