Overblown Implications Effect
I was first introduced to this concept while reading Adam Grant’s book, Hidden Potential. Since then, I have explored it a little more and found that there are many parallels between how Adam Grant applies it and how it can be applied to leadership.
So, first, let’s explain what the Overblown Implications Effect is. It basically says that we tend to think people draw conclusions about us based on how they perceive us performing a single task. In reality, people don’t draw broad conclusions about us based on a single interaction.
For example, let’s say you make one bad movie recommendation to a friend—they won’t immediately think you’re bad at movie recommendations. But recommend one too many Sharknados and you’ll be labeled a bad movie critic!
Don’t beat yourself up over one task or activity you did poorly on. You’re judged on the accumulation of your activities and efforts.
Now, how does this relate to leadership?
Here are two ways leaders can apply The Overblown Implications Effect to help them navigate the minefield that is dealing with other humans.
Employee interactions. When it comes to interacting with employees, whether it be delivering feedback, training new skills, or chatting about the weekend, you won’t be judged on a single interaction. We have all struggled in difficult conversations before, but that won’t define your relationships if you have steady, consistent interactions with all your employees. Focus on being consistent rather than being perfect!
Don’t be afraid to look dumb. Ask your employee for help. Try new things and experiment with your leadership tactics. Your employees will give you more grace than you give yourself. Don’t be afraid to fail. You won’t get every interaction right, so don’t be afraid to try new leadership tactics or styles that fit you. Your employees won’t think you’re a bad leader because you led one terrible team meeting.
Remember, your people are way less judgmental than you are of yourself—like 6 to 7 times less judgmental.
Reflection
Do you overscrutinize how your employees perceive your effectiveness?
Until next time,
Rick