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A problem with an important client. Marek has been trying to contain the situation on his own for several hours before telling Zofia.
— Why am I only hearing about this now?
— I wanted to solve it myself.
— Asking for help doesn’t mean you can’t cope.
— In my world, it kind of does.
Marek wants to prove competence through independence. Zofia sees competence in escalating the right risks early enough.
How does Empatyzer help teams set an escalation threshold?
Empatyzer helps you see that independence can mean acting without help or reporting risks early. It also helps you see how to set a good escalation threshold.
Features that can help:
- You vs. the team: Shows how your profile compares to the team in areas such as independence, risk and escalation threshold, helping to place the "I wanted to show I can" situation in the broader context of the group.
- Talk to Em about a specific person: Allows you to describe to Em the situation "I wanted to show that I can", take into account the profile of both parties and prepare a specific version of the conversation or message before reaching out.
- Tips: Offer guidance on how to talk to this particular person in a "I wanted to show that I can" situation, to maintain the meaning of the message and reduce the risk of unnecessary defense or misunderstanding.
What really happened
Marek spots a problem with an important client and does not tell Zofia for a long time because he wants to fix it himself. In his model of competence, capable people do not run to a manager at the first sign of difficulty. Asking for help can sound like admitting, “I can’t handle this.” Zofia uses a different definition of responsibility. She expects independence with ordinary problems, but when there is a risk of losing a client, she wants to know early, while there are still options. Marek is trying to protect his image as a competent person and, in doing so, unintentionally increases a risk for which Zofia is accountable. Their disagreement is not about whether people should be independent. It is about the point at which independence should give way to consultation.
What the research says
Asking for help is not a purely technical act. It can touch a person’s sense of competence, independence, and standing relative to others. Research shows that people consider not only whether help will be useful but also its possible cost to self-image (self-esteem threat in help seeking; Nadler, 1987). A similar mechanism appears in research on feedback seeking: information can improve performance, yet people may worry that asking for it will signal weakness or lack of competence (Ashford, De Stobbeleir & Nujella, 2016). This does not mean Marek has a stable trait of “being afraid to ask for help.” In this situation, independence and competence have simply become too tightly fused in his mind.
How to handle it
The most effective approach is to remove the meaning of “failure” from consultation and replace it with an explicit threshold. Zofia does this well when she says: solve ordinary problems yourself, but report any risk of losing a client immediately. The threshold can be based on money, timing, safety, reputation, or decision scope. Marek then no longer has to decide each time whether asking will make him look weaker. He simply follows an agreed rule. The general rule is: in responsible teams, independence does not mean “always cope alone”; it means “act independently within the agreed range and recognize when the risk needs to be made visible to others”.
How Empatyzer and Em can help
Empatyzer can help Marek and Zofia see that both value competence but define the competent moment to act alone or escalate differently. The assessment may show Marek’s strong need for independence, status, and delivering results, while comparison with Zofia’s profile can show that she treats early visibility of risk as part of responsibility, not weakness. Before a difficult conversation, Em can turn that difference into a concrete rule: “Solve issues independently up to this threshold; above it, I want to know immediately.” The rule then no longer depends on shame, pride, or guessing how the manager will react. At team level, Empatyzer can reveal whether hiding problems until late is a broader pattern. Micro-lessons strengthen the key habit over time: asking for help can be evidence of good risk management rather than lack of competence.
Sources
- Arie Nadler (1987). Determinants of help seeking behaviour: The effects of helper's similarity, task centrality and recipient's self esteem. European Journal of Social Psychology, 17(1), 57-67. https://doi.org/10.1002/ejsp.2420170106 10.1002/ejsp.2420170106
- Susan J. Ashford; Katleen De Stobbeleir; Mrudula Nujella (2016). To Seek or Not to Seek: Is That the Only Question? Recent Developments in Feedback-Seeking Literature. Annual Review of Organizational Psychology and Organizational Behavior, 3, 213-239. https://doi.org/10.1146/annurev-orgpsych-041015-062314 10.1146/annurev-orgpsych-041015-062314
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