How to Understand People

To continue with our discussion on “How to be an Inspiring Leader”, we now get into even more details through how to understand people. So really, how do we?

We already know the word empathy and now we understand that this trait is generally found in emotional people simply because they could empathize more than others. You know — connecting is a heart thing. But in business, while they use the term “like-mindedness”, connecting here is really about money more than anything else — like, they keep close tabs while they benefit each other, otherwise, it’s see you bro. And so, many times, too much of “What’s in it for me?” eventually leads to trust issues between the entities involved.

Meanwhile, being emotional kind of bypasses the “me” stuff, like the “do this for me first before I do that for you” or “give me that then I’ll give this to you” sort of thing. Of course, provided that life’s basics are met and everything is addressed fairly — real emotional people are not insatiable but understands that when they have enough, that’s enough. After all, trying to climb so many mountains would just drain you and leave you unable to truly enjoy life. Hey, a 2-week vacation in the Caribbean is not something to brag about unless you really do that every three weeks! Seriously. And I mean having 2-week vacations every three weeks for the rest of your life! Can you, else, will you?

Still, many employers and entrepreneurs just do not get this. Instead, they try to stuff the people around them with that “dream big” mentality — which is actually not bad. Problem is one can not just make others to fully buy into their dreams unless again, the basics are dealt with.  And don’t blame perspective on this one. Instead, reflect on these facts.

One would naturally be motivated with what’s coming as in seeing the big picture because it’s his business. Like, he gets shares from every sale that is consummated. So even if, say, there is no salary but just a promise of profit sharing, he will still be enthusiastic about the venture. Again, because the business is his. How about those that would just rely on the rewards that would come? Enthusiasm would fluctuate and eventually die. And obviously because the basics are not handled, this then would simply be like a hobby to them. Thus, they would only do things whenever.

With that, understand that no matter how big and encompassing the profit sharing is, if the basics are not acknowledged, things would eventually fade. Personnel turnover would be inevitable. Well and good if the rewards would come the next day or so — then that would be a motivator! Do you follow?

This is why companies like Avon, Triumph and other direct selling companies thrive because even if their rewards are smaller, agents would not wait for several months before they get compensated! Such is not a question of being a big or small dreamer but a matter of certainty from the employer. People need to know when. Don’t just say, “Sell first.”

So see. To be that inspiring leader, empathy is a must. And you do not just become empathic by feeling sorry for people or watching movies that stir emotions. To understand people, you got to put yourself in their shoes — not the other way around. Otherwise, you are just some kind of user — and not a leader. You want dedication — be a giver.

In the end, action speaks louder than words. You can not just say you feel sorry for a beggar or the homeless if you do not do anything about it. Sincerity would only be seen as sincere if you give what is needed and not just say when things get better for you — after all, why do you push for something when you are not equipped or if there’s no clarity?

To understand people, do not think of yourself, think of others.