The Negative Impact of Preconceived Notions in Business

The Negative Impact of Preconceived Notions in Business

S. Chris Edmonds is a sought-after speaker, author, and executive consultant. He’s the founder and CEO of The Purposeful Culture Group, which he launched in 1990. Chris helps senior leaders build and sustain purposeful, positive, productive work cultures. He is the author or co-author of seven books, including Amazon bestsellers Good Comes First (2021) with Mark Babbitt, The Culture Engine (2014), and Leading at a Higher Level (2008) with Ken Blanchard.

Business leaders today face a number of challenges. They are navigating a competitive job market post-pandemic. Evolving workplace policies. Dealing with the ongoing quest to retain top talent. Additionally, they are addressing shifts in consumer behavior, managing supply chain disruptions, and driving revenue growth in a dynamic economic landscape. All these challenges require continual attention and intention.

However, these are not the only important considerations for today’s business leaders. There is another critical one, and it’s called preconceived notions.

Leaders may come into their role with a fixed mindset, thinking, “My sole responsibility is to manage results.”

When leaders focus heavily on these performance, they might overlook signs that their work culture is unhealthy – that disrespectful behaviors are widespread, frustrations are mounting, and performance suffers due to these lousy experiences.

Most leaders would rather not deal with bosses behaving badly. When they hear about demeaning bosses, they lean on another preconceived notion: the idea that “it’s not that big a deal,” or “it’s HR’s problem,” and rely on HR to deal with it.

These preconceived notions are fundamentally flawed. Our best bosses showed us that there’s NOTHING more crucial for leaders to address than disrespect in the workplace.

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Business leaders today face a number of challenges. They are navigating a competitive job market post-pandemic.

CHRIS EDMONDS

Check out these two examples that may indicate that preconceived notions allowed bad boss behavior to persist.

Top White House scientist Eric Lander resigned in February 2022 after he was found to have regularly bullied his subordinates, mostly women and POC, after a months-long investigation. Eric Lander, a top White House scientist, apologizes after internal report found that he bullied staff – The Washington Post

Lander’s resignation was a positive step, but it’s concerning that it took so long to address his toxic behavior. Complaints were submitted a year earlier, yet he wasn’t challenged to treat people with respect. It seems that the preconceived notion of “Eric is rough around the edges” may have contributed to his prolonged tenure in the White House.

Joseph Castro, California State University chancellor, resigned in February 2022 after an investigation revealed he mishandled years of complaints regarding sexual harassment, bullying, and retaliation against a senior administrator he had hired during his presidency at CSU Fresno. Castro’s apparent disinterest in addressing the issue may stem from a preconceived notion that “Frank means no harm.” CSU Chancellor Joseph Castro resigns after USA TODAY investigation

Don’t allow preconceived notions to deter you from actively addressing workplace issues. While achieving results is certainly important—and constitutes HALF of a leader’s job—the other half is equally important: ensuring that everyone is treated with respect in every interaction.