Throughout many conversations with business leaders, it is disappointing to hear comments about their employees like:
“They just don’t consistently perform”
“They just don’t seem to listen”
“They just don’t get it”
I look almost judgingly at them and ask; “so why do you think that is, because this does not sound like it is the employees’ fault”?
“Why do you think this is happening”?
This generally is met with a long pause. It can go either way, self-reflection, or anger.
When the leader self- reflects, there is hope for change.
As leaders we need to look within and get as much feedback from our employees and stakeholders as possible.
Ask yourself and your team this instead:
Issue: “They just don’t consistently perform”
Question: “What can I do differently to get more consistent performance”?
Issue: “They just don’t seem to listen”
Question: “What can I do differently to get my message across”?
Issue: “They just don’t get it”
Question: “What can I do differently to ensure that my vision is understood”?
In an age where perhaps ownership of role, job, or decision making is waning, it is time for leaders to step up.
Take control of what you need to do to have a successful team of employees.
Take control of your own performance by getting input from those that are directly affected by your decision making.
I encourage all leaders that I work with to understand that everything starts and finishes with them.
From recruitment, induction, training, coaching, performance management, promotions, or to terminations, a leader needs to own the whole journey.
You have direct, or indirect control of every step.
Aside from an employee acting illegally, leaders should be held accountable for everything that happens within their scope of role responsibilities.
Leading people is a privilege bestowed on the few, it should be treated as such.
Make every interaction count, not for you, for your employees.
If it is to be, it is up to me.