Attitude, Values and Beliefs – 3:2 Management Model

This is the fourth in the series of the 3:2 Management Model blogs.

In my previous blogs we briefly explored the following:

  1. 3:2 Management Model,
  2. High-Performance Outcomes
  3. TRUST the goal setting process that gives you piece of mind that you have covered what needs to be covered.

In this blog we explore Attitude.

Attitude is possibly the most difficult of the attributes to measure. You know when your attitude or a member of staff’s attitude is not in alignment with what it should be; you know when your attitude or a member of staff’s attitude is fantastic.

However, attitude cannot be measured; it is not something that you can easily place against a rating scale. It’s difficult to tell someone that their attitude isn’t right followed by telling them they need to improve to reach a satisfactory level.  How do you rate attitude? Would one measurement be based on smiles? How professional their language and tone of voice is? Or even the happiness in their voice?  It is all so subjective, just as happiness is not a universal standard, or what sounds professional to one may sound stand offish to another.

Therefore, your behaviour and that of your staff’s must be adaptable to each and every encounter.

Attitude, Values and Beliefs

Attitude is derived from values and beliefs

It may easier to think of attitude as an attribute that differs for each and everyone; your attitude is unique.  Although, the one thing that you all have in common when it comes to attitude is that it is based on your values and beliefs.

Influencing Behaviour

If you believe something to be of value to you, your attitude will be in alignment with that. For example, if you value your career and believe that is important, your attitude will be in alignment and your behaviour will demonstrate this. If a member of your staff believes a task or project that is assigned to them is important to them, their attitude will drive their behaviour in delivering great results. The opposite is also true; if someone does not believe in, or does not value a task or project, the contribution will be lacking.

In order to get the best from their teams  all Managers need to understand and help each individual work out what is the value in the task is for them.

How do you work with individuals to influence their behaviours?

  • You work with them to explore their belief in the value of the task.
  • Explore the Treasure in TRUST. TRUST Planning Template.
  • Value their input, it may be different to yours. That does not make it bad, worse or wrong.
  • Consider what you might contribute to the value – from your team member‘s point of view.
  • Know that sometimes a team member will not value the task enough to deliver great results. If there are no other options, standards and milestones must be agreed in order to ensure they deliver.  Possibly not High Performance Outcomes just the goal! TRUST Planning Template.

Attitude is part of the human make up and develops over time.   Acknowledge that you or your team members will not always have the right attitude for the job all of the time.  At times attitude will diminish. As a manager you have to identify that this is the case and allow staff to have downtime.

However, you do need to know when to step in and help the individual with an attitude boost.