We do this … others just talk about it.
An under performing employee is something every manager or leader will have to face sooner or later, but what’s the best approach? Some will tell you that poor performance is solely down to a lack of ability or self-discipline. Others will duck the issue and just try to remain ‘friends’ with everyone on the team. As with everything in business the balance lies somewhere in the middle.
Creating a positive atmosphere in the office is not that easy. Sometimes, there are periods of the year when your employees are going to feel less motivated. This is all a normal cycle, as we’re all only human.
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One of the myths about coaching that I still meet regularly is that coaching is soft and just about “personal stuff”. The people with this misconception will typically dismiss coaching as something that is a distraction from delivering business results.
In his guest post, Jan Bowen-Nielsen dispels this myth.
Coaching works.
In fact, it’s still the best method for encouraging people and teams to reach their full potential. Coaching helps the team grow. It encourages self belief and self-development, and promotes self-sufficiency in the team.
Stick with me and I will give you concrete guidance that’ll have you asking the right coaching questions and see the team grow.
Your leadership qualities are the first, and perhaps lasting, impression you make on people. Get things wrong and you’re likely to derail your chances of ever leading a high performance team.
Why? Because your behaviour is the biggest obstacle to achieving great things. Leadership skills alone won’t get you where you need to be.
It is character — your leadership qualities — that matter.
If you’ve ever worked with other people you’ll know that many groups never reach their full potential. They get stuck. They go round in circles. They never transform into a team.
Ask yourself this: Has your team reached its full potential? If not, read on and discover some of the “secrets” to improving team performance.