MAD Steps You Can Take for "The Eyes of Discernment"

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Motivate

Why this matters to you: Character assessment skills are crucial in today's workplace where team dynamics significantly impact outcomes. Research shows that while competent but low-character individuals may deliver short-term results, they often create long-term damage through decreased team morale, increased turnover, and ethical compromises. By developing your ability to assess evidence about character—not just competence—you'll make better decisions about who to trust, promote, and collaborate with.

Reflection questions:

1. Think of a time when someone's character (rather than competence) significantly affected your team. What happened?
2. How confident do you currently feel in your ability to objectively assess character?
3. What personal values make character assessment important to you?

Acquire Knowledge

Key principles to understand:

• Behaviour vs. Character: Behaviour is what someone does; character reflects the consistent patterns and values behind those behaviours.
• Evidence Types: Direct (personal) observations, consistent patterns, corroborating accounts, and contextual factors all constitute evidence.
• Cognitive Biases: Be aware of confirmation bias (seeking evidence that confirms your existing beliefs) and halo effect (letting positive traits in one area influence your overall perception).
• Neuroscience Insight: When assessing others, our brains activate different neural pathways for competence (prefrontal cortex) versus warmth/character (limbic system).
• Biblical Wisdom: "Above all else, guard your heart, for everything you do flows from it" (Proverbs 4:23) reminds us that character ultimately determines actions.

Learning resources:

• Observe interactions in meetings with heightened awareness
• Create a "character assessment journal" for one week
• Review the Difference Makers podcast episodes on discernment

Knowledge Application

Tiny habits to build this skill:

1. Trigger: After every significant interaction with a colleague Action: Document one specific behavior you observed Reward: Check off your consistency streak in your journal
2. Trigger: When making decisions about team allocation Action: Consider character evidence alongside competence Reward: Note improved team dynamics in your reflection log
3. Trigger: When you feel a strong reaction to someone's behavior Action: Pause and separate observation from interpretation Reward: Experience increased clarity and reduced emotional reactivity

Empower

Overcome common obstacles:

• If you fear misjudging others: Focus on patterns rather than isolated incidents
• If you struggle with confrontation: Practice articulating observations without accusatory language
• If you doubt your perceptions: Seek specific corroboration rather than general opinions
• If you worry about being subjective: Document concrete examples with dates and contexts

Support structures:

• Find an accountability partner who values character assessment
• Schedule weekly reflection time to review your observations
• Create a personal framework for evaluating patterns of behavior

Review

Track your progress:

• How consistently do you document observations?
• Are you becoming more comfortable distinguishing between behavior and character?
• Can you identify specific instances where your improved assessment led to better decisions?

Success indicators:

• Increased confidence in your judgments about others
• More nuanced understanding of character vs. competence
• Better team decisions based on comprehensive assessment
• Reduction in "character surprises" from people you work with

Share

Multiply your impact:

• Mentor a colleague in developing their assessment skills
• Introduce character assessment frameworks in team discussions
• Share specific examples (appropriately anonymized) of how character assessment improved outcomes
• Advocate for balanced evaluation processes that consider both results and relationships

Practical ways to implement:

• Introduce a brief "lessons in discernment" sharing at team meetings
• Create a resource document with your key learnings about evidence assessment
• Model transparent feedback that addresses both competence and character
• Establish team norms that value integrity alongside achievement

Remember: Developing discernment takes practice. Start with small observations, be willing to revise your assessments as new evidence emerges, and always maintain respect for the fundamental worth of every person—even as you evaluate their actions.

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