Dealing with employee performance problems

Dealing with employee performance problems has got to be one of the most challenging and aggravating parts of every leader’s job. However, we are sometimes our own worst enemies by allowing performance problems to be unconfronted and therefore allowing them to fester and contaminate the good work of others.

Here is a classic performance problem from the best-seller, Solving Performance Problems … A Leader’s Toolkit:

“There are no negative consequences for poor performance.”

What to Do About It:

1. Don’t accept poor performance over an extended period of time. If you do, you will lose credibility as a leader. As Winston Churchill said, “When the eagles are silent, the parrots begin to jabber.”

2. Remember:

  • Most people will perform well as long as they know what to do, why they should do it, and how to do it.
  • The vast majority of people will need little more than a gentle nudge (a conversation about how they are failing to meet expectations) to get them back on track.
  • When a nudge doesn’t work, a stronger approach (an explicit statement of potential negative consequences) usually does the trick.
  • If a stronger approach doesn’t work, the experience of negative consequences is necessary.

3. Approach these types of discussions in a constructive, positive manner. Your goal should be to get the individual’s performance up to an acceptable level – not to punish him or her.

4. Work with your Human Resources professional to ensure that any negative consequences you initiate are in line with your company’s philosophy and policies.

Lead Well … Lead Right!

Today’s Leadership Solution is from:
Solving Performance Problems …

A Leader’s Toolkit

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How to Build a Dream Team!

What is a “Dream Team?” Well, here are a few behavioral examples of how a Dream Team thinks and behaves… attitudes and actions that define the “best of the best” organizational teams.

  • Team members share participation equally.
  • Team members listen to one another.
  • Team members support and encourage one another.
  • Alternative solutions are raised and discussed completely.
  • The team develops actions plans to implement decisions.
  • All team members take responsibility for those action plans.
  • Conflict is dealt with by searching for common ground and creative solutions.
  • Team members confront one another when behavior falls outside of defined team norms.
  • The team environment is calm, warm, energetic, involved, close, confident, competent, productive, trusting, open, supportive and innovative.

Lead well … LEAD RIGHT

Today’s Leadership Solution is from:
Building A Dream Team

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Bringing Your Values to Life

Bringing Your Values to Life

In Bud Bilanich’s book, Leading With Values, he gives us:

8 Common-Sense Leadership Strategies for
Bringing Organizational Values to Life

  1. Develop a personal understanding of your organization’s values
  2. Be a values role model for your employees
  3. Communicate values as job expectations
  4. Become a teacher by asking questions
  5. Remove obstacles to bringing values to life
  6. Reward those who live the values
  7. Redirect people who aren’t living the values
  8. Never give in or give up

Leading With Values

Today’s Leadership Solution comes from: Leading With Values

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Clarity of Purpose

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“Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishment toward organizational objectives. It is the fuel that allows common people
to attain uncommon results.”
~Andrew Carnegie

Teams are powerful. Teams are greater than the sum of their parts. Teams are the manifestation of a strong commitment to inclusiveness and engagement. When you build and manage them right, teams work! And that’s what Building A Dream Team is all about: helping you and your organization make your teams work! I hope you’ll enjoy today’s excerpt on clarity of purpose.

Please pass this along to others so that they, too, can be inspired to build dream teams.

To Your Success,

Eric Harvey
Eric Harvey
Founder and President
Questions? 888.822.9255 

Even Eagles Need a PushLearn More… Common Sense Ideas for Building a Dream Team
By Bud Bilanich


Excerpted from Common Sense Ideas for Building a Dream Team
by Bud Bilanich
Clarity of PurposeThe first key to building an effective team is clarity of purpose and direction. As the old saying goes, “If you don’t know where you’re going, how will you know when you’ve gotten there?”

A team’s purpose is sometimes referred to as its “charter” or “mission.” The label doesn’t really matter. Whatever you call it, you have to decide why you’re in business as a team. It may be to lead and manage an organization or to solve a particular problem. Perhaps it’s to coordinate efforts across functions in your company or plan a large and important meeting. Your purpose need not be complicated, but it does need to be clear and understood by everyone involved.

Here are some of the questions to help pinpoint your team’s purpose:

  • What is the objective for this team?
  • What key issues will the team address?
  • What will be the key activities of the team?
  • What are the parameters and authority of the team?
  • What are the team’s key deliverables?
  • What is the timing of those key deliverables?

Answer these questions and your team will be off to a great start.

Common Sense Point:
Dream teams clarify their purpose.
They refer to it often as they go about their work.
A team’s purpose keeps it on track.

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