“People
Issues”
By: Natalie R.
Manor, CEO
“If only I could
get these people issues handled, then I could get something
done.”
This is a constant source
of frustration for many of the business people and leaders
that I coach and consult with. Handling people issues
is what you will do for the remainder of your life.
In fact, the number one “people issue” that will continue
to come up again and again is something that need not
be a problem in the first place.
The #1 “People
Issue” – Not telling someone something that
they need to know to improve their performance.
You may hide behind this
issue because you believe that it might hurt someones
feelings or that by telling them you will interrupt
workflow. Maybe you have been frustrated with this person’s
performance for so long that now the problem is that
you are angry and not just frustrated with his or her
work.
I am coaching with a Vice
President and the other day, during our coaching call,
he said he “was disappointed” with a senior technician’s
behavior and wanted to tell him so. I asked what the
issue was and he said that this person – also a good
friend of his – had taken advantage by being late for
work consistently. I asked how long the situation had
been going on and he said – ONE YEAR.
I asked him why he had
allowed it to get to the point of not saying anything
for a year. He said that he thought the other person
should know better and was waiting for him to get back
on track.
Let’s be very, very clear
here. If you have allowed the behavior from the other
person to go on for one year, you are part of the problem.
Maybe you could keep quiet
for one month, but not a full year. People cannot read
your mind. It is also human behavior to continue with
behavior that is not corrected.
There are certain rules
that we have as leaders and business owners. Unless
we express these rules to our employees, colleagues
and subordinates, they will not know what they are and,
therefore, can’t begin to adhere to or respect them.
As simple as the rules may seem, unless you express
them, people may completely miss what is most important
to you.
Apparently being on time
is very important to this coaching client of mine and
yet he allowed the situation to get out of hand - one
year of consistent lateness - with his best technician.
In fact, the situation was elevated to the CEO of the
organization who sat in on the meeting to remind the
technician of the importance of being on time.
You know what, if I were
the CEO, I would have a little chat with my VP and ask
him why he had not handled the situation himself.
“People Issues” come in
all sizes and shapes. You will never escape them, but
you can easily eliminate many of them by being clear
about your rules and what you value, even if they seem
obvious to you.
A large percentage of time
when I facilitate a “People Issue” at the executive
level, the person receiving the negative news has this
response…
“Why didn’t you say something
sooner?”
Nip it in the bud. “People
Issues” aren’t going to go away unless you stop working
with people. So knowing that, become very good about
being clear with what is important and make sure that
everyone knows it…even if you have to say it more than
once.
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