Most people don't want to understand others.

Instead, deep down, they want an echo chamber that validates their pre-existing beliefs. It's why information silos are so damaging—it only repeats what we want to hear, which we interpret as facts. We love making assumptions.

But general assumptions are the invisible shackles holding you back in life.

You don't have room for miscommunication, let alone living in an imaginary world where you think you can read minds. When people believe they can discern what others are thinking without asking them, it is like flying a plane without a control panel.

And guess what?

That plane will crash.

Bad assumptions are like tiny cracks in an aircraft's wing; they might not seem significant, but they'll eventually bring down the whole damn thing.

The problem with making assumptions and reading minds.

When you assume you know what someone is thinking, you're not a mind reader—you're an assumer.

Assumptions are like rot, slowly eating away at the foundation of trust and collaboration you're trying to build. The psychological term for this mess is "mind-reading," a cognitive distortion that leads to anxiety, despair, and a maze of damaged relationships.

This is the kind of nonsense that creates a toxic work environment where people are afraid to speak their minds or offer ideas.

When you're constantly assuming the worst, you're also stifling creativity and innovation. It's the antithesis of effective leadership, perpetuating a cycle of misunderstanding and resentment that can cost your team dearly in the long run.

If you want a thriving team, cut out the mind-reading and stick to the facts.

Here's how.

Tip 1: Never assume someone's intent.

Here's a kernel of wisdom: Your feelings are not always facts.

Sure, you might be onto something once in a blue moon, but most times, your intuition is about as reliable as a weather forecast—hit or miss. When you assume the worst in people, you're doing everyone a disservice, turning your workplace (or perhaps family) into a minefield of suspicion and resentment.

Now, this isn't to say that gut feelings don't have their place; they can serve as an alert system.

But when you jump straight into assuming negative intent, you're throwing a Molotov cocktail into a situation that might have needed a small adjustment. These assumptions lead to defensive behavior, overreactions, and communication breakdown.

Remember, assuming intent is a one-way ticket to fostering an environment where mistrust reigns supreme, which is a surefire way to choke out productivity and innovation.

Tip 2: Use a charitable approach.

What if, instead of immediately playing the victim card, you paused and gave others the benefit of the doubt?

In the book, "The Coddling of the American Mind," the authors explain how assuming intent has created a toxic atmosphere on college campuses. To combat this issue, they recommend students use a charitable approach, as learning how to engage with people who disagree with us is a fact of life.

A charitable interpretation doesn't mean letting people walk over you.

Far from it. It means considering other perspectives before judging and giving the other person a gentle reply.

"Hey, I bet you didn't mean to come off that way, but here's how it could be interpreted..."

This simple pivot turns you from a passive victim into an active problem-solver. Your business needs fewer victims and more problem-solvers.

Tip 3: Develop an internal locus of control.

Research shows that having an internal locus of control correlates with better mental health, higher emotional well-being, and greater financial success.

When you shift responsibility inwards, you stop being a passenger in your own life and grab the wheel. This steering power enables you to navigate challenges with agility and make decisions that align with your goals and values.

And let's not forget about the ripple effect.

When you exercise an internal locus of control, you set an example for your team, family, and friends. This amplifies the benefits across your small business and life landscape.

Everyone starts to operate from a place of ownership rather than a place of blame, turbocharging collaboration and productivity.

Don't let your assumptions cloud your judgment and cripple your team's potential.

Start asking questions, and stop making assumptions. Put it to the test. Try this approach for one month and measure its difference in team dynamics. I guarantee you'll be surprised.

Because if you're not getting better, you're just rotting away. And who has time for that?