As a manager, part of your job is to deal with people who have the skill to get the job done but aren’t applying those skills well enough; not getting good enough results. In our management training seminars, management training Boston, and management courses in new york, we pay special attention to the many ingredients it takes to inspire team members to change their behaviors; to up their game.
You may be one of the many who struggle with being effective at inspiring your staff member to take greater ownership of their actions and strive for improved performance from them.
This piece deals with the important issue of counter productive messaging. What does this mean? Let’s use the kind of example we discuss during the management seminars nyc, management training Boston, and management courses in nyc of a subordinate consistently surfing the web with personal interest during paid-to-work time (though any example will do). You’ve had an informal conference with them but they are repeating the same unwanted behavior. You are now meeting again with a Verbal Warning to document. In the first conference, you may have taken a highly supportive approach. After all, it was the first incident. But their repeated behavior now has you past disappointed and a bit ticked off. In Bold New Directions’ management seminars nyc, management training Boston, and management courses in nyc, we acknowledge that when you meet this second time, your voice can absolutely have a hard edge to it and your face is stern.
What we also cover in our management seminars nyc, management training Boston, and management courses in nyc is how to use situational leadership, in part based on varying behavior styles. If you are corrective coaching a "Doer", your harder voice and facial expression is no problem. They are very strong minded and almost nothing feels conflictual. But if our example of a Verbal Warning conference is with the Doer’s opposite, the "Guardian", their mental emotional make-up is quite different. These people avoid conflict like the plague. Your voice and face in fact have them feel threatened. Now at the management seminars nyc, management training Boston, and management courses in nyc, we talk about how it seems natural to come down harder in round two of the same transgression. But the problem is this. Neuroscience tells us that the middle brain’s limbic system goes into fight/flight or freeze mode when it feels threatened. And the counter productive piece is that the person feeling attacked literally cannot hear what you are saying. They physically have audio inability to take your message in never digest, consider and rethink their actions. You, the manager may not want to hear this. But this brain science is proven. If you will understand and use this information, you can tailor your approach based on personality. One size does not fit all when it comes to managing people whether in a corrective coaching session or other situations.
The message in our management seminars nyc, management training Boston, management courses in nyc is always the same. First, focus on the results you want from someone you supervise. Then, use your wisdom to decide situationally, each and every person, each and every time, what messaging delivery approach to take. What will work best to produce the results you want. That is ultimately why you are paid to be a manager; to get the best work done through your people.
For more information about our management seminars nyc, management training Boston, and management courses in nyc, please contact The Management Training Institute or www.boldnewdirections.com.
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