|
Greetings!
The Leadership PROBLEM
Imagine this situation...
Your team members are working hard, but you're seeing signs of frustration and discontent. As you've talked to team members one-on-one the theme is best summed up as "I'm tired, I'm burned out and I just feel stuck."
We know everyone's certainly not going to get a new job with new challenges for stimulation and they certainly are needed to do the very job that's burning them out.
So what do you - the leader - do to revive spirits yet get the work done?
Lots of ideas come to mind, but one approach I've always found to be a winner is giving a person the opportunity to grow as an individual in some way they have identified or that I can recommend to them. Most people are anxious to learn more about themselves and just need someone to point them in a direction.
This can work if the team member isn't overburdened with personal issues that may be causing problems on the job...AND if you, the leader, are willing to invest some time in follow up with this team member. Why the follow-up?
In this situation you're "leader as teacher" (an often overlooked role) and your team member:
- Will be anxious to talk about any progress made and whether you've observed any progress
- Needs specific examples of how you are seeing change and whether it's positive
- Wants your counsel about other things he or she can do to develop this particular skill or strength
Let's say that through conversations with team members you, the leader, have discovered that:
- Team member #1 would like to learn to speak up more at meetings - even take a part in conducting portions of meetings. How can this not be a winner? Help with meetings, involvement of team members, seeing someone grow into a skill they haven't previously stretched for - it's good for everyone.
- Team member #2 wants to grow in several areas - she works with a community organization and would like to show more initiative and commitment - can this have a payoff for your organization if you help her with her requests? Sure it can.
- Team member #3 really has trouble understanding what you say when the two of you talk together. You know the problem is his inability to focus and really listen and you also know that things won't improve until you strengthen his active listening ability. When he's had some skill-building in listening it'll make a difference in all areas of his life, including on the job.
How do you provide genuinely useful and productive developmental resources for these three team members? And you'll have more situations in the future that will require your "leader as teacher" competencies. So you need something that:
- You don't have to create!
- Is professional and will target the specific skill development needed
- Will allow you to provide coaching input on a regular basis to each team member
- Offers room for additional growth beyond today's identified need
- Is cost-effective
| 
