What is the difference between “getting it right” and “being right?” (Part 2) by Roz Usheroff

“Our belief does not change reality or truth.  You may sincerely believe something to be true, but you may be sincerely wrong.”

The above excerpt is from the opening paragraph in the Introduction to The Future of You! Creating Your Enduring Brand.

The reason I chose to open this second in a 2-Part series on the difference between “getting it right” and “being right” with this statement, is not to suggest that we are more often than not wrong in our thinking.  I chose to open with this because contemplating the possibility that you may be off the mark from time to time, reflects both humility and an ability to consider all sides of an issue or question.

In fact beginning with a authentically humble view of one’s own ability and therefore ideas, establishes an important internal checks and balances filter, that guards against arrogance.  What is the old saying about pride cometh before the fall!

Now being humble does not mean that you diminish your value or take a subordinate position in terms of presenting your ideas or perceptions.  This is a common error that is linked to the belief that humility is somehow a sign of a tentative character and weakness.  Nothing of course could be further from the truth.

True humility is a sign of confidence and strength . . .

True humility is a sign of confidence and strength . . .

In reality humility, true humility, is a sign of confidence and strength.  Unlike the young lady that was referenced in Ms. O’Donnell’s article who felt it necessary to pronounce I am a very qualified employee with valuable experience, a Masters degree in economics and a lot of commitment, someone who is confident does not need to trumpet in their “expertise.”

There is of course a right way to present your qualifications, something about which I talk at length in the fourth chapter of my book titled How to Be Your Best PR Person.

However, and in the context of today’s post, I am talking about humility in terms of being a grounding point for effective collaboration with a boss, co-worker or client.

This not only encompasses your ability to effectively present an alternative solution or path to a proposed plan but, it also enables you to become a valuable contributor should the boss or team consensus mean that you go in a different direction other than the one you championed.

This is not something you will be able to do if you lack humility.

Let’s revisit an except of the comment by the young woman in the O’Donnell article;

. . . when working for an employer, that theory became a problem for me when I realized some managers in higher positions pursued strategies I knew would not lead to success for the company. For example, they violated the corporate strategy in their local actions. Even though I was often right, speaking up eventually cost me my job by those managers who had more power.

I have highlighted what I consider to be key phrases that demonstrate not only a lack of humility but an aggressive arrogance that would have more than likely came through when this individual was presenting her dissenting ideas.

The tone of her commentary is both condescending and disrespectful to the extent that even if her suggestions had merit, they would have likely been rejected.  It is this prevailing attitude that would send out a strong and clear message that she was more interested in being right than getting it right.

Getting it right in terms of being able to make a contribution as part of a bigger team means that you have the humility to accept that others also have something worthwhile to contribute.  In other words you begin to think of yourself as being an important part of a “collective vision.”

It is this collective vision mentality or mindset that creates an atmosphere of mutual respect and a shared goal that encourages open debate as a means of arriving at a winning outcome.

This is also the best way to establish your value as an independent thinker who possesses both the insight and maturity that allows others to share the front stage with you.

Roz 3D Book Cover

In my new book The Future of You! Creating Your Enduring Brand, I show you how to become your Best PR Person by enabling you to effectively demonstrate your value in terms of helping others to achieve their goals.

Order your copy today through my website, Amazon.com or Smashwords.



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3 responses to “What is the difference between “getting it right” and “being right?” (Part 2) by Roz Usheroff”

  1. piblogger says :

    Reblogged this on Procurement Insights and commented:

    While you will definitely want to check out part 1 of this 2-Part series from The Remarkable Leader blog via the provided link, this second post leads one to ask the question . . . “is there a place for humility in the workplace?”

    A question that becomes even more interesting when you consider the efforts on the part of procurement professionals to get a seat at the executive table.

  2. Laura Artibello says :

    Another great life reminder, thank you!

    Laura Artibello


  3. RD Kosor says :

    I believe absolutely that there is a place for humility in the workplace, particularly for leaders. One of the strongest components of leadership is character. There is no character without humility. The humble are the ones who excel at influencing without authority.

    Great article and book, Roz. Thank you for sharing such valuable insights!

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