We often hear the phrase “ a little knowledge is a dangerous thing.” To that was added” and so is a lot.” Although, this often brings a smile, it should be taken seriously. Of course, acquiring and retaining as much knowledge as possible is a wise thing.
That is not the problem.
The problem lies in what sometimes happens to us when we think we know a lot. Management, leadership, teachers, and even parents are not immune to this problem. In fact, this condition can be more impacting at that level.
First, when we have a lot of knowledge, information, or experience, sometimes we stop listening and learning. We think we have the answers. We fail to listen to those individuals who may view things from a different perspective, or deal more directly with the issue.
Second, we can forget where the real focus should be. It can shift too much on us and our priorities instead of what is best for the organization or the individual.
Since the mere title of CEO, director, supervisor or boss often flavors the opinions of some of those who work for you – you sit on the handle bars while everyone else pedals – actions that illustrate a lack of tolerance or interest in their opinions, can negatively affect production. As worker knowledge and input is not solicited or accepted, the leader’s effectiveness diminishes.
Perhaps we should modify the saying slightly. Perhaps it should say:” any knowledge – a little or a lot – is only a good beginning and gives us an opportunity to listen and learn.
If you are a parent or a teacher, this principle fits well. Adults tend to talk too much and listen too little; try reversing that.
(See “Leadership” articles in the list to the right)
That is not the problem.
The problem lies in what sometimes happens to us when we think we know a lot. Management, leadership, teachers, and even parents are not immune to this problem. In fact, this condition can be more impacting at that level.
First, when we have a lot of knowledge, information, or experience, sometimes we stop listening and learning. We think we have the answers. We fail to listen to those individuals who may view things from a different perspective, or deal more directly with the issue.
Second, we can forget where the real focus should be. It can shift too much on us and our priorities instead of what is best for the organization or the individual.
Since the mere title of CEO, director, supervisor or boss often flavors the opinions of some of those who work for you – you sit on the handle bars while everyone else pedals – actions that illustrate a lack of tolerance or interest in their opinions, can negatively affect production. As worker knowledge and input is not solicited or accepted, the leader’s effectiveness diminishes.
Perhaps we should modify the saying slightly. Perhaps it should say:” any knowledge – a little or a lot – is only a good beginning and gives us an opportunity to listen and learn.
If you are a parent or a teacher, this principle fits well. Adults tend to talk too much and listen too little; try reversing that.
(See “Leadership” articles in the list to the right)
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