SBOS Vs TBOS
Management techniques for Male Minded (SBOS or
Spatial Brain Operating System) and Female Minded (TBOS or Temporal Brain Operating
System) individuals differ significantly as each uses a different measuring stick for
determining the success of an employee in achieving results. For both Minds, the principal
decision is to determine if the employee needs to be supervised or only requires
management. This, of course, is not necessarily intrinsic to every project the employee is
assigned to, but is dependent upon the relationship of the employee to the work assigned.
The unseen qualifiers however, are the relationship of the Manager to the employee and the
relationships of the Manager to the work assigned.
A Left Minded Manager will judge an employee's need
for supervision on the employee's Knowledge of the work assigned. But how is that
Knowledge measured? In terms of the Manager's own Knowledge of the work. In application,
if the Manager feels that the employee has less Knowledge than himself, the Manager is
likely to feel that the employee requires supervision. Whereas, if the employee has the
greater Knowledge, the Manager will most likely determine that the employee need only be
In contrast, a Right Minded Manager will base her
decisions on the employee's Desire (motivation) in as measured against her own desire to
have the work done. If the employee is more desirous to see the work done than the
Manager, she will likely determine that the employee need only be managed. But if the
Manager feels that she desires the work to be done more than the employee does, she will
most likely determine that the employee requires supervision.
It is clear that both the Knowledge and Desire of
an employee truly determine the efficiency and dedication with which they will approach
work. But what is usually unclear is that the measurements of Knowledge and Desire are
subjective determinations made by the Manager him or her self.
When a Left Minded Manger determines to manage or
supervise based solely on the relative Knowledge of the employee, he will feel justified
in his decision, yet may still be unsure as the employee's motivation is a nagging
concern. Left Minded Managers tend to use Knowledge on a case by case basis, job
dependent, but see motivation as intrinsic to the employee and determined over time.
Right Minded Managers tend to rate Ability as a
longer term quality intrinsic to the employee, but see Desire on a case by case basis. A
Right Minded Manager who makes a decision solely on the basis of the employee's Desire
will feel good about her decisions, though she may not be able to justify it Reasonably.
Only when both Knowledge and Desire are factored in
will either Left or Right Managers both feel good and be confident of their decision
between managing and supervising. But it is essential that each remember which is their
short term or project oriented measuring stick and which is intrinsic to the employee.
For Left Minded Managers, they should first make an
initial judgment on the basis of Knowledge and NEVER try to manage an employee who Knows
less than they do in the area in question. Only if the employee knows more than the
Manager should the Left Minded manager then apply his understanding of the employee's
Desire. If the employee's Desire is ALSO greater, then the Manager may confidently
determine to manage the employee. So Left Minded Managers MUST assess the employee's
Knowledge as greater than their own in order to act with them as a manager, but may or may
not elect to consider the employee's Desire. If Time is a factor, then Desire must be
considered. But if Time is not a factor, than Desire has little impact on the
For Right Minded Managers, they should first make
an initial judgment on the basis of Desire and NEVER try to manage an employee who Desires
the work completed less than they do. Only if the employee Desires the work complete more
than the Manager would the Right Minded Manager then apply her understanding of the
employee's Knowledge. If the employee's Knowledge is ALSO greater, then the Manager may
confidently determine to manage the employee. So, Right Minded Managers MUST assess the
employee's Desire as greater than their own in order to act with them as a manager, but
may or may not elect to consider the employee's Knowledge. If Method is a factor, then
Knowledge must be considered. But if Method is not a factor, than Knowledge has little
impact on the on the Desirous employee.
So, in terms of which to measure first, Knowledge
Vs Desire, THAT is wholly dependent upon whether the Manager is Left or Right Minded. But
in terms of which is project dependent and which is intrinsic to the employee, the Manager
should base that judgment on whether the employee is Left or Right Minded.
A Left Minded employee is likely to approach any
task with consistent motivation regardless of their Knowledge of the area, so they may be
rated on motivation as a long term intrinsic trait. But the Right Minded employee is
likely to vary from fully motivated to completely unmotivated on a project by project
basis, dependent upon the employee's specific Desire in that area.
Even though Left and Right Minded Managers tend to
judge all employees with the same project oriented and intrinsic measuring sticks, they
will be much more accurate in their determinations by using different standards for Left
and Right Minded employees.
In conclusion, all employees need to be judged both
on their Knowledge and Desire in order to determine on a case by case basis if they can be
managed or require supervision. Left Mind Managers should judge the employee first on
Knowledge and then, if Time is a factor also on Desire. Right Minded Managers should judge
the employee first on Desire and then, if Method is a factor, also on Knowledge. Both
managers should see Left Minded employee's Knowledge as a project dependent measurement
and Desire as long term and intrinsic to the employee, but should see Right Minded
employee's Desire as project dependent and Knowledge as long term and intrinsic.