Intention and perception often run a collision course. I think I am being helpful, my employees see it as micromanaging. I think I am empowering someone, they think I have abandoned them. I believe we’ve had a solid two-way dialogue, the other person believes that I talked too much and listened too little.
Of course, it also operates in reverse. The other person intended no harm yet I perceive they were malicious. My employee was doing the best they could, yet I am disgruntled that they didn’t get the results we needed. A situation turns out poorly and I leap to the conclusion that it was lack of planning and attention.
Here are some powerful questions that can help leaders better align intention and perception.
| ALIGNING INTENTION AND PERCEPTION | ||
|---|---|---|
|
When
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Questions to Ask
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Why it Matters
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| Before resolving a tough or difficult situation | What is my true intention? What is the highest good that can result from this discussion? | Grounds you and helps identify what you truly want to accomplish. |
| At the beginning of an important discussion | Today it is my intention that we (describe your intention). | Drives clarity and purpose. Sets the stage. |
| After an interaction (immediately or within a few days) | Tell me how you are feeling about our discussion. | Tests for feelings and potential misalignment. |
| When puzzled or frustrated with someone’s actions. | Help me understand this situation better. Share with me how you tackled this situation. |
Enables you to understand the other point of view before judging or assigning intent. |
