Your staff is performing very well, and H.E.L.L. is not such a bad place to be. However there still can be the occasional hiccup, and one of the links in your team chain has a crack in it. How are you going to fix the crack and still maintain the integrity of the chain?
You’ll start by understanding each member of your team, and what are their motivators and what do they value. As I had mentioned in an earlier post, what motivates one might infuriate another. I have always been a strong proponent of a more direct style of communication with a subordinate, but mixed with a generous helping of understanding about their motivators and values. When one of my last team’s members was slipping in her dedication to our objectives, I had to examine the situation from my perspective, her perspective, and the team’s perspective. After determining that the change needed must come from the team member herself, I then thought about the strategy needed to get the point across, change her behavior, but not alienate or demotivate her. That’s when I had to use my best leadership skills.
When we sat down to discuss the situation, I was prepared with the facts that were very undeniable. There was no way these could be refuted, and she was made to realize that she was being held accountable for those objectives under her control. Then we discussed if there were any external factors that might be impacting her work results. Having dismissed this as a contributing factor, the only other possibility was that there was a performance behavior that was impacted by internal stimuli. We talked and set up a corrective action plan along with a timetable in which the behavior needed to change. There were consequences if the behavior did not get back on track. Don’t think that your other team members don’t see the problem and your solution from their perspectives. You’re reinforcing your philosophy on expectations at the same time.
Don’t think that your organization is immune to these hiccups, but be prepared instead to correct them and move on. If you have one you’d like to discuss, please let me know.
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