It is always interesting as I work with individuals or groups on operational practices to ask them about their “Benefit-of-a-Doubt” policy?  As one would expect, I always get a “WHAT POLICY?” look!  I then go on to explain that everyone/everywhere makes decisions and takes action based on giving someone the “Benefit-of-a-Doubt.”  Yes, it sounds funny and something you maybe don’t want to admit to… but I believe it exists.  So this week lets use this TRIPLE III TIME to take a more serious look at What Does YOUR: “Benefit-of-a-Doubt” Policy Say? … and what TOP 10 Professional Factors might need to be considered if your policy was “real”?!

1. Achieved past positive results when given the “Benefit-of-a-Doubt” on different issues.
2. Displayed a willingness to prioritize the issue and not place it on a to-do list.
3. Showed strength in communicating before, during, and after the “Benefit-of-a-Doubt” assignment was given.
4. Expressed understanding of the importance and impact factors regarding the “Benefit-of-a-Doubt” challenges.
5. Scored high honesty points when measured against other personnel.
6. Voiced common comprehension of “Benefit-of-a-Doubt” limits/expectations.
7. Promoted ability to operate successfully in a self-motivated environment.
8. Did NOT offer an early list of negatives that would hinder “Benefit-of-a-Doubt” issue progress.
9. Would standardly grant you the same “Benefit-of-a-Doubt” support if needed.
10. Respects the notion that “Benefit-of-a-Doubt” credentials MUST BE EARNED!

Bottomline:  When you as a Leader causally say: “I’m going to give you the “Benefit-of-a-Doubt” on this issue…” I hope you have this TOP 10 handy for reference.