Development and Weaknesses

Picture this conversation:

Suresh (Superior): So Amit, I want to have a discussion with you on your developmental needs. What would be a good time to have this discussion?

Amit (Reportee): (Lump in the throat, and a contracted stomach) (Inner Talk: Why does Suresh want to have this discussion with me? Would I make myself  vulnerable by exposing too much? Should I tell him things which sound correct but believable?).

Suresh, should we have this discussion in about a week's time?

Suresh: Right, Amit. Same day, next week then!

Amit: Right Suresh! (Inner Talk: atleast I have got a week's time to figure out a response).

 

I feel that such conversations (and the corresponding inner talk) are common when it comes to development related discussions.

 

The superior may want to focus on the development of the reportee. For the reportee, the term development is loaded with threat – s/he perceives it as weaknesses which need to be first exposed, acknowledged, and then worked on.

 

Under what circumstances would a reportee be willing and have the energy to work through all three stages of the process. I feel it should be an atmosphere of trust, support, encouragement, and challenge.  Of these, trust is the most important. If trust is not there the first stage of acknowledgement and sharing concerns with the superior would not happen. The reportee would have his defences up and no attempt the superior makes can lead to success.

 

How to build trust in a superior- reportee relationship? Well! Let me ask you something. Can you think back of relationships in your personal life characterized by high trust? What made the development and sustenance of trust in these relationships possible?

 

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Sourav