Underperformance

We have all sat in meetings with a manager who blows up, repeatedly, and stands on their proverbial soapbox to make their point. We have all also turned off our listening and disengaged from that same behavior pattern. Yet still, this management style is one of the most prominent and least productive. Learn the strategy to work around it if you can't change it.

During a recent trip out of town, I learned something about equipping our teammates to make decisions and to make them quickly. One evening, while away from our hotel room, we returned rather late to a room that was flooding. Clearly, the person in the room above us had left the bathtub to overflow, and a lot of water had made it’s way down the walls and out of the light fixture in the ceiling. The sound was alarming to walk into, but the appearance of that much water was even more surprising.

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.