I am not sure which one of the above said the words first but as identifying the author of the quote is not the objective of this post, I have attached the images of both George Carlin and Mark Twain. Whoever said it first couldn’t have been more right!
To understand the true meaning of this quote, one simply has to go through the experience . The 6th of February marks the day that I was chosen to be blessed with this invaluable opportunity!
You’re probably raising your eyebrows and wondering what took me so long – a)Either I have been fortunate enough to be surrounded by people of at-least minimum intelligence or intelligence far more than mine or b) I have just been very lucky not to have crossed paths with an argumentative fool or c) My memory fails me and I do not remember any previous episode.
Whatever be the case, I was shunned to silence, the kind of silence that leaves you staring ahead, shocked at the absurdity of the situation and the ignoramus who claims to be right.
Before you jump to conclusions and pin me down as an obnoxious, judgmental, critic, I must tell you a little about myself, so that you can decide fairly.
I simply belong to the group of employees who are aware of what they do not know, are willing to learn from those who do, have no qualms about apologizing when mistaken AND will do everything to identify the root cause of a mistake simply to avoid a repetition. Well,that’s what I knew about me, in my role as an employee, a manager, a leader for the last 2 decades; up until February the 6th.
February the 6th, however was a day of enlightenment; I realized another facet to my personality. A facet that gives up a fight and walks away. Am I proud of it? I don’t know. What I do know is what Mark Twain said, “You can’t win an argument with a fool”.
When stupidity is paired with arrogance and ego, it becomes a deadly combination, leading to the death of all those who must deal with it. A death by asphyxiation!. In my case, it left me with a splitting headache.
Why are some people so hard to convince?
Why is it difficult for some people to accept suggestions that they know will benefit them?
Why do some people get so ruffled up when they are merely asked a question?
Is it insecurity or an inflated ego that makes people difficult?
Do you believe such people can come in the way of progress of an organization?Do you think psychometric tests done to identify personality traits really help? Do you think training helps in moulding personalities?
Arrogance Versus Confidence
As per Peter Baron Stark, there’s a fine line between confidence and arrogance. When leaders are confident, they have a deep belief in their ability to make a difference in the world. Confidence is an important competency in leadership, and it is critical to your success. Confidence is motivating and inspirational to others. It gives you the ability to take the risks needed to stay innovative and push your team or organization further ahead. Arrogance crosses the line of confidence. Arrogant people believe they no longer have a need to learn, grow, or change. They wholeheartedly believe that they are right and others are wrong. For more information on this you can check Arrogant-leadership test
Attitude Versus Intelligence: If you had to decide, which one would you prefer?
Would you prefer a person of average intelligence with a great attitude or a genius with a difficult attitude?
While the learning curve for a person with average intelligence is longer than a genius, the person with average intelligence will sustain longer and will foster healthier relationships. Check the link for more information on Attitude versus Aptitude
Where do you fit in (be honest to yourself)? Do you know of people who fit in the other boxes? Where should you be? How should you get there?
Despite an H.R. Department, why do organisations have toxic people?
While there’s a lot of material out there on how to recruit the right person, the kind of leaders organisations must have, work culture, rules to communicate professionally; is it really used by H.R.? If the answer is “Yes”, then we wouldn’t have issues of people getting fired purely because of attitude or personality. The answer lies somewhere between a “Yes” and a “No”. H.R. probably does care but when met with the demands of business to fill positions requiring skilled employees, they may be forced to oversee a few areas related to personality traits. That’s when the organisation ends up with people who are difficult to work with “High Competence Low Value”.
What does Management think of toxicity?
This depends on the position of the employee in question. If the employee is in the ranks of middle level management, is able to deliver, meet deadlines, the Top Management may not care. All attitude related issues may be side-lined as inadvertent costs of getting the job done until someone decides to send a written complaint to H.R. or threatens to go to the labor court. That’s when Management will get rid of this highly competent low value performer and cut all ties so as not to be embroiled in “messy” affairs.
My advice to all reading the post
Do not tolerate toxic people. If you are experiencing toxicity in the office and it’s increasing your stress level, your ability to focus and deliver, then it’s time you speak up or move on. There’s no point in taking “crap” from anybody.
I know you’re thinking it’s easier said than done when you have a family who depends on you, the job market isn’t great or you’re skills are not scarce . In that case, speak to your boss or H.R. and discuss how you feel and how the person’s behavior is affecting you. Unless the person is totally shameless, the person will attempt to change.
I often wonder why people who are extremely good at their jobs remain silent and do not speak up for themselves. But this I guess has been the way of the world from time immemorial, hence the rise of dictators and creation of colonies.
Remember nobody can put you down without Your permission. So next time you feel bullied or disrespected, don’t blame; take ownership.
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Eúnoia 
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