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Discover What to do When Your Credit Worth is Damaged Due to Circumstances out of Your Control
First of all, let’s examine exactly what credit worth means and how it affects your financial life. Your credit worth, as defined by the financial industry, is the overall picture of your financial health that is used by lenders to determine your...
Free Debt Consolidation?
Chances are, when you’re reading this article, you’ve typed this particular set of keywords in the search box: free debt consolidation. And without a doubt, a number of articles came out as a result, this being one of them, or else you just happened...
How To Improve Your Negotiating Skills
Negotiation will be an important area for every homebased business owner, especially in lease purchasing. Whether you're dealing with suppliers, employees, or prospective clients, you're negotiating. The following tips will help you to negotiate...
Negotiating to Buy a New Car the Easy Way
Do you hate the thought of buying a new car because of the struggle you have to go through negotiating with the dealership? Relax. Negotiating to buy a new car is easy. Sure their sales people receive negotiation training, but you have the upper...
What is a Business Analyst? (Part 1)
What is a Business Analyst?
Today the term Business Analyst is synonymous with a career in
the IT industry but the most successful and valuable analysts
are those who understand the "business" rather than those who
understand IT.
So...
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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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| Negotiation - Wikipedia, the free encyclopedia |
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| Global Trade Negotiations Home Page |
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| Principled Negotiation |
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| Apache Content Negotiation |
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| JobStar--Salary Negotiation Strategies |
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| PON Clearinghouse |
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| :: Negotiations Affairs Department :: |
| Information on the issues, history, developments and positions regarding Palestinian-Israeli peace negotiations. |
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