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Every one of us has said this, from time to time. It’s the choice to train a team member on a new process or simply do it ourselves. In the long run, it is a short-sighted decision.
This week, we address the situation where a team member is not achieving their goals at all. There are three questions, for your review, that provide context and a plan forward for your meeting with this team member.
We have all heard about PTSD – Post-Traumatic Stress Disorder – and the impact this has on individuals for months, or even years, after the distressful event. There are two other possible outcomes.
The Pacific Institute’s cultural improvement initiatives focus on the nuances needed to help lead a team and culture to better performance by following the model of Connect the Dots, Energize Action and Nurture Growth.
Today’s focus is on the concept of Relatedness. When leaders Energise Action and hold people accountable for their individual and collective performance through clear objectives, effective feedback and coaching they create a strong culture of interdependence and cooperation which leads to increased Relatedness.
Autonomy is the ability to make an un-coerced decision. In the work environment, autonomy is the ability to operate in a “Want To” culture. As leaders, we can threaten autonomy by overusing our positional power. This overuse of power creates a “my way or the highway” approach, with little respect or consideration of staff.
Today’s focus continues to unpack David Rock’s SCARF model with a look at the second factor – CERTAINTY. Certainty is a firm conviction of the future.
David Rock’s SCARF model is an excellent framework through which to explore human behaviour as driven by people’s social concerns. The first component is Status which relates to how we see ourselves and how others see us.
There is no doubt about it. The companies who are outperforming others, are characterised by leadership that is more receptive to change and more receptive to new ideas.
As leaders, we need to create a safe and welcoming environment in our organisations – a culture of inclusion. Not only it is the right thing to do, it turns out it is also good for business.
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