If you can look at it not for how you perceive that it reflects on your own competence, but rather, what it means that your team can deliver for the organisation.
Ultimately – it depends on what you are trying to achieve with the discipline system. If it’s about getting rid of an employee, it’s a long and painful way to achieve that. If it’s about effecting change – it rarely works, at least in the long term.
The first thing to say is that mankind has been behaving badly since time began. It’s now just more obvious because we’re exposed to other people’s stories through social and other sources of media. You know when you buy a yellow car, how suddenly all you’re seeing are yellow cars? We see what we focus on, so if you start looking for idiots, that’s what you’ll find.
Research shows that making just one decision, reduces the glucose (or blood sugar) available in the brain to make the next decision. The brain doesn’t differentiate between how important the decision is – just that you’re depleting the supply of available energy. This means that by the time we have got to the point in our working day where we actually need to make an important decision, we’ve already used up some portion of our daily allocation.
Of course, these are often the conversations that we put off because we think they will be difficult, awkward or uncomfortable. And so things don’t get said when they need to be said. Feelings fester. Positions become entrenched. What was a smaller issue becomes bigger. What was fixable becomes less so.
So, leaders and organisations everywhere will be pleased to know that there are tangible things you can do. The good news? They’re relatively easy to implement and you probably know about most of them already.
A senior leader in a well known company gave me an example of how her leadership team aren’t communicating with their teams about forthcoming organisational changes. This
Coaching is at its heart an inherently positive process – to build on strengths and move forward. The coach must believe that the person is capable and hold the space in a way that allows the counterpart to trust and grow.
Same ol, same ol? Think about the last time that your organisation appointed a new leader Was there surprise expressed about the background/experience or characteristics of
How to turn around conflict causing scenarios that are giving you headaches and causing building resentment.
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