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. Inventory Management 101 By Steven Ronsworth Inventory management may seem complicated to some, but if one truly thinks about what the words “inventory management” mean, it is a simple concept. Inventory is basically a list of goods and materials that are held by a business and are available in stock. Inventory management is the process of keeping track of inventory, and having the delicate balance of supply and demand firmly mastered. When having inventory, a company does not ever want to have too much of a product, nor does it want to … 2. Performance Appraisal - What IS The Point? From Blaming To Better Performance By Robert Bacal Probably the most misused and abused and disused management tool in history is the performance appraisal. It's the strangest thing. Ask managers or human resources staff whether they think performance appraisal is an important thing to do, and you'll find they usually agree. "Of course it is", is the common response. If you ask why it's important, they will tell you and tell you and tell you. But they don't tell you the right thing!The odd thing is that they often don't get done, and managers,… 3. Tips for Performance Reviews By Scott Morris If you employ people in your business, you're going to be faced with a number of tricky management issues - dealing with tardiness, sick leave, and keeping your staff motivated.Performance reviews can be useful for motivating employees, but only if they are accurate. An inaccurate review, which fails to recognize the employee's value to the organization, can be worse than no review at all.If a performance review fails to take note of an employee's shortcomings, it won't be taken seriously.If a… 4. The Seven Essentials of Business Communication By Lee Hopkins There are seven essential elements to successful business communication:StructureClarityConsistencyMediumRelevancyPrimacy/RecencyPsychological Rule of 7±2If you are going to communicate effectively in business it is essential that you have a solid grasp of these seven elements.So let's look at each in turn...1. STRUCTUREHow you structure your communication is fundamental to how easily it is absorbed and understood by your audience.Every good communication should have these three structural ele… |
||||
