Why preventive actions gets less recognition compare to corrective action?

How many agree? Let’s analyze!!

First, Let me try to explain with an example

The doctor who does regular check-up and give some vitamins and minerals so his patient risk of illness got reduced.

In another hand, Doctors who don’t raise the risk before but cure their patients, get more recognition.

Another example

One manager is highly proactive and tries to prevent all the issues well in advance.

In the other hand, other manager does not put extra efforts to identify the risk in advance but resolve the issues by hard work, so gets more recognition.

So, let me clearly define those categories now.

There are two types of Persons, "P" Type and “C" Type mindset.

Let’s understand who is "P" Type persons?

We can say, Preventive mindset person.

• They are Proactive People.
• They take Preventive Action even before issues arise.
• Raise risk on time and mitigate well in advance by good planning and execution.

On the other hand who are "C" Type Persons?

We can say, Corrective mindset person.

• They are just active doers.
• They don’t worry about future risks.
• Don’t raise it until it becomes really a critical issue.
• But they have ability to resolve the issue.

Here we are not going to conclude, who is best?

But we will understand why the “P" Type gets less recognition compared to the "C" Type.

It's a human tendency that we value to the person who gives real value by solving any pain or issue even though those problems could be avoided by the same person if he would have more proactive and preventive.

We also don’t want to remember all those causes of the problem, because now the problem is already solved.

Since "C" type people resolve the pain and demonstrate value, So, they always recognized well compare to the "P" Type.

We know, organizations should also recognize the "P" Type because they also saved a lot of resources of the organization by following a preventive approach by raising risk on time and mitigate the risk before it becomes an issue.

Now, the question is how to quantify the work of the "P" Type of Person, I think, it’s so simple.

Just have a Risk Matrix , where the organization should open to accept all kind of risk (tiny, small, medium, high) with mitigation plan and periodical review the risk matrix so organization can accolade the “P” Type persons on a regular basis to keep them as motivated.

Thanks for reading this article hope you enjoyed it. Again this is my perception please like, comment your thoughts as well…