The experience of life in its human essence allows each of us to become more objective as we walk the path, discovering the subjectivity that is in us.

Indeed, no one knows himself, for all our actions have in the depths of our being a plausible justification capable of facing the most discontented, becoming the greatest enemy of ourselves, condemning our evolution and limiting Us the opportunity for improvement that every day provides us with.

We work ceaselessly to beautify and preserve our imaginary being and neglect our true being. We seek the faults of others to justify our incompetence and weakness.

But why do we seek our competence in trying to demonstrate the incompetence of others!? We are able to see the slightest defect in those around us and we are so limited that we do not allow ourselves to realize our greatest limitations.

However elevated we may be, we look at our lives by filtering our patterns, values and experiences that do not exactly coincide and are out of alignment with so many others that represent in their plurality, more knowledge, more knowledge, more experience than the most eternal being of ourselves. Having the humility of wanting to know who we really are and how our actions are evaluated is in fact the greatest of intelligences.

The weakness

We start from a basic education with serious shortcomings: the lack of openness, growing to beautify uncomfortable subjects, feeding unfounded justifications, not taking responsibility for our actions, disregarding that actions have consequences.

In organizations the lack of openness limits intelligent ideas, blocks decision making, does not get the most genuine in us, becoming the main inhibitor of any strategy.

To get frankness it is necessary to practice it, that is how any value flourishes and it is therefore essential that a leader reward, praise, talk about it. Openness allows you to play fair, allows more people to participate in decision making, allows you to tackle problems more quickly and objectively, without noise, without disturbance.

The humility

Within us there is the conviction of the invention of ourselves. It is an ideal whole that we dream of fighting against a real, sometimes unconscious whole. In fact we are not what we think. Strictly speaking, we are what we do and achieve, for this is how we are appreciated and judged by those around us.

Humility is synonymous with acceptance of others, their ideas, and their nature. Some people are more intelligent than others, have more experience, are more creative, others have more power or influence, but all without exception must be listened to and respected.

Those who see in their ideas the absolute truth will never be able to live in harmony with those around them. They seek perfection and in every moment reject it for an abusive and paradoxical stance, inflexibility, arrogance, destructive criticism, non-acceptance of feedback. It will limit the future to them fatally.

In organizations, as in individuals, being humble does not mean being inferior to others, it means yes, self-awareness, contextual and emotional awareness. Self-awareness allows us to know ourselves. Having a contextual awareness means understanding the organization and its decisions. Emotional awareness means not going over everything and everyone to carry out our ideals and dreams, which do not have to be built, destroying others and everything around us.

Do not be surprised when you are rejected. In order to be humble, it is necessary to practice humility, to recognize that our point of view is sometimes not better than others, to praise the work of others, never speak ill of others without being in their presence. Above all, let us think that others are beings like us.

The fear

Fear of consequences is in itself one of the main causes of outsourcing, because it invites the escape of truth. There are endless causes to explain why it is not possible, it becomes psychologically comfortable to circumvent the lack of competence, by the amount of context variables. The fear of censorship, of judgment, of depreciation, leads us to the incessant search for justification abroad.

The phenomenon of fear is a human weakness that is evidenced by the lack of trust, which is built by experiences and history of (in) successes. This feeling is one of the most complex and according to recent studies, fear is justified by moments of frustration that happened in the past, which are now tried to avoid at any cost.

The work of education is perhaps one of the main processes that most conditions our future performance. We often observe situations of absence of constructive feedback or the exaggerated presence of negative feedback, or in many circumstances an extreme protection that inhibits the development of each being in us.

Continuous improvement

The error is not in our defects, it is in not improving them and the first barrier is not being aware of them. It is in interaction with others that we find misalignments, quality deficits, points of improvement, we must thus make the best use of each moment by using it for the genuine contribution to the improvement of the being that is in us.

To begin by confront our actions to the judgment of those around us is an important basic step to awaken our consciousness and discover the infinite improvements that are in us. Perhaps this is one of the main tools for professional development, so widely rejected in a blind acceptance of external feedback.

It is fundamental that after understanding the causes invest in the improvement plan. More than the causes, future recommendations are the lever for the action plan and for continuous improvement.

Not planning our course is equivalent to planning our failure.

By Leandro Pereira,
in RH Magazine Edicion Nov/Dec of 2011