LEADERSHIP: THERE ARE NO TROUBLESOME EMPLOYEES

In a recent leadership survey, respondents told me their most common problem was dealing with difficult employees.  People, who for one reason or another, didn't want to sign-on, cooperate or pull their weight.  This is interesting, since the only thing a leader has to have is followers.  So, if any are opting out, then I’m not a leader.  At least, for them.  Hands up if you’ve ever had this problem!  I have, and all too often. 

What do you do?  Well, according to my respondents, the first thing is own it.  And, recognise there are no troublesome employees, only troubled leaders.  Our job is to find a way to reach each person, who's needed for the journey.  Regardless of whether they're our sort of people or not.  It's about mutual respect, not a love-in.

There's an old saying that an employer gets the unions he or she deserves.  Bolshy bosses get bolshy union reps.  Similarly, as leaders, we get the followers we deserve.  If we're open-minded and make an effort to bridge to a wide range of people, giving each dignity and finding what motivates them, then we've made a start.  However, if it's my-way-or-the-highway, then some will probably refuse to walk with us.

So, what do we need to do?  First, relate to people in heart as well as mind.  Understand them; not just their role.  Second, listen intently.  Third, customise our speech (both words and emotions) to engage each individual.  A hundred different languages for a hundred different staff.  Fourth, share ourselves - so they know who they're following.  Many people work more for their boss than the company.  Fifth, think ahead to what our followers will need; how they'll react to various situations.

Now, a test.  If your team answered a survey, how would they rate you on each of these leadership actions.  High, medium or low?

Build your followership and staff engagement!

Categories for this Potshot:

Engage people, Build teams and relationships,

Did you enjoy this article?

Subscribe to RSS feed