No leader enjoys having a redirecting feedback conversation with an employee who is performing at a sub-par level. However, the lengths to which many leaders will go to avoid that conversation are nothing short of incredible. We have seen time and again that leaders will: Move the employee to another department, passing on the problem… Continue reading The Cost of Avoiding Feedback at All Costs
People issues plague business. As a leader, you have the primary responsibility to deal with them – and deal with them you must, because such issues never resolve on their own! People problems come in various stripes. There are the toxic superstars: people who produce phenomenally for your company, yet are abrasive to work with.… Continue reading 9 Essential Questions to Help Tackle Tough People Issues
Today, you as a leader may be thinking about one person on your team who just isn’t measuring up. Maybe it’s how they relate to other people – pure, plain toxicity. Perhaps it is their work – or lack of it. It could be their approach – such as a failure to conform to the… Continue reading Make the Decision to Start the New Year Right
Years ago, I (Rip) was at a conference where Jack Welch, the CEO of General Electric, was asked what he wished he had done differently in his career. He said, essentially, “I always moved too slowly on the tough people problems. People problems are not like fine wine. They don’t get better with age.” I… Continue reading If There Are No Consequences, There Will Be No Change
Feedback is perhaps the single most powerful tool a leader has at his or her disposal to bring about significant improvement in employee engagement and performance. Ken Blanchard wisely noted, “Feedback is the breakfast of champions.” That being said, most leaders avoid giving redirecting feedback – feedback that seeks to change negative behavior or performance… Continue reading Leadership Courage Part 5: Giving (Tough) Redirecting Feedback
