leadingtoday.org
Leadership Tip of the Month
September
2001
Copyright 2001 ã weLEAD, Inc.
Correcting
a Co-worker
One
of the most difficult tasks a leader has is to establish and nurture a vision for
their group or organization. Keeping all coworkers excited and moving toward
the same goal can be a great challenge. This becomes even more daunting when a
member of the team needs to be corrected. There may be many reasons for having
a corrective discussion with a coworker. It may be because of an attitude, an
open remark, spreading an unhealthy rumor, or violating a confidence. Allowing
these negative traits to continue can erode the trust and confidence of the
entire team. As a leader, it will occasionally be necessary to address this
delicate issue. How can a leader have a corrective discussion that has positive
and constructive results? Here are some points to ponder.
1.
Correct an individual privately in an atmosphere of a “one-on-one” chat.
Only under the rarest of circumstances should you correct someone in public.
Doing this almost guarantees the creation of lingering resentment or bitterness
toward you and the organization. The purpose of private correction is to sincerely help the individual,
and benefit the entire team by preserving the positive skills and talents of the
individual.
2.
Begin the conversation with a personal and positive approach. It is
important to begin by letting the person know you appreciate their contribution
and abilities. Point out a few positive qualities they possess that you admire
and respect. Don’t begin the conversation by launching into a diatribe about a
problem or perceived weakness on their part. This will backfire and the
individual will probably “return fire” by letting you know about all of your
faults. Start out slowly, and begin by showing the person that you recognize
their strengths and contribution. Let them know you really care about them!
3.
As you direct the conversation toward the discussion of a problem, remember
to listen. This provides you an opportunity to analyze the problem from a fresh
perspective. Address the issue and allow the individual to explain it from
their perspective. Again, simply “cutting them off” in mid-sentence is sure to
create resentment. Allow them to talk and express their feelings. Next, it is
your turn…
4.
Begin by clearly and patiently expressing the problem, as you perceive
it. Show the negative consequences of the individuals’ actions and how they affect not only
you but also the entire team and its mission. Explain how their actions may erode their credibility and
respect from others. Tell them clearly that you expect this conduct to cease
because it is counterproductive. Avoid using a tone of anger or raising your
voice. Set the right example of maturity and dignity in your conduct. Remember
the goal is to point out a legitimate problem and help the individual to
recognize and overcome their part in it. Offer some positive suggestions on how
past experiences could have been handled!
5.
Finally, conclude the conversation by once again reminding your
coworker of how much you value their input and personal talents. You want to
end the conversation within a positive environment. You want the individual to
leave the conversation clearly knowing their responsibility is to change, but also feeling
like they are still appreciated and have a vital role to play within the
team.
For
weLEAD, this is Greg Thomas
reminding you that is was Walter E. Washington who said,
“People
are not an interruption of our business, people are our business.”
To learn more about leadership go to the weLEAD Home Page!