Do you judge people by their face – as if “judging a book by its cover”

Would you employ this person?

Would you employ this person?

Often we make judgments of others based on their facial features. Mostly, we are not even aware of it. Later, such judgments can appear hasty and ill-considered, downright unfair and wrong. Sometimes of course, we are right. The issue is that we may not know the reasons for being right. However, these sorts of judgments can affect our behaviour. It can be hard to change them, or to stop ourselves from making such judgments in real-time. Recent research by Tom Hartley (see more below) indicates that it’s useful to know how people in general tend to judge others based on first appearances. It may help us to understand how we as individuals may tend to judge others. 

Did she do a good job?

Did she do a good job?

This is particularly important to the world of work where we may make decisions and use judgments that may not be accurate. This may include decisions about important people issues, such as assessing performance, making new investments, recruiting new people or promoting people within the organisation already.

Did you decisions meet your personal and organisation's values?

Do your decisions meet your organisation’s values?

Making unwise decisions is bad enough but making unfair decisions can lead to discrimination, which is not only unfair and wrong, it is unlawful. A good source of support is ACAS . Read the blog from Tom Hartley  If you are interested in understanding what specific triggers can lead to hasty and ill-considered judgments then you can read more here: http://thermaltoy.wordpress.com/2014/07/28/first-impressions-count-but-how/

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499 E: m.raymond@mwrconsulting.co.uk We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people. Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations