Irrationality is cognition, thinking, talking, or acting without inclusion of rationality. It is more specifically described as an action or opinion given through inadequate use of reason, or through emotional distress or cognitive deficiency. The term is used, usually pejoratively, to describe thinking and actions that are, or appear to be, less useful, or more illogical than other more rational alternatives.
Irrational behaviors of individuals include taking offense or becoming angry about a situation that has not yet occurred, expressing emotions exaggeratedly (such as crying hysterically), maintaining unrealistic expectations, engaging in irresponsible conduct such as problem intoxication, disorganization, or extravagance, and falling victim to confidence tricks.
We, software developers work with a machine that is very rational. We, humans, are not so rational. We have unrealistic expectations from ourselves, people around us. We disorganized and our expectations are not clear to the others most of the time.
More we feel comfortable about sharing our irrationality, we become more rational. We know alcohol is bad, but we still drink, we know smoking is bad, but we still smoke, we know junk food is not good for health but we still eat it. We make irrational things very rational at the time of experience, our mind deludes us and make us to make instant decisions.
Software developers spend most of their time in front of a very rational machine.
As managers, we are trained to deal with irrationality. I even believe somewhere in the creative processes of methodologies, people tried to come up with rules to deal with irrationality.
Irrationality confuses people with low self-confidence, they start worrying. Worry comes in the absence of facts.
I am looking around and seeing problems, mostly coming from a lack of self-confidence. I think self-confidence is a skill, and the engineers are struggling with exposing self-confidence at working place.
Today, software development is a team sport. You need to be good talking to people in your team, you can’t just have your headphones and unplugged from your team all day long.
In the early days, when we do interviews we look for core skills, and we used to say if he is a good engineer, we can find a way to work with him. Nowadays we are trying to avoid competent jerks.
So we have 4 types.
- Low self confidence, low competent
- Low self confidence, highly competent
- High self confidence, highly competent
- High self confidence, low competent
I have played basketball for over 20 years, compete in semi-professional level. We have some players who are really good at training, and they sucked on the match time. It was very difficult for the coaches to deal with these guys. You can see them that they are scoring a lot in the practice, but when the game whistle blows, these guys are helpless. So if you hired someone Low self-confidence, highly competent, Did you make the wrong hire?
I think rituals make a big difference, if you go to any ritual event for the very first time, you might find it very weird, the group acts like they all know what is going to happen. I don’t think it is the case, the group consonance with the leader, together to make sure that the process has been followed through.
We need those rituals to make, the group works together. Great teams have these rituals?
Do you have rituals? This topic needs more to write about.