Let's face it, receiving negative or constructive feedback on our performance can be incredibly difficult because we want so badly to do a great job. I know, I know, you're thinking it's all about how it's delivered to us that counts. True, but not true. Even when criticism is delivered in the right way, it is still difficult to keep our reactions and emotions in check. Unless you have a really strong understanding of the theory and application of I/R theory!
What is I/R Theory?
I/R stands for Identity/Role Theory. This principle states that our "Identity" is inherently good and admirable by its nature of existence. It's our true belief in ourselves, our core values, and our belief that we are good. The best way to understand Identity is to imagine the day you were born. How did you feel about yourself? Your identity was a 10 out of 10. No experiences, no hard times, no responsibilities, and no roles to play.
Our "Role" is another thing altogether. At any given moment, we are in various roles, such as a spouse, child, employee, coach, boss, friend, or sibling. And our roles vary throughout our lives, and our ability to perform in our roles varies as well. I bet if I asked your brother, sister, or parent if you were ever less than perfect in your role, I'm sure they could tell me some stories! We sometimes fail at our role, but we can rest assured that we get another chance as our role fluctuates.
How does I/R impact performance?
I/R theory allows us to compartmentalize our roles from our identity so we can set aside our emotions that can accompany the criticism that will support our growth. This means that as a team, we can discuss how we'll improve next time without hurting anyone's feelings. This is huge because it gives us the freedom to address problems head-on.
I/R theory also reduces the emotional bounce-back period from a less-than-stellar performance. Some people tend to check out and take a day or more to recover. Understanding I/R theory helps us get back in the game sooner and better than before. With I/R theory, our teams are building confidence and competence at the same time.
The bottom line is simply that the quicker you teach and apply this at your organization, the sooner you will see your people flourish personally and professionally.
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Clint has nearly 25 years of experience developing and directing organizations' recruiting and sales strategies, as well as coaching and mentoring "C-level" executives. His expertise is in training inside and outside consultative sales teams in new business development, profit and loss management, sales compensation, key account management, and product/service positioning. Specialties include corporate sales training, public speaking, hiring assessments, and business development structuring.
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