Leadership

Leaders be cautious promoting an individual before they have proven they are ready for the new position. Learn what your team wants, what you (really want) and what you want to do to avoid demoralizing your team and attacking team performance.

Have you considered, for any length of time, your motives with your team? What is it that you need and want from them? How are they measuring up to your expectations? And, if they aren’t measuring up, what are you prepared to do about it?

From time to time, everyone on our team experiences setbacks. We set a course and start out, but then we find ourselves at a dead end. Maybe we get fired from a job or our spouse files for divorce or resources we needed to finish a project don’t materialize and we’re left holding the bag. But what does it take to turn a setback like this into a failure? Well, the answer is simple. The only thing it takes is your attitude.

If you have ever undertaken a major change initiative with your team and led them toward a big goal, you may have experienced some feelings of frustration around people slipping back into old behaviors. The very behaviors you are trying to change to increase performance or drive the new initiate to success.

As we have covered recently, one of today’s leading and most costly challenges for leaders and teams is the plight of the under performer. A problem employee can range anywhere from the not so serious, such as someone who is chronically late for work each day; to the more serious, such as a person engaged in harassment of a colleague.

One of the most tragic actions a leader can take is to turn off the volume in their office. With the chaos and challenges that they face day in and day out, at some point they stop listening to what is going on around them.