The statement, “If you didn’t provide the guidances, you cannot give corrections,” means that one cannot reasonably expect to correct the course of actions, decisions, or behaviors if they did not initially provide the guidelines, rules, or instructions on how those actions, decisions, or behaviors should be performed in the first place.
This statement applies to a wide range of contexts. Let’s explore a few:
In a managerial context: If a manager does not provide clear instructions and expectations to their employees, then it would be unfair and ineffective for the manager to later criticize or correct the employees’ work. By setting clear expectations upfront, managers not only set their employees up for success, but they also establish a basis for feedback and correction.
In a teaching context: A teacher must provide clear instructions to students about assignments or activities. If they do not, and a student does the assignment incorrectly, it’s unreasonable to penalize the student for not following instructions that were not provided.
In a parental context: Parents must set clear rules and boundaries for their children. If the child breaks a rule that was never clearly defined, it’s not fair for the parent to reprimand the child.
The common thread through all these examples is the principle of clear communication and fair expectations. If you want to have the right to correct someone, you must first ensure that you have provided clear and comprehensive instructions or guidelines. This encourages fairness, mutual understanding, and effective communication. In contrast, a lack of directions followed by corrections can lead to confusion, frustration, and demotivation.
Corrections require a standard or desired outcome: In order to make corrections, there needs to be a reference point or a standard to compare against. Without any guidance or direction, it becomes difficult to determine what needs to be corrected or improved. Guidance provides the necessary benchmark or reference to identify deviations and areas that require correction.
Guidance sets expectations: When there is no guidance, it is challenging to establish clear expectations for performance or behavior. Without these expectations, it becomes ambiguous to identify what needs to be corrected. Guidance helps define what is expected and provides a framework for making corrections accordingly.
Guidance provides clarity and understanding: Corrections often require an understanding of the desired outcome and the steps needed to reach it. Guidance helps in clarifying these aspects by providing instructions, explanations, or examples that facilitate comprehension. Without clear guidance, it’s difficult to grasp the necessary changes that need to be made.
Guidance facilitates learning and improvement: Corrections are not just about fixing mistakes; they are also opportunities for growth and improvement. Guidance plays a crucial role in this process by providing constructive feedback and suggestions for enhancement. It helps individuals or teams understand how to make corrections effectively and learn from their mistakes.
Guidance enhances accountability and responsibility: When there is no guidance, it’s challenging to hold individuals or teams accountable for their actions or performance. Guidance establishes clear responsibilities and expectations, making it easier to pinpoint where corrections are needed. It helps foster a sense of accountability and encourages individuals to take ownership of their work.
It is essential to note that this statement does not suggest one cannot provide feedback or learn from mistakes collectively when no initial directions were given. Instead, it underlines the importance of clear instructions and fair expectations in situations where specific outcomes are desired.