Month: March 2018

What Should You Do?

Here is what you should look for in selecting online training:

• Is it engaging?  People learn nothing if they are bored or sleeping.
• Is it interactive?  The best have videos, polls and live answers to questions, not just lectures.
• Is it taught by qualified instructors?  Ideally, attorneys, although – let’s be honest here – some can be ponderous. Pick a session with someone who can use humor, real examples and stories to keep people’s attention.
• Are you able to track attention levels?  Some presentations allow you to follow whether someone is splitting their screen while they are supposed to be participating. Others also allow you to tabulate whether they answered all polls and questions.
• Is there follow-up?  Can participants ask questions after the session if they think of one later? Are there newsletters or other follow-up material sent out to remind people of the principles covered?
• Is there a discussion of values and your policies?  If the session only covers the law, not your organization’s policies and values, you are missing an important piece of the puzzle on this topic.

Some people simply are not coachable. This has been a hard lesson for me to learn. I’m one of those persistent people who rarely gives up once I’m committed and I will follow my coaching clients off a cliff whilst trying to help them succeed.

Yet I’ve learned that some people simply don’t have the desire or ability to change and even the best coaching won’t move them along the path. You can offer various carrots and sticks, try to motivate them according to their values, talk, talk, talk and listen, listen, listen — to no avail.

“…some people simply don’t have the desire or ability to change and even the best coaching won’t move them along the path.”

What do you do at that point? You fold. But as Kenny Rogers said, you have to know WHEN to fold.   https://www.youtube.com/watch?v=Jj4nJ1YEAp4

What Should You Do?

As a leader coaching your staff, how do you know when to fold? Follow these signs:

• Going through the motions.  You have the nagging feeling that you’re being played. They’re going through the motions but you’re not seeing results.
• Excuse making.  Even though you’ve agreed upon measurements up front, they continue to have a litany of excuses for why things can’t be accomplished or finished.
• Cancellations. They frequently cancel or reschedule appointments with you.
• Nagging. You feel as if you’re repeating yourself, nagging and pushing. You’re working harder for their success than they are.
• Co-worker complaints.  Their co-workers continue to complain that the original objectionable behaviors persist.

If you see several of these signs even after you’ve given coaching a reasonable time period (at least as much time as you would give a new employee to get on board), know that it’s time to fold.

Our leadership and management classes cover effective coaching techniques and outcomes.

Call or write us at: 303-216-1020 or Lynne@workplacesthatwork.com

Learn more about our training offerings and check out our team members at:

www.workplacesthatwork.com

 

Read Lynne’s book “We Need to Talk” – Tough Conversations With Your Employee and learn how to tackle any topic with sensitivity and smarts.

 “…once there is a conflict, you need to stop emailing and start talking.”

Email, of course, can be an effective form of communication but we should reserve it for facts, not diatribes. My rule has always been that once there is a conflict, you need to stop emailing and start talking to the relevant person. Social media or texting is even worse and so easily misunderstood. Without voice tone and facial expressions, you may think someone is seriously attacking you when they had a very different intention.

What Should You Do?

• If you are a leader, serve as a good role model. Practice good communication techniques and do not use emailing or posting to avoid talking.
• Do not write sarcastic, demeaning or emotional comments over email or online. Vent in a private notebook if you need to collect your thoughts, but talk in person or by phone if emotion is involved.
• Take every opportunity to learn good communication skills. Attend workshops, read books and articles and strive to be effective. Good communication is a skill, just like programming or accounting. You can learn how to be good at dialogue and few things will improve your workplace success more.
• Do not email or post unless you would be happy with your boss, a judge or the Russians reading what you wrote. Online content lasts forever, may be forwarded to other people or, if it is on your company’s servers, your employer can view it at any time.

Our workshops on tough conversations include rules on when to stop using online tools for conversations.

Call or write us at: 303-216-1020 or Lynne@workplacesthatwork.com

Learn more about our training offerings and check out our team members at:

www.workplacesthatwork.com

 

Read Lynne’s book “We Need to Talk” – Tough Conversations With Your Employee and learn how to tackle any topic with sensitivity and smarts.

 

What Should You Do?

• Throw out your stereotypes. Just like younger workers, older workers want to be treated with respect and as individuals. Get to know what their values are and you’ll know how to engage them.
• Replace the word older with the word experienced. Who doesn’t want an experienced worker?
• Ask them for input. Don’t be afraid that they’ll think you don’t know what you’re doing. Be open to their feedback and suggestions.
• Don’t refuse to hire them because they’re “overqualified.” The courts have held that the word “overqualified” is a code word for too old. In addition, you never know why someone is applying for a certain job. Perhaps they’re tired of being a manager and just want to do excellent work. Perhaps their financial needs have lessened but they still want to contribute. Perhaps they have family responsibilities and want more work/life balance. Whatever their reasons, the research shows that they’ll probably be with you longer than someone right out of school.
• Partner them with younger workers as mentors. Try to create a learning environment where they can both learn from each other.
• Consider legacy.  Encourage them to consider what legacy they want to leave in the workplace. Listen to their thoughts on this topic and try to help them achieve their goals. Just like younger workers, experienced workers have dreams also, not just thoughts of surviving until retirement.

Our workshops on discrimination, diversity and inclusion cover topics relating to experienced workers.

Call or write us at: 303-216-1020 or Lynne@workplacesthatwork.com

Learn more about our training offerings and check out our team members at:

www.workplacesthatwork.com

 

Read Lynne’s book “We Need to Talk” – Tough Conversations With Your Employee and learn how to tackle any topic with sensitivity and smarts.