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The Power of Perceptions

Perceptions are HOW we see things. Take, for example, the following man.

You just hired him to revamp and manage part of your organization that has been struggling to work together effectively. He comes from outside your industry, but has 12 years experience in developing dynamic teams. The function of his new team is extremely strategic to the success of the company. His predecessor is still considered a valued member of the company, and will continue to be a part of this man's new team.

How do you perceive this new employee?

How will others perceive him?

Review the table below to learn how other peoples' perceptions may differ from your own.


 Audience

 Perception

 Thoughts

 Feelings

 Actions

 You

 "Great Addition"

optimistic

happy, relieved

supportive,
helpful

Company President

 "Change Agent"

exactly what we need

excited, hopeful

takes him to lunch, shares his vision

Director of Staff Development

"Training
Headache"

doubts employee's abilities and knowledge

overwhelmed, annoyed

avoidance, curt

 Co-Workers

"Outsider, Competition"

job security concerns

threatened, jealousy

unwelcoming, cold shoulder

 Employee #1

"We don't need more change"

confused, cluttered

instability, panic, anxiety

just follows orders

 Employee #2

"Finally, a competent leader"

motivated

thankful

cooperative, encouragement

 Employee #3

"Enough,
is enough"

I need change

doesn't believe

distant, introspective

 His Predecessor

"This is MY Team"

pessimistic

resentful, slighted, demeaned

works with a chip on his shoulder

Same situation. Different perceptions. This is a very common occurrence when change occurs. The President, yourself and Employee #2 are the only ones who have a perception that might lead to positive change for the organization. The other groups within the company have perceptions that will lead to lack of focus, an unhealthy work environment, and negativity that will ultimately fester into failure.

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Perceptions are an individual's choice - a choice based on their current thoughts and feelings - and acknowledged by their actions. Using The O'Meara Process, you, the president and your new manager can work with the various constituencies, either individually or in groups, to guide them to choose a single perception that will unite the organization. A united organization will share a common culture, vision and strategy resulting in growth and achievement for the entire organization.

If you would like to see how The O'Meara Process can be used to get these employees back on track, download our Free White Paper by following this link How to Apply The O'Meara Process White Paper.