As companies push their managers to provide quicker and more relevant feedback, it’s worth considering that one approach to addressing the performance of others requires tremendous courage, while another entails little courage at all.
From the classroom to the boardroom, the influence a leader has in the workplace isn’t just granted, it’s earned by doing this one important thing.
It’s easy to blame your team. After all, they’re the ones who never seem to speak up, give the discretionary effort, or deliver what they’re supposed to. Right?
Those employees who struggle in their engagement may lack the skill necessary to participate well with others. However, a rush to fix them or give them things for which they’re not asking results in little improvements, if any, and here’s why.
Like veteran skiers, successful leaders know that no two meetings – or ski runs – present the same challenges. That’s why they adapt their leadership based upon the needs and difficulties of the meeting (Green, Blue, Black Diamond or Double Black Diamond) they’re in.
It’s there, a story waiting to be told. You can stay in suspense and have it told to you in 12 months—or create it now with your team. You decide.