While our stories of others center on who they are, we are much more generous to ourselves in our interpretation of our own actions. When it comes to our self-attributions, we skew the other way, and overascribe our behavior to the external situation around us, to what’s happening to us. If we’re doing something that annoys someone else, then that person is annoyed only because he or she doesn’t understand the situation that’s forcing us to act that way. This tendency is called the Actor-Observer Bias, and it’s one of a number of human-reasoning biases that fall into a category called self-serving biases, because they serve to explain away our own actions in a way that props up our self-esteem.

These biases lead us to believe that your performance (whether good or bad) is due to who you are—your drive, or style, or effort, say—which in turn leads us to the conclusion that if we want to get you to improve your performance we must give you feedback on who you are, so that you can increase your drive, refine your style, or redouble your efforts. To fix a performance problem we instinctively turn to giving you personal feedback, rather than looking at the external situation you were facing and addressing that.

And by the way, if you think about it, much of the world of work is designed this way—it’s designed for Those Other People, who need to be told what to do (hence planning instead of intelligence), whose work needs aligning (hence goals over meaning and purpose), and whose weaknesses put us all at risk (hence the deficit thinking we saw in the last chapter, instead of the focus on distinctive abilities). One of the inconvenient truths about humans is that we have poor theories of others, and these theories lead us, among other things, to design our working world to remedy or to insulate against failings that we see in others but don’t see in ourselves.

I agree with Carl Rogers who asserted that the human baby arrives complete with unconditional self-regard and expects to find that as the culture of their life. Children have to be cudgelled into giving up this expectation. We grow unwillingly into adults who disdain and withhold appreciation. Fortunately, thinking pairs can restore both our experience of it and our expertise at it. And before we know it, we live it.

Her impulse, like the impulse of nearly all my clients, was to analyze the Irrational Other to figure out what was wrong with them so that they could be fixed, changed, made better. That was often a cover for another impulse, which was to figure out what was wrong with the Other so that they could justify the ending of the partnership, overcoming guilty feelings.

Self-mastery and self-discipline are the foundation of good relationships with others. Some people say that you have to like yourself before you can like others. I think that idea has merit, but if you don’t know yourself, if you don’t control yourself, if you don’t have mastery over yourself, it’s very hard to like yourself, except in some short-term, psych-up, superficial

way. Real self-respect comes from dominion over self, from true independence. And that’s the focus of Habits 1, 2, and 3. Independence is an achievement. Interdependence is a choice only independent people can make.

Many difficulties in relationships stem from old habits. We develop automatic, reflexive behaviors over the course of our lives that become so intimately woven into our days that we don’t even see them. In some cases, we become used to avoiding certain feelings and turning away, while in other cases we might be so overcome by emotion that we act on our feelings before we realize it.