It’s Not Their Fault, It’s Yours
Our founder Lori Coruccini led us through this week’s Tutor Tuesday session. Last month, she had the opportunity to speak in Chicago at the National Contract Management Association World Congress. One of the most insightful experiences Lori had occurred when her presentation was over, several attendees approached Lori and referred to a single slide:
While everyone’s unique behaviors impact the way they work with others, as leaders, it is crucial to be aware of the ways our leadership styles impair achievement.
Have you asked yourself how you contributed to underperformance?
As leaders, we need to look deep within to figure out why someone doesn’t do what is expected. Consider how you demonstrate the following:
1. Clear expectations
Leading on assumptions will cause a train wreck. Leaders can never let up on leading and guiding – it requires CONSTANT attention. Think about the behaviors and what they need to be directed. If we assume, we are usually wrong and the problem comes back to you!
2. Team Accountability
This one can be tough, managing a team doesn’t just include leveraging behaviors, you must take distance between employees into account. Cross Functional excuses can really play havoc on accountability. Almost every organization, business or company relies on cross functional groups to accomplish their goals. It is extremely vital that we learn to manage up and sideways to accomplish what is needed. Occasionally we forget this important step. Clarity, concise information and genuine personal investment must be shared from the top throughout the organization. Alignment is a must!
3. Awareness of Employees Abilities
Do not set your people up for failure. Recognize as a leader, the hiring decisions or promotion decisions we make should put people in roles where they can succeed. If we know this information up front, and their behaviors are opposite of what the position requires, make the right decision. Hire them for a different role, align their professional goals and skills with the needs of the team.
“I can’t tell you over the past 15 years how many times a CEO, owner, leader, has called
me and said ‘…. Lori, I should have listened to you – it happened again!’ “
4. Respect
Think about the basics of understanding anyone’s behavior, it requires respect. Lead by example and show up for your employees. Patience and self-awareness can make a huge impact. Spend time allowing your team to get to know one another to figure out how to get people engaged. Have team dinners, celebrate awards and accomplishments together, get involved in local community events, give back together. Of course, at Know your talents, we have Team Impacts that help us to communicate and get along together!
Stay tuned for our next Wednesdays Recap- learn more about leveraging behavior on our blog. Become a Certified PDP Administrator for your organization to be invited to our Tutor Tuesday seminars every week! Also, we’re going social- follow, like, and link with us on Twitter , Facebook , LinkedIn , and Instagram. If you know of an organization or company that may benefit from a Know Your Talents™ Leadership Impact! Workshop please contact us or call at 480-348-8900!
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