Don Miguel Ruiz

The four agreements by Don Miguel Ruiz, definitely seem as if they would be as challenging in practice as they are personally rewarding. The following application of these agreements are recommendations of it practice in a supervisory setting and the case provided within this week’s reading.
Agreement 1: Be Impeccable with your word
Supervisory: In honoring the first agreements as a supervisor, this would mean honoring your word for yourself and others. For example; this would mean not gossiping to other employees when one of your employees is constantly late to work. This not only seems like the correct thing to do in a position where one may be seen as an exemplary figure; this also a very powerful habit that a supervisor can gain and translate
In a supervisory position this would mean that you don’t “suffer needlessly” by the way others act or their opinions. As they are only behaving that way due to their own domestication, circumstances, and self-projections. This would once again empower one to be immune from the behavior of others but also empower one to hold a higher
The employee’s behavior is only a reflection of their being and circumstances. For instance; the employee could have chosen to come in after their appointment or not come in as the employee did. However, the employee could have chosen to come in an hour, two hours, and three hours after their appointment. Nonetheless, the employees’ final decision was a self-chosen one and any personal assumptions that the employee acted a certain way would only inflict suffering and revoke Don Miguel’s third agreement of making assumptions for oneself.
Agreement 3: Don’t Make Assumptions
Supervisory: It is evident why Don Miguel’s, third agreements can be so crucial for a supervisor. Its practice would mean that you don’t make assumptions that could positively and negatively impact your employees. For instance; assuming that an employee is a productive on unproductive employee due to their appearance, height, gender, etc., does not only seem like an opinion or assumption with no context; it would also leave you vulnerable to legal implications for both yourself and the organization. More importantly, these assumptions leave you susceptible “misunderstandings, sadness and drama”.
Agreement 4: Always do your