Ask, don’t tell-what if I my control over my staff as a leader lose?
Question: I’m a sales manager for a business services to companies in Minneapolis. I am responsible for all new business revenue for my company and I have 5 sales people who work for me. 5 people, sales is only one star artist. I have respect for the rules and creates a really bad relations with all the other people in the society. I am the leader of the team and the rest are angry that this happens. Although I don’t like to hear the comments of the head of the team, I know that I cannot my goals a number and the company may not, for the year without him. What should I do?
Answer: I call this a terrorist! Someone who knows what you have is a terrorist, and they use it for you and everyone in the company hostage to their behavior. I have their customers through exercise, understanding of the objectives, position and strategy issues that determine what actions need to be done.
To the first question I ask, “what is the problem?” This is to ensure that we are aimed to remedy the problem. What invite their clients to do is think about the General objectives of the organization.
Then a reference to the current situation. So what do you do, you’ll be in complete alignment with what is best for the entire company.
In this situation that you specified on the fact that the objectives of the company and the organizational unit, you must be an employee. It is a big step and often leaders are so emotionally charged that behave in such situations, than to believe that the aims and objectives of the company or Department. I commend you for your foresight. The leaders, which are usually considered high emotional intelligence. It turned out to be one of the most important components in the assessment of long term success in their career.
The next step is to understand the situation, you and your company.
The increase of 50 thousand feet to the whole situation. Outside yourself and ask, “How did it start to happen? Sometimes we find the cause of the included in the culture of the organization.
Is this kind of behavior is tolerated?
The Director-General for Enron when he heard that two dealers, stealing from the company he did nothing and then said: “still us money.” What stole was smaller in comparison with what did the company. He knew that if they took action, it keeps its revenue machine that needed, because it was that his intention is to end.
It also gave permission to the other, as if they were that good money for the holding of the company could steal. It was the result, it is not surprising. It is an extreme case of a terrorist working for the company-was excessive lack of moral compass of leadership. In case you present, it is clear that this behavior is not consistent with what management is looking for from the behavior that is tolerated.
Once you are up to 50 thousand feet and see if the company had the complicity of the situation, then it is good to 10 000 feet, the perspective and to find out if you get the “complicity of the situation.
It is frank and I hate to say that i’m doing in the column where it can’t legitimate questions, but it’s hard to imagine that you will not allow that to happen. It is not salvation from a terrorist of his behaviour, however, because it is wrong, if you stopped the behavior of the cold, this should never have happened. I say this because the solution, whether you choose, you will have to go with your teacher or trained in limits for your team.
Without these boundaries, you will be facing this problem again.
The third part of our position of research is to go to the ground the situation itself. When we believe in this kind of situation, we have employee only two options, we can fire or can learn. If the employee will make a mistake, it is because we do not learn how to correctly or are not able to function.
To find out what a choice of three questions. Firstly, the employee can learn? For the other organisation, or has the time and resources available for railway employee? Finally, it is this employee motivated to learn and change? If you answer some of these questions is no, the decision is chosen, it is necessary that the user can go. The decision is, like Donald Trump, you’re fired!
It is not clear from your description, if the employee is the ability to change the behavior, so I that’s what he’s doing pretty well for your organization will adopt, and probably has the ability to change.
It is clear that your number one manufacturer, you must have the resources and time, which had come into alignment with the company. The larger problem is motivation. Often that a terrorist is not the threat of what feels can happen to them, if they do not fall in line.
Fat, happy and become arrogant! This arrogance is what blocking their ability to realize that they need to change. The company has a point where it cannot accept such behaviour that has been reached.
Unlike the television Drama life in the real world, and only let him go, is an excellent first choice because of the company, depending on his income Donald ‘s.
In almost all other circumstances, would the fire, but because of the health of the Organization, in terms of revenue.
The last part of the understanding of our position is to understand, whose decision is it to do, and what needs to be done.
If the consequences of your actions the strategic management of the company will, can I ask you to consider, including the leader of the team, and that the responsibility is yours to deal with it, and the final decision in fact in the team or the Directors-General, its importance for the organization.
This is really a strategic decision, then just let it go, not a person that is a lot of people go, if one assumes in the operation of the undertaking, lower revenues means less staff needed to customer service.
In this interview with the Director and the rest of the strategic team and tell them that the steps that are considering and this strategic issues will train: location as an organisation we are prepared to assume the position of principle on the issue of income?
It is clear what the outcome of this will be their employees?
We have cost cutting to this step?
See what our losses of the industry’s most gifted seller?
He goes to work for our competition? What impact will this have on your business?
Work through this strategic issues such as the Organization and the Elimination of this problem is at the head of the team-you all will close as part of the process and stop complaining about it.
By these questions can be closed at the end of this process, use of the three-prong approach to this situation. In progress at the same time plans three.
Schedule “A”, you will have to continue to train staff to behaviour that is consistent with the values, beliefs, and rules of the company.
Plan B, at the same time, I would recommend, move the rest of the sales team at a higher level of free your reliance of this terrorist and operationalisation of the plan “C” and begin the process of recruitment for a possible, if not likely replacement staff.
It is important that the rest of the team leader and your sales team know they are training of such personnel in these areas, behavior, and that’s OK with you. But no more information than that-it’s inappropriate to say more than that in the vicinity of the public. It will build your credibility as a leader and one of the individuals behavior to sink the company wants to build a culture.