Length:
15 minutes
You will develop your own approach to managing poor performance. One that suits your personality and values. This exercise simply helps you to reflect on some important questions:
- Are you good at setting and agreeing clear expectations of performance, so that people feel inspired and committed and focused on the detail of what they are trying to achieve?
- If things go awry, do you look to the data first to check out what might be happening? Or do you have a tendency to "fix the blame first, fix the problem second?"
- Are you systematic about looking at possible causes? Has the person been given enough appropriate training?
- If you think the problem is a lack of commitment, do you think of what might be causing that? Might it be external factors that you need to take account of?
- If you feel serious actions are merited (eg formal warnings) are you able to take them?
To conclude: are there any actions / training you need to take to be the leader you aspire to be, even when it comes to difficult conversations? Actions noted and implemented (ie not forgotten or ignored) will help you to become that leader.