DOES A GOOD SELF-CONCEPT FOSTER SUCCESS OR DOES SUCCESS CREATE HEALTHY SELF-ESTEEM?

Society has come to minimize the importance of competence. We do not want to single anyone out so we lessen the importance of succeeding (giving praise for accomplishments would make those unable to succeed feel inadequate). We heighten positive self-esteem and emphasize equality (failing to acknowledge that “equity” is far more important in life than “equality”). Has the concept of building a “positive self-esteem” become the driving force in our homes, our schools and the workplace (at the expense of success and accomplishment)?

Our fervor to make people “feel good” often eliminates the motivation they innately have to achieve their full potential. Students receive praise for working hard RATHER THAN for coming to the right answer. Many adopt the level of performance deemed acceptable. Few reach beyond the minimum when they see the same praise and recognition given to those that merely try.

Many employers avoid confrontation by giving performance reviews that (often unintentionally) reinforce marginal results. Giving an “across the board” pay increase minimizes friction but rewards mediocrity. Praising someone for “doing the best work within a certain area when they are here” may be good for self-esteem but does nothing to improve a worker’s attendance – nor does it eliminate the burden placed upon his or her peers to cover the absences. Adjusting an employee’s work schedule to “meet their situation” does not address their inability to show up on time or work as needed to accomplish the job. The more we treat everyone the same, the more we will lose those exceptional individuals we should be recognizing for exceeding their potential – that could lead rather than follow (if only given the chance and proper recognition).

In order to constructively establish and maintain an individual’s self-esteem, we should avoid:

• Rewarding efforts (which may actually be leading towards failure) and/or the willingness to accept new responsibilities rather than rewarding the end results;
• Placing unqualified individuals into positions before they are ready for we breed frustration and failure when we acknowledge “I think I can” without providing appropriate orientation and/or training to insure success;
• Praising individuals for simply trying hard hoping it will encourage better results. In reality such praise may establish a lower expectation as being acceptable;

A good self-concept MAY breed success – but I would prefer to think that success creates a good self-concept. Individuals MAY be able to accomplish much when working as equals within teams – but I maintain that all teams need a leader…a collector of ideas…a champion…to accomplish meaningful change. Rewarding effort and eliminating blame MAY enhance creativity – but I would offer that rewarding an individual’s accomplishments, while constructively addressing sub-standard efforts, will encourage risk-taking behavior and minimize the fear of failure. While it may be good to think about someone’s self-esteem, I would think that encouraging one to succeed would be a far greater gift!