Through the last several posts, we’ve taken a hard look at just how important it is to have candid conversations with our team members when they’re not keeping it between the ditches rather than ducking the issue and hoping things will get better on their own. While we’ve looked at some very specific examples of what works, and some that just don’t, there’s one more thing we can do to increase the effectiveness of those often difficult conversations!
In a LinkedIn article I published recently called How THEY Want to Be Treated, I touched on how much The Platinum Rule applies in these situations. If you’ve been reading these posts for more than a few weeks, you know where that reference will lead us over the next few. If that’s not ringing any bells and you think that was just another one of my grammatical errors, put The Platinum Rule in the search box here on our blog and you’ll find all you need to get up to speed in a hurry…...
We’ve been looking at different scenarios where team members aren’t performing to the level they’re capable, whether that be through their words or their deeds. In some cases, it can be very intentional. But there are certainly times where they’re just not aware that more is needed.
For the most part, supervisors, and owners have great relationships with the people around them. That’s how it really should be, right! Solid relationships lead to long term working relationships, but that can also make it pretty tough to have a candid conversation… That said, not addressing a situation can lead to all kinds of yucky business down the road!
One of the fundamentals I learned early on with behavior-based safety, more specifically when addressing at-risk behavior with a peer, was to be very intentional about pointing out the potential for injury from that behavior and be very careful not to question their ability or intent in the process....
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