The “Perception vs. Reality question” has been a thorn in my side for a few months now, and I’d like to get people’s (or Mike and Mark’s) thoughts on this.
"Perception" = the usual inefficient way of working & communicating that is commonplace and accepted in many businesses.
"Reality" = the better, Manager Tools way of working & communicating.
And what I mean by the “Perception vs. Reality question” applys to many of the podcasts to a varying degree, but can be illustrated by using the “Your Resume Stinks!” podcast as an example.
In “Your Resume Stinks!” Mike and Mark give many examples of how to change your resume to be better and more efficient (one page resume, etc).
The “Perception vs. Reality question” in this example would be :
If many people (including HR folks and Managers) find the MT techniques odd or unusual, why should people take their advice and change from the perceived norms (as terrible and inefficient as they may be)?
Or to put it in Manager Tools terms, while you would be right to do as suggested by Manager Tools (the “correct” way), it wouldn’t in many cases be the most effective way.
Now, please don’t get me wrong, I thoroughly agree with the methods Mike and Mark are suggesting. But in a broken and inefficient business world, aren’t we forced to a “when in Rome…” mentality?
But perhaps we can apply Manager Tools methods in some case, but how do you do that in parts of the business (where you don’t have control) that may not agree with those methods?
For example, if I were to apply Manager Tools methods when dealing with certain issues (gossip, for example), it would be in conflict with the way my manager has instructed me to do it, and/or as my peers continue to do now.
Unless you have control over your business, I don't see how we can apply the methods of many of the MT podcasts in a workplace where those methods are contrary to the (inefficient) norms.
I welcome your thoughts and suggestions.