It has been a week filled with conversations. I spend a lot of time in my new role talking to people, some of whom I have worked with for years now and others who I am meeting for the first time. I have relished the opportunity to learn so much from so many, and I hope I am able to offer some insight in return.
Don’t lie to your dentist
People lie about flossing to the dentists providing them a service, and that bug of human behaviour is important to understand generally, and overcome personally. Rational adults, when asked by their own health care professionals about their behaviour, will provide inaccurate information. That information is intended to guide a decision that will affect the patient, so the incentive is for the patient to provide accurate information to receive the best possible care. Yet the desire to provide the answer they feel is “correct” overcomes their own interests. I would imagine similarly people tend to underestimate their drinking and smoking, and overestimate their exercise habits, when visiting their doctors.
Deception is a complex topic. All acting is based on the ability to assume an identity that is not ones own. The Economist lauds the benefits of teaching your children how to bluff. But deception, particularly financial or sexual, can destroy relationships. In this specific instance though, the harm of the dishonesty accrues directly to the person being dishonest, and yet the self-harm occurs. My guess would be that the combination of guilt, the desire to please, and a misunderstanding of the underlying reason for the question, combine to create a sense that providing the “socially acceptable” answer is more important than the truth. The frequency of instances of such behaviour suggests that those motivating factors are common.
In the (thankfully distant) past, I have suppressed negative emotions in an attempt to overcome them, and while there were some short term benefits, the overall effect was detrimental as the deeper causal issues were ignored. Generally places of work expect employees to “act professional”, i.e. without consideration or expression of individual emotion. This is flawed on several counts, it is difficult to do, it constrains identities, and it diminishes the ability to build trust between colleagues that can be so vital for well functioning teams. There is of course a dichotomy, too much unconstrained emotion can lead to disruption of a team’s work, and places difficult burdens on others. Something I’ve been thinking a lot about lately is where the optimal position is on this, an environment that has positive relationships and provides emotional support, without spreading the (inevitable) negative experiences of an individual throughout the organisation.