“Are You The
coach, team leader, or business owner claims that they want the top
performers on their team. When asked why, they share that having
top performers ensures better productivity and higher quality
performance. Plus, they are most often self-motivated. However,
many times these self-motivated top performers have difficult
personalities, require constant recognition, and are not the best
What happens when
they clash with each other or other team members? They may engage
in destabilizing arguments or petty clashes. These lead to
distrust, animosity, and/or jealousy resulting in lower
productivity and low team morale. They demand that you choose sides
and become the “Sheriff.”
This is an
opportunity disguised as a problem.
As for myself, I
have no interest in being a sheriff. I want team members to be
mature enough to discuss issues themselves and solve their own
problems. This requires a set process.
In individual and
team meetings I emphasize that I have zero interest in being a
sheriff. As mature adults, they are expected to resolve their
differences with respect. The expectation is for them to talk out
their issues, working out solutions by themselves. This is an
imperative first step for conflict resolution. If they cannot, or
will not, come to a solution, then I will craft a settlement that
neither will enjoy.
If they have
sincerely attempted to come to an agreement…and failed, then they
must acknowledge their failure publicly, asking for my assistance.
Then, the 3 of us will meet in a room away from the rest of the
team. Here is what happens. Each will speak without interruption
one at a time. I will ask questions and take notes of the first
person. Then, the other person speaks while I ask questions and
a solution, I share my respect for each of them, as
well as their responsibility to the team. I also
express disappointment that they could not resolve the issue as
adults. Then, I share my settlement which requires compromise from
both of them. They are required to accept this and shake hands.
Then we return to work. Seldom is there another issue that they do
not resolve themselves.
immediately become the sheriff. Ensure a compromise where neither
is completely satisfied. Then, require a hand shake. This process
requires your top performers to work together for solutions. Then,
your entire team wins.
“Are You The
That is today’s
“What Training is
In a recent
online poll, 71% of business owners and senior leaders indicated
their managers would get more benefit this year by updating their
leadership and team-building skills. Let’s review some possible
reasons for this.
Most managers are
promoted as a reward for doing a good job in a role where they are
only responsible for themselves. That is a mistake. A promotion is
not a reward. Individuals eligible for promotion have different
skill sets than others. Workers are measured on what they produce.
Managers are measured on what the team produces.
be offered to those professionals who have demonstrated some
leadership skills and shown the desire to help others succeed. For
instance, promoting top salespeople because they were successful
selling, and assuming that their good habits and methods will be
adopted by other salespeople that they lead, may not create the
results you desire. The persons you promote must understand that
managers will only be successful if the people they lead are
What training did
these managers receive when they were promoted? Did they work with
another manager to learn leadership processes? Were they promoted
and told to mirror the actions of the previous manager? Were they
hired or promoted, and given no additional training? Many times,
people are put in leadership positions based on their previous
experience and receive no leadership instruction. I vividly
remember my boss sitting down at my desk for several hours at a
time. When I would ask if I could help him, he said that he “Was
just watching me work.” He shared that “You can only
expect…what you inspect.”
What are some
skills required of leaders? They must write and speak effectively.
Understanding basic personality types helps them communicate
properly with team members and clients. Leaders must learn how to
teach others and how to motivate them. Facilitating effective
meetings means learning to delegate tasks, assigning
responsibilities to subordinates, and holding them accountable.
They must learn how to find and analyze data, how to use that data
to make decisions and projections, and how to develop action plans
to accomplish team goals.
Being a coach,
manager, or supervisor requires knowing how to handle the 4 Ps:
The success of
the person promoted will be determined by what they learn from the
training they receive, how they use it to help others succeed, and
how well they manage those 4Ps.