Here are cases where luck is a function of attitudes of mind and may be reversed if a change can be made in that attitude. There are other such. Take for instance the case of the grouchy man—the man who has a quarrel with the world. He is sure that he is unlucky—and sure enough, he is! He does not expect to be advanced, and no one would think of advancing him. His attitude and its natural results react on each other until he becomes a confirmed misanthrope. Then there is the man without interest in what he is doing. Who would be so foolish as to intrust an important task to a man who, it is quite evident, does not care whether it is done well or ill, or whether it is done at all? These persons betray their lack of interest in ways that are familiar to us all. They utterly lack initiative, but for other reasons than the persons whose cases have been discussed above. They have no objections to adventure, but a venture presupposes interest. No one ever set out to find the North Pole who was utterly indifferent to its location or the character of its surroundings. All true success is built on a foundation of lively interest. Hence persons of this sort are peculiarly unlucky. They watch subordinates and newcomers pass them in the race, and they are perfectly certain that this is due to favoritism, or to luck. They themselves are unlucky, and of course they will always remain so, unless they can alter their neutral attitude.
In thinking over the lack of initiative of which I have complained above and the failure of our training to supply it, it occurs to me that we carry this lack over into our work. We are apt to complain of the difficulty of finding persons who are fitted for positions of command and responsibility. What do we do to elicit the qualities that make one fit for such posts?
We have in our own library a system of efficiency reports, which are filled out by department-heads yearly, one for each assistant. These give needed information about the work of members of the staff, and they also sometimes reveal quite clearly the state of mind of those who make them out.
Two of the questions are, “In what did the assistant fall short?” And “What did you like most about the assistant?” It strikes me, on running over these reports, as I have just done, that the qualities most valued when present and most lamented when absent, are those of a good subordinate—the assistant who goes quietly, efficiently and quickly about doing what she is told to do, is pleasant about it and does not shirk. Here are some of the things that our department-heads like best:
“earnestness, industry and intelligence”
“alertness; readiness to take suggestion”
“excellent standards of work”
“close application to business”
“absolute dependability”
“persistence”