In our quest to be right, we often pay a steep price, not just in our personal lives but also in professional environments. This blog explores the transformative power of shifting from a need to be right to a culture of collaboration and understanding. This shift is essential for both personal growth and organisational health.
…people find it far easier to forgive others for being wrong than being right.
J. K. Rowling, Harry Potter and The Half-Blood Prince
The desire to be right is deeply ingrained in many of us. It can lead to a lonely place, where one stands ‘correct’ but isolated, having alienated everyone with their insistence on their own viewpoint. This often stems from a powerful, unchecked ego that thrives on being unchallenged.
Childhood Echoes in Adult Interactions
Just like a child who insists on having their way, adults who cannot see beyond their perspective risk remaining in a perpetual state of conflict and misunderstanding. This childhood behaviour of being self-absorbed should evolve into adult capacities for empathy and cooperation. Yet, many carry these patterns into their later years, insisting on their way as the only way.
The Relativity of ‘Right’
What does it mean to be right? If you bake a cake your way and your neighbour does it differently, yet both cakes turn out delicious, who is to say which method is correct? This analogy extends to the workplace, where diverse approaches can lead to equally successful outcomes. It’s a lesson in efficiency versus flexibility, and sometimes, flexibility can foster more innovation and adaptation.
The Dangers of Self-Righteousness
The need to be right can often morph into self-righteousness, where one’s methods and views are seen as superior. This attitude can be particularly divisive in settings that require teamwork and collaboration, such as healthcare, education, and corporate environments.
From Ego to Empowerment
By integrating the principles of The Empowerment Dynamic (TED*®) and the 3 Vital Questions® (3VQ), we learn to focus on what we truly want, shifting from defensive postures to creative, collaborative interactions. This shift is crucial for leaders who wish to foster a positive, dynamic workplace culture.
The Cost of Insistence
Being overly invested in being right can alienate colleagues, friends, and family members. It can close doors to new ideas and dampen the spirit of teamwork. Conversely, those who approach discussions with curiosity rather than conviction often find themselves enriched with deeper relationships and more successful collaborative outcomes.
Transformational Shifts
What if, instead of insisting on being right, we asked ourselves:
- How can this interaction become a mutual learning experience?
- What can I learn from this differing perspective?
- How can we achieve a collective win?
Embracing a TED* mindset involves seeing yourself as a Creator, engaging with others equally as Creators, and practicing our innate roles of Challengers and Coaches, rather than as adversaries in a battle to be right.
The urge to be right is a common human trait, but it’s one that we can manage and transform. By choosing to value relationships over righteousness, and collaboration over confrontation, we open ourselves to a world of cooperation and mutual respect. This not only enhances our personal well-being but also propels our professional environments toward greater productivity and satisfaction.
Next Steps:
Are you ready to explore how shifting from a need to be right to a focus on collaborative growth can change your life and work?
Reach out for a coaching session or workshop where we delve into these principles, equipping you with the tools to transform not only your interactions but also your internal approach to challenges.