One example is that one person on the team who is ‘protected’. Or what we refer to as ‘privileged’ because of that person’s relationship to someone who is in a position of influence and power.
More times than not, the person (let’s call this person George) who is ‘protected’ has the support of one or more senior leaders who want nothing to do with addressing this problem person. In their mind, it is just the way it has to be, and ‘don’t make waves’ about it.
This is not a good situation to be in and, there’s never any one solution. However, there are two (2) coping strategies you may want to consider.
Strategy #1 – Establish Team Performance Goals
Developing team performance goals sometimes does the trick if done right. This should not be a vague statement such as “team X (which includes George) is responsible for successfully completing project X by X.”
Be specific. Think Output/Input. In other words, what outputs from George’s work are critical inputs for meeting your team performance goals?
In this situation George can’t hide. Especially when he’s responsible for highly visible deliverables (i.e. outputs). If George does not shape up, his lack of competency or work output is glaring. And now has the view of the senior leaders who have inadvertently created this situation in the first place.
Strategy #2 – Weekly “Catch-Up” Review Process
Managing George’s performance is different than managing his incompetence (or perceived lack of). Managing incompetence is a professional development issue better left to his manager. So creating a solid review process as part of the overall work team performance is key.
In addition to establishing team performance goals, developing weekly ‘catch-up’ sessions often times drives positive performance as well. You’d be surprised at the feedback we receive from people who have taken the initiative to have meaningful dialogues and included George. Often times George wasn’t ever in the loop or part of the work team’s discussions.
Here’s where utilizing your communications dialogue skills not only makes for a more productive and harmonious team, George will only learn and grow. Communications is pivotal and key to any good working relationship. So those ‘problem employees’ sometimes are only a one on one performance conversation away.
These two strategies have worked well for us in similar situations. Give them a try!
For the month of August, Najera Consulting Group will be conducting Free 1 Hour Strategy Sessions for a limited number of owners of small to medium sized businesses and non-profit executive directors.
Schedule Your Session Today and:
• Gain better clarity of your organization’s vision.
• Uncover hidden challenges and blind spots that could be sabotaging your success
• Leave this session renewed, inspired, and re-energized about your business or non-profit.
Space is Limited. Click here to contact us with the subject line, “Free Strategy Session” or call: 630-326-3238
About the Authors:
To inquire about about John’s career coaching services please click on this link.
Gabriel Najera is the president & founder of the Najera Consulting Group. Gabriel is a frequent speaker to organizations. And, is a highly sought after advisor to corporate and nonprofit executives looking to develop a strategic thinking mindset.
Gabriel is the author of the forthcoming book, Lessons From the Field: From Farmworker to Fortune 500 Consultant. Gabriel is available to speak to your organization. To inquire about scheduling Gabriel for an upcoming speaking engagement or to inquire about our consulting services, please click on this link.