Ups and Downs
I recently became excited when I heard about a particular presentation--Organization Structure: A Tool for Advancing Innovation and Business Bottom Line--sponsored by the FedCap Group, a consortium of companies that hire and provide programming for people who are traditionally hard to place. They serve those with disabilities, folks on public assistance, youth in transition, those who may be suffering with mental health issues and those involved with the criminal justice system, to name a few.
If you know me and my work, you know I simply could not resist attending this event. For, finally someone was taking organization structure to center stage! How terrific! I applaud FedCap for being among the few willing to address the issue of structure.
At this presentation I learned:
According to a McKinsey survey, 60% of global executives said they have experienced a redesign within the last two years
Almost 90% of the consultants at Boston Consulting Group said they had recently carried out a restructuring
A Bain & Company study of 57 reorganizations found that fewer than one-third improved performance
The panel consisted of a consultant, the head of a NYC based non-profit, and the CEO of an insurer based in Westchester. All obviously were caring professionals. Some referenced the importance of mentoring; another spoke of hiring outstanding talent when they see it and figuring out the role later; and all talked about the importance of transparency of in-person individual and team communications. So interesting!
Nothing was mentioned about organization infrastructure.
Where was the attention to creating an infrastructure upon which everything else hangs? Where was the organization spine? Let me make this cogent point using the human spine as metaphor. The human spine is the conduit within the body through which energy flows. It consists of discs spaced apart for its entire length holding the spine vertically. Energy flows to organs and other parts of the body through the spinal column, with the spinal cord running from the brain stem down to the lower back, with nerve endings and ligaments. Each has a unique function in the overall well being of an individual. Fluid travels up and down the spinal cord directly to the brain. A physician may order a spinal tap to remove a small amount from the lower spine in order to determine what is wrong within the body. This can determine if there is a serious disease. When discs are damaged there is pain. There is blocked energy and imbalance. When the integrity of the spine is violated we suffer. The spine is complex. We don’t see our spine, but we know it is there holding us up, doing its work to keep our body healthy.
The human spine is a great metaphor for organization structure. Most have not yet studied the invisible infrastructures of our work systems--our companies. Yet the process exists. I think it’s about time to study and apply the body of knowledge known as Requisite Organization (RO). Dr. Elliott Jaques spent his life’s work making visible the invisible organization infrastructure, uncovering scientific facts related to organization infrastructure so that work systems have integrity, creating conditions which support the flow of human imagination and creativity directed towards excellence of the products and services delivered.
Strangely enough, other parts of the world--Asia Pacific and Africa--embrace Dr. Jaques’ findings. As does General Colin Powell (as head of the Joint Chiefs of Staff). The clarity of role accountabilities and authorities, and the importance of having a boss located in the next level of the organization are transformative to the organization’s overall success and profitability, individual worker satisfaction, engagement and fair pay.
Have you looked into RO? BE welcomes the opportunity to conduct an executive briefing for you and your top team, and/or to conduct a pilot study to show you exactly what you have in your company. We are here to help.
BE Bold, BE Brave and BE your Best.
Express Yourself
Happy All Hallows Eve! We couldn’t pass up the opportunity to do some trick or treating with you today. Isn’t it amazing just how popular Halloween has gotten as a national holiday in the United States? Let’s start this blog by going back in time with a few questions.
When you were a child, how involved did you and your family get celebrating Halloween?
Did your whole family get dressed up and go trick or treating, or did your parents walk with you around the neighborhood?
Was your costume made or bought; and if it was bought how much did it cost?
I’ve watched the evolution of Halloween over the last 10 to 20 years, particularly the shift from a child’s celebration to that of an elaborate adult holiday, and I can hardly believe my eyes. I’ve been wondering why has this happened. Of course, I have some thoughts. But first, some stats… tricks or treats… facts or fiction.
It is estimated by the National Retail Federation (NRF) that Americans will spend $8.8 billion on Halloween this year. The average planned spending per person is $86.00, with men spending approximately $20.00 more than women on their costumes. Fact of Fiction?
First off, I am not naive. I know the world’s marketers and advertisers are behind this. But hear me out--I also think the rise in popularity of adults expressing themselves on Halloween is correlated to the fact that they feel as though they are unable to fully express themselves at work.
Just think about this. We each need an outlet to express who we are in order to make ourselves known, and to show the world our creativity and imagination. We do this in our approach to our work, our hobbies, etc. In fact, many of us approach the tasks assigned to us in a unique way--we integrate our knowledge, skills and experience with our personality and behavioral traits to address the tasks before us.
Meanwhile, today’s workplaces are driven by the importance of corporate quarterly market results which creates an imbalance with more emphasis on the results and less attention paid to people and culture. The end result of this imbalance is a lack of engagement; people doing just enough to get by because anything more will not be noticed, valued or appreciated. In fact, the opposite is true in some companies. For instance, doing more or suggesting a new approach is met with resistance. When we get to this point employees, management, and clients and customers suffer as a result of lackluster performance.
I suggest asking your employees what they did for Halloween this year, and whether or not they dressed up. It could be an indicator to you that you need to be paying more attention to the only asset that differentiates your company from its competitors, your people. Please let me know what you find out.
Cogent Distinctions
We now live in a digital age where data is always at our fingertips. Distinctions are important and I’m afraid, in the digital age, not looked into enough. I’d like to discuss two that are of particular importance and worthy of pondering and reflection. The first is management and leadership. The second is OD and training.
When I recently served on a panel discussing Trends In Leadership at New York City SHRM (Society for Human Resource Management) I heard comments from my co-presenters and the audience, which helped me to sharpen and put into greater focus some distinctions. Then, a recent phone call with a colleague new to a current corporate role helped clarify distinctions even further.
I use the phrase managerial leadership when referring to a role that is accountable for the production of work in a unit. It involves assigning tasks, oversight, coaching, and allocating resources. The managerial leader is accountable for the outputs of his or her team.
Dr Elliott Jaques’ Requisite Organization provides distinctions that are essential to overall organization wellbeing and clarifies accountable managerial leadership. He also lists the authorities that travel with the roles of managerial leaders. I have never seen or heard of a comparable definition and/or understanding of leadership. Leadership can be considered an attribute of a role but does not define the role. People say leadership is about leading. Leading what? To where? By when? Within what resources?
Often when I hear people referring to person X as a good leader they are referring to that individual’s personality or ability to influence others in a certain direction. What if the ‘leaders’ in your organization were absolutely clear on what they were accountable for, and what authorities their roles had to exercise for the work of the organization to be done within agreed upon standards of excellence? What transformation would you see?
OD and training activities may sound similar and may even overlap, but they are different and they warrant clear differentiation.
Through many conversations with peers and friends I’ve come to appreciate that individuals and departments responsible for changes in culture, organizational improvement and training in all kinds of companies are continually asked to change their own direction and focus. This can be both demanding and challenging.
Clear guidelines providing distinctions about roles and an overarching business strategy can offer a useful roadmap to different aspects of those roles. Without this clarity, roles may be easily mixed together. For example, training programs can often focus on teaching people new skills and how to operate more successfully in their roles, whereas Organization Development by definition seeks to help the entire organization in a different way.
When an organization-wide perspective is agreed upon—Organizational Development initiatives, training and or team building for example—the work is about the business doing better. While many companies earnestly provide employees with growth opportunities, billions can also be wasted on training programs that don’t seem to move companies forward.
You may wonder why. One reason is that that such training programs may not be part of a larger business/OD strategy developed as a contextual framework agreed to by senior management. Seldom are these processes as clear and objectively measurable as anyone would like. There is enormous subjectivity to them, especially as they often seem to shift with leadership changes every few years.
In the absence of roles with clearly articulated managerial accountabilities, leadership and other skill set trainings will likely emphasize the development of individuals, and not necessarily the organization. This limitation may be difficult to recognize in the face of best efforts and complex daily challenges.
The Important Role of Safety
Safety and the concept of feeling safe is a key component to an effective and positive relationship. The role of safety in relationships really is quite significant, whether the relationships are those at home or in the workplace.
Furthermore, effective relationships are important elements of a positive and successful workplace. Negative and ineffective relationships not only cause a loss in business but they make everyone involved miserable, and when everyone is miserable productivity suffers. This string of consequences could go on with disastrious results—all stemming from safety.
Now, I have a sense that we would agree with this statement: It’s worth taking even a bit of time to dissect this concept of safety in relationships in order to get to improving the variety of relationships in our lives.
Now, I have a sense that we would agree with this statement: It’s worth taking even a bit of time to dissect this concept of safety in relationships in order to get to improving the variety of relationships in our lives.
What does it take to feel that sense of safety?
1) Trust
2) Teamwork/Collaboration
3) Ability to communicate with each other
4) Boundaries
5) Mutual give and take
6) Respect
It would be quite difficult to have safety in a relationship without these six factors. Can you think of anything else that could influence your feeling of safety?
Developing positive and effective relationships at and for work isn’t always easy, yet it’s so important. Relationships take time, feeling safe within takes time. Time that is worth every second.
Discipline
Every once in awhile you find yourself somewhere listening to something and you have one of those aha moments. I had that experience just recently. I was at mass listening to the priest give his homily. The point he chose to highlight from the Gospel reading was, discipline.
For most of us, we think of discipline as the need to “discipline” another be it a child or a worker. There is often that connotation of having done something wrong and needing to be punished. However, the priest spoke about the origin of the word coming from Old French and Latin disciplina as meaning instruction and knowledge.
This got me thinking…
Although I knew he was making a point about the importance of being disciplined in one’s religious practices, the importance of reframing discipline became crystal clear to me. Discipline, when used properly in the workplace is transformative, not only to the individuals involved but to the company or organization as a whole. Just think about it.
What if we were able to introduce the importance of increased knowledge and instruction through continuous learning and skill development communicated in a compassionate constructive fashion? Employees would not only be engaged in the tasks at hand but, like a stone thrown in the center of a pond ripples would spread out. Can you imagine the shift of energy in the workplace? Enthusiasm, an engaged workforce. What if you went home every night after a full day of work and felt exhilarated? What impact would that have on your family--spouse, partner, children, neighbors? The trickle down effect is almost inconceivable.
I ask you, how do you think of discipline? When someone at work f..ks up how do you react? Do you punish? Or do you constructively impart knowledge and educate. Years ago Bucky Fuller wrote an article entitled, The Mistake Mystique. I, for one, grew up being afraid to make mistakes. In the article he pointed out how essential it is for all of us to make mistakes and learn from them; to correct and keep moving forward.
I welcome your comments and suggestions. Lets create a community where we share with one another. Let’s help each other be bold, brave and be our best.
How Courageous Are You?
Let's talk about courage. Do you consider yourself to be courageous--at work? Believe it or not, your courage and that of your employees and/or colleagues could be what stands between you and business success. Take a look...
Do YOU Have a Personal Statement?
I dug deep to pull out the following piece, which really is one of my favorites from long ago—2010 to be exact. I’ve recently had a death in the family and have simply been unable to create anew this week.
While attending an entrepreneurial conference in Calgary last week I had the good fortune to meet a lot of fascinating people. Some were young enough to be my grandchild and some old enough to be my parent. What struck me most was the enthusiasm all had about being engaged entrepreneurs and learning to live their life with greater authenticity. During a break I met a charming young man who told me he blogs regularly and recently wrote on the subject of the thoughtful leader. In less than 15 minutes Kyle McNeil from Edmonton and I covered a wide territory including grieving for a recently deceased love one and finding out that he does business from Edmonton with the daughter of a business partner of mine in NY. Just amazing! I asked him to send me his blog and after reading it decided to quote it. I am thrilled to know that our young people are thoughtful about their lives, the future of business and the planet. He blew me away when he said he had a mission statement for his life. I’ve heard Steven Covey talk of this but had never written one myself. So here are excerpts from Kyle’s blog:
“3 summers ago I wrote down a mission statement to “positively & deeply impact at least one million people over the course of my life”.
“From that space, I realized to be a “thought leader” is good … what about being a thoughtful leader! That fits much better.“
With that in mind, here are 7 KEYS to becoming a thoughtful leader.
Have pen & paper ALWAYS available – the ideas will come fast & furious when you least expect it. Be ready to capture inspiration. Like in so many books that profess the power of writing things down – MY GOODNESS it’s true. Write it down!
Acknowledge profound insights & powerful actions in yourself in others – celebrate this – it’s a gift. The more you honour this, the more you’ll receive. This is abundance.
Serve YOU. Your core purpose is to love you & feed your soul. Without you – you can’t serve others. Death, sickness & unhappiness greatly reduces our impact. Set time aside for your body, mind & spirit – make it a priority.
Explore your why – in other words, why do you do what you do? What’s your mission? The deeper this resides inside you, the bigger impact you’ll make & more results you’ll see. Will & determination ALWAYS wins.
Take action – get involved – this is where your name will grow & thoughts & heart will touch others … the universe loves speed (action) and will show you the way. Expect challenge, failure & success. It’s just part of the journey. Sitting back thinking about how to change the world is important. At the same time, if this is 100% your plan … we’ve got a problem.
Be impeccable with your word – Conscious & clean in your delivery of messages with people. Don’t spill your “crap” onto others. Your words make a long lasting impact. Also be aware, that trying to be perfect & not “hurt anyone’s feelings” will keep you in the backseat — trust me I know this intimately.
Drop the me-me-me, ego and LISTEN! To be a thoughtful leader, you must be considerate of others, if you never stop talking … you’ll never learn what is important to them & you will lose them (especially now that we’re in the civic cycle)! Find out what moves them & what they need though; you’re GOLDEN!”
Kyle’s blog taught me some things. I am starting to work on my own mission statement. What about you?
Please note, this blog of Kyle’s is no longer but he can still be found all over social media, positively influencing others!
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Civility- The Time Really is Now
Yesterday we celebrated Independence Day or as many refer to it, the 4th of July. A celebratory time of family barbecues, vacations and firework displays throughout the country. We too celebrated with friends. However, I must say my heart was not in it--I am pained by the humane disregard and anger I see around me on a daily basis. And I’m even more pained when I realize some of it is rubbing off on me. It seems like it takes a lot of energy to remain engaged.
This past Sunday morning I turned on OWN's Super Soul Sunday to see who Oprah would be interviewing. It was Sister Joan Chittister who was talking about her new book The Time Is Now. I met Joan Chittister many years ago while visiting Erie, PA where my partner Dan Snow grew up. She and Dan's father (Dr. Daniel S. Snow) knew one another and I believe actually did some work together. Joan an American Benedictine nun is an author, theologian and activist; a steadfast voice for justice and women's rights for more than 60 years.
I am seriously concerned about the demise of civility, our moral compass and character in our country. As you know, my work focuses on transforming the workplace and helping people to be their best and recoup a sense of personal responsibility for their work life. It’s also about helping companies develop so that they too can be their best with products and services delivery, and creating companies in which employees are proud to work and communities feel is not their foe.
This year we are celebrating the 50th anniversary of many significant events and happenings. 1969 was characterized by the anti-war movement, Stonewall, landing a man on the moon for the first time, Woodstock, and my NY Mets winning the World Series. It was a time of great accomplishments and significant upheaval and unrest. People, especially the young, were using their voices boldly. Today, some segments of society are making their voices heard such as #BlackLivesMatter, the students of Parkland, and #MeToo. Unfortunately in today’s workplace we are more likely to hear “that’s not my problem” or “I don’t get paid for that.”
We need to create conditions in which the courage to speak up in a civil manner when you see or hear behavior and/or language at work that is upsetting or inappropriate becomes the norm.
Sister Joan is truly eloquent and makes some very important distinctions to which we all should pay attention. Now that the festivities are behind us and you are likely to have some quiet time I ask you, during this celebration of our country's birth, to take some time to either listen to the interview or read her book, The Time Is Now. I invite you to have table discussions at home with your family and friends. At your office, ask colleagues to buy and read the book; and of course discuss the book at work. We all have something at stake here, and if we wait much longer, we may not be able to self-correct.
I'd like to hear your thoughts. Please write or call me. Let me help you introduce this to your organization, family or neighborhood.
No More All Work, No Play
Did you know that out of the 30+ richest nations in the world, the U.S. is the only one that does not require that employers provide paid vacation time to workers? Yet more than half of those that do receive paid time off, don’t use it all.
Despite the fact that studies continue to show that taking a vacation is good for you, many US workers are reluctant to use their time for fear of being seen as less dedicated to their job, or the feeling that their workload is too heavy.
Taking a vacation or even just taking a break from your work is good for you, both physically and psychologically. Your stress levels are lowered, your mind has a chance to clear, and your mood gets a good lift. This list can go on.
Let’s take this a step further—taking a break from your work improves your work.
The impact of an all work, no play mindset tends to stifle creativity and ingenuity.
Perhaps it’s time to reflect upon the philosophical implications of a position that sees paid vacation time as a perk as compared with the position that it is an essential right of every member of society so that they can recharge themselves by doing something relaxing and non-work related for an extended period of time.
As we officially begin the summer season, I wonder just how many people will be texting, calling, emailing or tweeting while supposedly spending the afternoon on the beach with family and friends. Why not take this time to change that mindset of constantly working and the never-ending job to relaxing and fun experiences and interactions with friends and family.
As a self-employed person, I too need to address this issue. Can I really take two weeks at the beach this summer without bringing work along? It’s an epidemic. What do you think?
Human Dignity... on the daily
I have this client who, over the years has also become a close friend. Passionate about buying and wearing Brunello Cucinelli (luxe Italian designer), she's spoken of the interplay of his sense of Italian style and quality along with his commitment to outstanding customer experience whether in person or ordering special items from Italy. Although his clothing is out of my price range even when on sale, I was fully aware of his sense of style and commitment to quality; but I was not aware of his philosophy about work. Believe me, it is worth knowing about.
We could all learn from Brunello Cucinelli...
His company and his philanthropy have amost single-handedly restored the town of Solomeno, Italy
His emphasis is steadfastly on the moral and economic dignity of the human being
His father's message to him growing up remains at the foundation of his daily existence: "the only thing that matters is for you to be a good man"
His workers are paid well
Work stops at 5:30pm because “overwork steals from the soul”
Yes, he is the owner of the company; plus you might say to yourself he's a billionaire and can do anything he wants. All of this is true. Yet I share this today to ask you to reflect and ponder, "What can I do?” What might you do to transform the experience you are having at work? What might you do that will make a difference to the people who work in roles directly under your management. Most people today are overworked. Their exhaustion and malaise is demonstrated by global statistics found in Gallup and Deloitte Touche annual surveys. I hear, as I am sure you do, comments like “above my pay grade” and “the powers that be are only concerned about money.”
I am asking you this weekend to ponder and reflect on the statement, “moral and economic dignity of the human being,” and to do some soul searching. What kind of visceral reaction did you have when you heard or read that phrase? What small thing might you introduce into your life this week to support yourself or another. If each of us agrees to take a step in the right direction each week, I know we can transform the world of work. And... If we do that, we know we can transform the world.
*In case you are interested, here is a recent piece that CBS' Sunday Morning did on Bruno Cucinelli*
Do I Need a Coach or Consultant?
It's human nature to periodically get stuck, frustrated or stale in our business. Whether a managerial leader of a mid to large corporation or a small business owner, in today's world of rapid change and uncertainty it's easy to get stale or stuck which results with staying within our comfort zones. What this does is actually shield ourselves from new opportunities and ways of thinking; and provide the feeling that one more new thing, or decision could be the straw that breaks the proverbial camel's back. This is why I want to share with you an innovative and unique program to help you and your business.
The Strategy and Inspiration Infusion
The Strategy and Inspiration Infusion provides an unprecedented opportunity to go deep to ignite the light inside you that perhaps has been under a bushel, afraid to shine brightly; an opportunity to become unstuck, move forward and create your own change; an opportunity to work with a pair of fresh and expert eyes providing new insights and identifying manageable action steps for the business issues in which you've been too enmeshed.
With the Strategy and Inspiration Infusion you'll get:
A solid block of time to think and express emotions (3-3.5 hours)
Focused attention of a master consultant/coach
Topics identified by you (for example: a management issue the company is grappling with; a difficult employee; building a team; needing to get re-energized or refocused)
Wisdom, knowledge and intuitive insight
Truth telling
Not only that, you will also walk away with clarity, fresh perspectives, new ideas to research, and a plan of action with substantive action steps.
This Infusion regularly costs $999.99. However, you have the opportunity right here to book your own Infusion session at a special discounted price of $850, now through close of business on May 23rd. (And, we make paying easy--we take Veem and Paypal, checks or cash!)
Are You Up For An Experiment?
I was reading a feature story about Susan Wojcicki, CEO of YouTube in Sunday’s NYT’s Business Section when I came across the phrase, “living in a crisis of trust…” attributed to Marc Benioff, Chairman of Salesforce. It got me to thinking.
My work resonates with this phrase. It’s nice to hear that the Chair of a major company is also grappling with this issue. I truly think we are living in an era where the concept of trust has and continues to erode. I ask you, without trust what do we as a people have?
I am not sure if there is an agreed upon definition of trust in the English language. My Macbook Air’s dictionary says the verb to trust means: “to believe in the reliability, truth, ability, or strength of.”
At the core of my mentor’s work, Dr. Elliott Jaques was building trust inducing work systems. As many of you know, his body of work known as Requisite Organization informs much of my organization development consulting. In the Revised 2nd Edition of Requisite Organization, A Total System for Effective Managerial Organization and Managerial Leadership in the 21st Century he defines trust as “the ability to rely upon others to be truthful and to do as they say, and to follow established rules, procedures and custom and practice.” I love this definition. Its specificity is not only helpful to employed people but allows for dialogue on clarifications and applications to specific aspects of work.
The erosion of trust in large work systems is attributed to a confluence of many factors. Some fairly recent like the steady decline of employee engagement, the impact of the home mortgage debacle and recession on working people, and the spark that may have ignited it all traced back to the late 1970’s when Milton Friedman’s article articulating corporations’ primary responsibility was investor returns. The Friedman article was latched onto by Wall Street and is only now being touted as having a deleterious impact on corporate America and our society as a whole.
Lack of trust breeds discontent, uneasiness and puts workers off balance. This goes back to Maslow’s hierarchy of needs. Security is at the base of his pyramid.
Below are some suggestions for you to experiment with both privately and with your teams.
On a scale of 1-10 where do you peg the level of trust in your organization?
On a scale of 1-10 where do you peg your own level of trust in your group?
At a staff meeting ask everyone these same two questions. Assure them their response to Q1 will remain private, unless they choose to share it. Then ask them to write down anonymously and hand in for tallying, where on the 1-10 scale they think the organization falls (Q2). If you feel courageous, ask them to indicate where your group falls.
Have a member of the team talley Q2 parts 1&2. Post on a whiteboard or large easel pad and encourage reflection.
Set rules for responding. Like using a talking stick for example. Ask everyone who would like to say something to say something. But at this time do not allow rebuttals. Only allow questions of clarification.
Ask people to think about what they hear overnight and over the next few days, and jot down some notes for themselves. At the next staff meeting ask people to share.
Ask people to suggest ways to move the score, moving the needle to 10.
Do this exercise with your team on a quarterly basis.
This exercise is intended to help you begin a constructive dialogue with your staff and perhaps get an honest reading of what people think about the company and your unit; to move forward and to BE their best. Ask people to share concerns; and have someone chart responses on a whiteboard or large easel pad. Ask for suggestions to improve.
Building trust is no easy task, but it is essential to a well functioning workforce be it under ten, in the hundreds or thousands. Trust is earned. It can erode in an instant, requiring months or even years of rebuilding over time. I’d love to hear how you did.
All Things Are Possible
Happy spring--a time for new beginnings and growth. I am very pleased to share with you my new beginning... This vlog marks the start of my new bi-monthly outreach. Watch below to learn all about it.
Mastering Those Difficult Conversations
We have all been there. Needing to have a conversation with either an employee, an independent contractor or a vendor we are not pleased with at the present moment. I am sure each of us can name multiple situations when faced with this. It could be someone’s work has fallen off and is no longer at the standard it used to be; or it could be someone just not responding in the same timely manner they used to; it might even be a feeling that your work has slipped in the hierarchy of the individual’s priority.
First of all, say something at the very first inkling that something not going right. Ask if everything is ok. The person may say, “Yeah, why are you asking?” Then you can say what you’ve noticed. They may or may not respond. If not, just keep noticing and even making some notes to yourself. In fact you can create a notebook and write down thoughts, ideas, and feedback for each employee or independent contractor with whom you are working. Notes should include all the positives as well as that which needs improvement.
Sharing the positives is always much easier. It is sharing what needs improvement that is often most challenging. If you wait too long to say something, your list just keeps on growing, and you wind up with a pile of things with which you are dissatisfied. It’s like telling a spouse or child to hang up their clothes at the end of the day. If you wait until weeks go, they’ve created a very big pile and you are really annoyed. As a result, your comments are much stronger, and you might even explode.
It is much easier for a person to receive needs improvement feedback in small doses. They can then take specific action steps, some of which may be your suggestions, to improve. In the long run this builds trust as the person realizes you are not out to get them, but rather are coaching them to be an outstanding employee.
Although independent contractors are not employees, this is also true when working with them. All too often, people just say I won’t hire them again. Sometimes it is worth the extra effort to let them know where improvement is necessary. Wouldn’t you like to know if you were in their shoes?
My best tips when preparing for these discussions:
• Keep a list with specifics dates, times, situations
• Check in with yourself—did you provide the needed information or parameters?
• Be willing to own up to the person if you didn’t share the responsibility
• What is the best outcome you can imagine, or what do you want to happen?
• Take at least three deep breaths before scheduling, and then again before having the conversation with the other person
I’m open to hearing any additional suggestions you may have. Please share your ideas here, or reach out via the Contact Us page. I’d love to hear from you.