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Corporate Identity Management
Competition is great in the market world today and in order to get your business noticed, you will need good corporate identity management. You need to bring together all of the good qualities of your company as well as emphasizing what a great...
Debt Management gives the comfort of a debt free life
Everyone borrows money from the financial market at one or the other time to meet some urgent needs. But, at that time we don't realise that taking various debts from different lenders may become a burden one day. If you too are facing the...
Time Management and Money
I remember how intrigued I was when years ago, and long before I had heard of time management, I recognised the link between time and money - we say that we 'spend' both time and money, and also talk about 'saving' time and money. Moreover...
Time Management Tips - How to Have a Filing System That Works
Recently I was working with a new client who had invested hundreds of dollars for a records management organisation to set up a filing system for his business. The system looked impressive. The only problem was it didn't work! It had been...
What is a Debt Management Plan, and why should I enroll?
It's Friday night and you just sat down to watch your favorite show. A few moments later a commercial comes on. That's right, another credit counseling agency promising to lower your interest rates and stop collection calls. If you're cynical or...
 
Beyond Management Coaching: When Things Are Getting Out of Control


Leaders and Managers often ask us, ‘What do you do when you have tried to coach and counsel an employee about a performance concern, and the employee has not responded?


Unfortunately, we see far too many cases where the leader hasn’t, in good faith, tried to coach the employee or to put the leader’s concerns into words. Often, leaders look for a quick fix alternative to what is perceived as a difficult and painful confrontation.


We have also learned from first-hand experience that management coaching is not a one-shot effort. It takes regular ongoing discussions and experiences to achieve the level of support and cooperation needed. When you have truly exhausted all your good-faith efforts to coach an employee into change, you have the right to move to the next best alternative, a coaching based solution.


In certain situations, employees have grown accustomed to and dependent on heavy authority in the workplace, or they just don’t feel attached to the job or organization. We are not advocating that the leader wait for someone to pass out a permission slip to try a different approach; rather, the leader should tell the employee that the management coaching approach hasn’t worked and it is time to take a different path. Probably the best thing a leader can do is literally call a time-out, pull back, and reexamine the entire interpersonal/working contract or agreement with the employee. The leader needs to reconsider the basic assumptions and understanding about the employee’s role and terms of employment in the organization. This is a major renegotiation effort.


It is very possible that the job demands or personal expectations and objectives of the employee or leader have changed


sufficiently that a real pressure point has been created in the leader/employee relationship. Remember, a social contract between a leader and employee works as long as there is “mutual consent and valid consideration” for both parties. If a new agreement and shared vision of common goals can be reached, then a new state of leader/employee stability and equilibrium will be achieved. If not, the leader and employee should begin to explore and plan a way to separate effectively.


Some leaders say they can’t get along without the employee. No problem – you simply need to look for creative ways to restructure the employee’s job or reassign or retrain the employee to cut your losses and limit your exposure. You may consider “down-sizing” the employee’s role to fit the needs of the situation.


Another strategy is to pursue a path or formal disciplinary or probationary action. Obviously this is riskier; it may be a path of no return in the sense that cultivating a healthy relationship in a climate of hostility and possible resentment, anger, and embarrassment over disciplinary action is difficult. You may be forced to pursue this path to the unpleasant end of a separation, the ultimate challenge for any leader.


The other thing you may consider is to take two aspirin, grin and bear it, and go on lots of short vacations.


About the Author



If you would like to learn more about CMOE’s 27 years of management coaching research and experience, please contact a Regional Manager at (888)262-2499.


To learn more why organizations such as Pfizer, Chevron, Texaco, Samsung, and others have chosen CMOE please visit their website.

 

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