Today’s final installment of ‘The Best and Worst of’ series is slightly different in that it addresses a question from a listener who is a leader apparently dealing with the ‘worst of’ employees. In their question, they look for our experts’ guidance in helping them with a group of dysfunctional employees that they have inherited, without having to ‘clean house’. As you can imagine, Maria and Michelle have a great deal of information and advice to offer this listener that will undoubtedly prove beneficial to all listeners.
They begin by looking at the vast amount of differences within any group of leaders, the first thing that needs to be done in the situation described, and the need to analyze employees as individuals to determine strengths and weaknesses. They then proceed to examine different perspectives on leadership, the importance of effective communication, micromanagement, and how REL Talent can help in these types of situations. They conclude by discussing the notions of finding the right department for employees to shine, ‘setting the bar’ and ‘raising the bar’, and dealing with attitude issues. Today’s episode goes far beyond simply offering a response to the question submitted, delving deep into the nature of leadership itself, and the power of vision and motivation associated with it, filled with nuggets of wisdom for leaders and employees alike.
The Finer Details of This Episode:
Quotes:
“Every boss or leader is going to be different in their expectations.”
“Decide who you are as a department, decide what your vision is, where you’re headed, the strategy that you’re going to need from your team to get there, and then communicate it in a group setting.”
“What are the projects or the things that you do in your day that are super easy for you?”
“What are the things that you procrastinate on or you postpone or put off to the last minute?”
“Using them in the ways that they are good or they are successful.”
“Like it or not, your ass has got to change for every person on your team.”
“People hear what they want to hear based on their previous experiences.”
“Adjust conversations, adjust your emails, so that they meet the needs of the person you’re talking to.”
“You should place me in a department that is going to best suit my needs and my skill set and my abilities.”
“Moving forward, my expectation is that you assume positive intent from me unless I give you something that deserves your mistrust.”
“Sometimes they just want to be heard…sometimes they have got to go.”
“Go find the place that you do fit, you just don’t fit here.”
“Here’s where we are right now, and here’s where I need you to get to.”
“You actually have the ability to take a group of people to really cool places and get really great things done. It does, however, require that you exert a whole lot of emotional energy to get there.”
Show Links:
REL Talent homepage: https://www.reltalent.com/
