Greed and Fear: Part I – Understanding the Framework

Posted on Updated on

In 2008, I had an interesting dinner conversation with a business partner, Vin Deschamps, CEO at Echopass.  Vin contends that humans are motivated by either “greed” or “fear” and I think he makes a valid point.  Thinking about that, it occurred to me that understanding these motivators from a personal and professional perspective could yield a simple, but effective leadership and communication framework.

Understanding the Framework

‘Greed’ is a loaded word with negative connotations, but at root, it’s wholly appropriate.  We may want more money, more free time to spend with our families, a new car, a better life for our children – any number of things – but ultimately we are motivated in part by what we WANT.

Conversely, we are also motivated by what we wish to AVOID – what we ‘Fear’.  We may fear losing our jobs, poor health, a downturn in the economy – again, any number of things – but we are similarly motivated by what we do NOT want.  If these observations don’t sound like rocket surgery to you so far, then we’re on the right track.

In the workplace, Greed and Fear come into play on two levels; the professional and the personal.  The Professional level revolves around the job or function we are paid to perform – completing project X, running your department efficiently, etc..  The Personal level revolves around your own goals for yourself – your personal brand, your career objectives, your clout, etc.

The matrix below shows how the framework might look:

The goal of the framework is to gain an understanding others, which is at the core of building, maintaining and leveraging mutually beneficial relationships.  Understanding people’s motivation (greed) and concerns (fear) at the personal and professional levels will help make sense of their words and actions, and how they interpret the words and actions of others.

The driver of the framework is genuine interest and the ability to listen and synthesize.  This means employing active listening and getting invested in the relationship.  You need to care about and have an interest in the other person.  You have to flesh out the framework with REAL content.

In Part II, we’ll talk more about how to use the framework, as well as its limitations.  As always, I welcome any comments either posted here or sent to me in email.

© 2011, Mark E. Calabrese

Advertisements

4 thoughts on “Greed and Fear: Part I – Understanding the Framework

    Morgan Hunter said:
    May 17, 2011 at 5:54 PM

    Like where this is going. Send more quickly.

    […] mec. musings Bathbeads of wisdom on leadership, execution, team building and career management Skip to content HomeAbout ← Greed and Fear: Part I – Understanding the Framework […]

    […] contribution to the business as well as to foster their personal development.  Start by using the ‘Greed/Fear’ Framework to understand what each manager wants professionally and personally.  Make sure you understand […]

    […] has in common is people, and people tend to generally behave the same in most circumstances.  Understanding your client’s motivation (both stated and unstated) is also key and can be gleaned from what you observe, based on what […]

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s