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Leaders and Managers often ask us, ‘What do you do when you have tried to coach and counsel an employee about a performance concern, and the employee has not responded? Unfortunately, we see far too many cases where the leader hasn’t, in good faith, tried to coach the employee or to put the leader’s concerns into words. Often, leaders look for a quick fix alternative to what is perceived as a difficult and painful confrontation. We have also learned from first-hand experience that management coaching is not a one-shot effort. It takes regular ongoing discussions and experiences to achieve the level of support and cooperation needed. When you have truly exhausted all your good-faith efforts to coach an employee into change, you have the right to move to the next best alternative, a coaching based solution. In certain situations, employees have grown accustomed to and dependent on heavy authority in the workplace, or they just don’t feel attached to the job or organization. We are not advocating that the leader wait for someone to pass out a permission slip to try a different approach; rather, the leader should tell the employee that the management coaching approach hasn’t worked and it is time to take a different path. Probably the best thing a leader can do is literally call a time-out, pull back, and reexamine the entire interpersonal/working contract or agreement with the employee. The leader needs to reconsider the basic assumptions and understanding about the employee’s role and terms of employment in the organization. This is a major renegotiation effort. It is very possible that the job demands or personal expectations and objectives of the employee or leader have changed sufficiently that a real pressure point has been created in the leader/employee relationship. Remember, a social contract between a leader and employee works as long as there is “mutual consent and valid consideration” for both parties. If a new agreement and shared vision of common goals can be reached, then a new state of leader/employee stability and equilibrium will be achieved. If not, the leader and employee should begin to explore and plan a way to separate effectively. Some leaders say they can’t get along without the employee. No problem – you simply need to look for creative ways to restructure the employee’s job or reassign or retrain the employee to cut your losses and limit your exposure. You may consider “down-sizing” the employee’s role to fit the needs of the situation. Another strategy is to pursue a path or formal disciplinary or probationary action. Obviously this is riskier; it may be a path of no return in the sense that cultivating a healthy relationship in a climate of hostility and possible resentment, anger, and embarrassment over disciplinary action is difficult. You may be forced to pursue this path to the unpleasant end of a separation, the ultimate challenge for any leader. The other thing you may consider is to take two aspirin, grin and bear it, and go on lots of short vacations.
Over the years, the MCSE was replaced by the MCITP certification, which, in my mind and that of some of my peers, did not have the same “cachet” as the MCSE certification. In fact, many companies were still specifying MCSE instead of MCITP (a search on www.workopolis.ca that I just ran for MCSE returned 115 results versus 30 for MCITP – results may vary based on when you do it). That’s why it is nice to see that the MCSE designation is back – and improved to boot! But why are we doing this? The Cloud Changes Everything The need for cloud computing skills has been pushing the market for months. Solution providers are seeking cloud-ready employees to bring their businesses to the next level. The cloud computing market is evolving at such a pace that while the number of job postings is skyrocketing, the talent isn't there to fill the positions. In the past 20 years, Microsoft Certifications have been THE tool to address the skills gap. To be relevant, certifications need to continue to be the tool needed and recognized in the market. That’s why we have reinvented our certification program—to certify a deeper set of skills that are mapped to the Cloud and to real-world business contexts. Rather than testing only on a component of a technology, IT Professionals and Developers are now tested on more advanced skills and a deeper understanding of the technology. Today’s Big Announcement Today, we announced that we have reinvented our certifications to validate the skill sets needed to develop, deploy, and maintain Microsoft technology solutions. These certifications recognize IT Pros and Developers who have skill sets that run both broad and deep. Certifications are available at three skill levels: Microsoft Certified Solutions Associate (MCSA)The Associate (MCSA) level is the prerequisite certification necessary to get your Expert level certification. This certification validates the core skills you need to get your 1st job in IT. Microsoft Certified Solutions Expert (MCSE) & |
More Articles:1. Creativity Management and Motivation Management By Kal Bishop Creativity and motivation are positively correlated. The more motivated an individual, the more likely he or she is to engage with a problem and expend energy generating ideas.The first rule of motivation management is to ensure that you have the right people on board. The right people should already be motivated – the trick is to not de-motivate them.The second rule of motivation is to differentiate between intrinsic and extrinsic motivation.If people are intrinsically motivated, satisfaction… 2. Are You Managing to Lead? By Monty J. Sharp, CPBA For many people, the terms "manager" and "leader" are synonymous. In the business world, they are often used interchangeably, i.e. "team leader", "team manager", "project manager" - you get the idea. And why not? After all, leaders and managers do basically the same thing, right? In some instances, there do seem to be commonalities between the two and management techniques are sometimes confused with leadership traits. However, there are, I believe, some key distinctions to be made that r… 3. The Red Carpet Treatment The First 90 Days The Red Carpet Treatment Remember your first few days at your present job? Were you excited? Nervous? Did you worry about your ability accomplish the tasks given to you or the impression you would make on your new co-workers? Perhaps you were concerned about the impression your new co-workers would make on you. You would not be alone if you were feeling a little lost during your probationary period. Many people do. Since you know how it feels to be 'the new kid on the bloc… 4. Make Your Meetings More Productive - Move the Chairs By Graham Jones When you organise a meeting do you consider the room layout or do you just put chairs out the way you always do? Often, meetings are held in rooms where no consideration is given to layout – the tables and chairs were set out that way and so that’s the way the meetings are held!However, room layout has a powerful psychological influence on the progress of the meeting. It also helps contribute to the success of meetings.New psychological research reveals some of the important factors behind roo… |
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