Inept employees are a supervisors worst nightmare!
Doesn’t it drive you crazy when your employees don’t do what is expected of them? You suspect they do not do the job correctly because they don’t care. You accuse your staff (perhaps in your mind only) of being lazy. You wonder what is the world is coming to?
What if you are part of the problem?
Here is one of our biggest leadership mistakes and how to fix it.
I could have blamed her for being bad
My granddaughter was over last night for a little visit. She’d had a busy weekend with dance recital, spring camping and visiting many people. For any of us, that is a lot. For a two year old, it’s even more challenging. I could tell she was on overload the minute she walked in. She was performing, going from one person to the next looking to get a rise out of whomever she could. We could perhaps say she was not cooperating or that she was acting up. We could even say that she was purposefully “being bad”.
What was my role in her mood?
Another way to look at it would be that as an adult in her life, as a leaders in my family, perhaps there was something I could have done differently in this situation. Maybe asking to see her, knowing full well she had a big weekend was not actually being the responsible adult. Perhaps foregoing the much-desired visit and allowing her Dad to bring the weekend to a quiet close would have been more appropriate.
We are most worried about how things impact us
Much of life is about us and how everything around us impacts us. I wanted a visit with my granddaughter! In that moment, that was all that was important to me. Yet, I needed to see the bigger impact. I needed to look at how my demands would impact her. By pushing for a visit, I actually played a role in her poor conduct.
My invitation to you it to look at where you have played a role in your employees poor conduct.
Here is the big leadership mistake
The biggest mistake we often make in leadership roles is to blame the poor results on others. When things aren’t going well, we look to someone else to lay fault to.
What have you taught?
It has been said however, that if the student hasn’t learned, the teacher has not taught. If the employee isn’t doing their job right, we’d do better to look in the mirror rather than blame and accuse. What have we done or not done that may have changed this situation around?
I missed valuable teaching moments many times
When I go back to frustrating times as a leader, I can usually follow the trail back to me not doing something important, saying something clearly or missing a key component of the instructions.
We want workplace cultures to be supportive of growth and development
Workplace cultures full of accusations and fear of errors are not fun to work in. The staff don’t feel safe to grow and learn by mistakes, which is the best way to learn. Leaders must instead create cultures where staff members thrive because they are able to learn from experiences.
When you find yourself reverting to blaming, accusing and condemning your staff, try these 3 tricks to turn the situation around.
Creating a climate of accountability
Taking responsibility for your role as a leader demonstrates accountability. Correcting the # 1 leadership mistake of "always trying to figure out where someone messed up" is simply to look at what needs to happen moving forward. What do you need to change? What needs to change in the system?
No blame. No shame. No excuses. Just progression.
Question: What is one thing that you teach your employees? How do you do that ensuring you have captured each necessary step?
Find more on accountability in this weeks
"Leading the way" YouTube clip
Available on Amazon
Women leaders often hit a point where they find themselves in over their heads and wondering if they have what it takes to lead.