Beyond Management Coaching: When Things Are Getting Out of ControlLearn Management Articles on management-info.biz. Beyond Management Coaching: When Things Are Getting Out of Control article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
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.
|
More Articles:1. Does Your Organization Have a Learning Disability - Disability # 2 – The Enemy is Out There By Graeme Nichol My previous article I started with the first of seven learning disabilities identified by Peter Senge in his book ‘The Fifth Discipline.’ An organization’s success is usually limited due to the learning disabilities found within it. These learning disabilities keep companies repeating the same mistakes time and again and prevent them from taking advantage of new opportunities.“The Enemy is Out There’ is not a problem confined to organizations but also to individuals in their daily lives. It is… 2. Stop Being a Salesperson There is absolutely nothing wrong or immoral about being a salesperson. That being said, we have too many salespeople in sales organizations and not enough businesspeople.Salespeople tend to focus on themselves and the products and services they sell. Businesspeople focus on solving business problems and opening new opportunities, focusing on the outcome of the solutions they employ rather than the technical details of the products and services they offer.Stop being a salesperson and become a bu… 3. Emergency! Gas Fire! Woooooooo……Woooo………The siren sounded. All of us looked at each other with excitement. The time has come for us to go into action.From all over the building, we can see Emergency Response Team members coming out, some looking a bit dazed. A general alarm had been sounded and the ERT has been activated!At the command post, the 'Commander' quickly briefed all the ERT members about the situation. There was a fire at the LPG storage tank, and there was an urgent need to put out the fire before the ta… 4. Great Hires: Avoid Costly Mistakes By Marcia Zidle Picking people for a job is like going to the store to buy apples. Before you go, you ought to know whether the apples are to be eaten fresh, make into applesauce, baked into a pie or made into juice. Then, you can make the appropriate choices. This is also true for hiring winners. The goal of selection interviews, buying apples, is to make the most appropriate choices...to hire the right people for the job. The goal is to match applicants with openings. More specifically to match applic… |
||||
