intention

What’s your problem?

Recently we were working with a group of leaders and discussing an issue about an employee. The issue the leader brought up was how to get an employee to look for multiple options in order to solve a specific problem. As we do in many sessions, the group took turns asking questions about the situation. No one is allowed to offer solutions until the issue is fully vetted. This process forces the other leaders not to jump in to solve the problem right away, but get to the root cause of the situation.

Through this process, the team discovered that the situation that was being discussed was merely a symptom of a much larger issue. The leader that brought the situation to the group had been repeatedly frustrated by some of the actions of this employee but had not looked beyond whatever the current ‘problem’ was.

How often does it happen where we address concerns with an employee multiple times but don’t really get the problem solved? 

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What the Heck?!

Let’s face it – on a daily basis, someone will do something you don’t like. Here’s your moment of truth. Whether it’s cutting you off in traffic, not replying to an email within your timeframe, or not following a specific process…it will happen. And when it does, what’s your first thought?

I know…It depends. I hate that response, though it may be true. Let’s talk about when someone cuts you off in traffic. Do you yell at the person? Shake your fist? Or something more drastic? Do you ever think, “What the heck?! Learn how to drive!”

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Mentoring – Not another “buzz” word

Do you have a mentor? Do you encourage your employees to have mentors? Many companies have jumped on the mentoring bandwagon. What’s curious about this is how mentoring is defined by these companies.

Before mentoring was in vogue, you could ask people, “Did/Do you have a mentor in your life?”  If their response was “yes” the answer to the follow-up question, “Were they totally aware that they were mentoring you?” was probably “No.” However, they made a significant impact in the life of the mentee.  So in other words, the mentee chose the mentor.

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It’s as simple as a conversation…

Do you find yourself doing projects yourself because you don’t trust that others will do the job correctly? Team members and managers alike fall into this habit more than you think. What tends to follow are things like enormous workloads, anger at teammates, job dissatisfaction, low morale, and employee burn-out.

Common sense would tell us to confront the people on our team to fix the problem. Right? Well, in reality, many people will avoid this confrontation altogether. 

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