How Fear Blocks Performance

How Fear Blocks Performance

How Fear Blocks Performance

With so much uncertainty around creates fear and fear can hold managers and staff back. Management fear can be addressed by management training, but what about the manager's staff? Well the manager himself can play an important role in minimising fear and improving motivation. Fear is known to be a key cause of business problems. Indeed All internal company problems, such as unclear goals, endless discussions, broken promises, pressure and resignation, resistance and cowardice, inter-departmental fighting, flimsy decisions and problems of acceptance are, at the end of the day, the result of known or unknown fears in people.Fear grows firstly out of poor self-assessment. An individual may feel that a particular job, new target or a situation, such as a discussion with their superior, is threatening. They think that they are unable to deal with the situation and as a result behave unreasonably and react excessively. Psychologists call this 'overshooting' or 'over-compensatory' behaviour. Anxious people are dangerous because they feel inferior. They are constantly attempting to compensate for their feeling of inferiority and doubt by attacking or belittling their managers or team mates.Conflict management training teaches that if your people are working in a relaxed atmosphere they feel equal and have a sense of affiliation to the company. As a result, they are more likely to react reasonably to requests from superiors and colleagues. The more inferior and anxious your people feel, on the other hand, the more aggressive their behaviour will be.Therefore, if you are successsful in eliminating the person's fear, they will become less aggressive and feel motivated to co-operate with you and their colleagues. This can only be done if you have knowledge of how feeling inferior and fear develop in the first place.According to Alfred Adler, a famous psychologist, being Human means feeling inferior. As an infant every human being is small, helpless and also physically at the mercy of their environment. There are some interesting comparisons between aggressive people and kids. Former Chrysler Managing Director Lee Lacocca said "If you imagine ten boys in pinstripe suits in kindergarten playing with building bricks, you have a rough picture of what it's like in a large company". He went on to say about meetings, "Grown men are capable of doing anything to avoid attracting and unwanted attention to themeselves". If someone doesn't have the facts to hand for a certain subject, they will just spout drivel as they are afraid to admit they do not know or appear less clever than the others".A feeling of being inferior is therefore not exceptional, being simply a part of the human condition in the same way that feeling hungry or thirsty are. The exceptional thing is how some people deal with their feelings of inferiority.It is a phenomenon of our time that an increasingly large number of people behave in an over-compensatory manner. Never before has the framework of our working life changed so quickly and the time pressures been so great. In a large number of people these factors produce the feeling of not being able to keep up and achieve the essentials.When the changes in the working world are taking place faster than our emotions can digest your people will almost inevitably develop the idea that they are constantly lagging behind developments or are being steamrollered by events. This results in fear, which can not be directly explained but which nibbles away at their courage and motivation. Denial is a symptom of this fear and this is expressed in increased sickness leave and the avoidance of situations where there is competition.Keeping your people constantly informed about issues, decisions and changes that directly affect them removes fear. It is also important that you provide feedback that indicates whether the person is on the right track or not. The key technique for freeing people of their fears, conflict management training shows, is by being honest and open with them.

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