When analyzing a performance problem, I’ve found it often pays to look at the supervisor or manager and how they manage their people. Examples:
- Unclear or no accountabilities
- Weak communications
- A lack of performance standards
- Ineffective or no key processes
- No performance reviews
- No performance plans
- Not addressing performance problems
- Not addressing development needs
- Gaps or overlaps in accountability
- Consistently hiring the wrong people, and so on.
In fact, it’s astounding how often it’s the boss who is enabling performance problems, and with some help, he or she can significantly improve the performance of an individual, a department, a division, or even a company. Many times the boss is not aware that this is happening and is very receptive to guidance or coaching.
Do you have supervisors or managers who can be more effective? What are you doing to help them?
© Copyright 2016 Bob Legge
Bob Legge provides organizations with the ability to exceed their most ambitious goals. I work with leaders of Fortune 500 companies, small and mid-size companies, nonprofits, education, and government. Together, we drive strategy, lead successful change, develop high performance cultures, improve individual and organizational performance, and produce faster, sustainable growth and value. Contact him at firstname.lastname@example.org