4 Steps to Discussing Under-Performance

TELL™ Them What’s Gone Wrong

(click below to view the video or read on if you’d prefer!)

For many, December is synonymous with Christmas. For others, Hanukkah is the highlight of the last month of the year. But, in the office, for millions around the world, December is the month of performance evaluations. For this reason, I am dedicating this last article of 2015 to discussing the dreaded issue of under-performance.

While many team leaders forget to say ‘thank you’, what many really struggle with is appropriately addressing under-performance. If you’ve just gone "hmmm" then you know what I mean: how uncomfortable the prospect of such a conversation makes you. Well, let me suggest to you that you are not alone: those folks who under-perform typically know that they are not doing well and they too feel dreadful. So how about putting an end to both your and their misery and finding the words to finally tell them what’s gone wrong?

So let me offer the TELL™ model, a 4-step process to assist you with preparing for and then having that delicate conversation around under-performance which does not end – just – in tears.

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4 Steps to Optimal Performance

Going for GOLD™

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Hello and welcome to this new edition of Career Tips! We are now close to the midway point in 2015. Are you happy with your achievements at work? For those of you who have a midyear performance review coming up, are you comfortable with your achievements to-date?

Depending on how you answered this question, how about upping your game?

For that reason, I thought I would share with you a simple method to optimise your performance. Inspired by the 2012 Olympics, it is my hope that the GOLD™ method will both inspire you and provide you with pragmatic tips so you add value to your employer and you too get a gold medal for your performance in 2015!

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Top Tips so You Play Better to your Strengths

The Art of Doing the Right Things

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Hello and welcome to Career Tips! If you are a regular subscriber, strengththen you may recall that last month’s article was entitled "The Art of Getting the Right Things Done" and focused on personal effectiveness tips. I offered it in the context of helping you make progress with respect to your 2014 work objectives (though a bit of personal effectiveness at home wouldn’t hurt either!). This month’s article is in the same vein insofar as it focuses on your strengths. Indeed, we all know that we ought to play to our strengths but how do we pragmatically do that? And what are our strengths anyway? Here are five tips so you really play to your strengths.
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5 Tips to Make Sure you Achieve what you Want

Optimise your Chances of Success by Identifying your Blind Spots

(click below to view the video or read on if you’d prefer!)

 

In the preceding article (click here), we talked about setting ourselves and our team goals which truly motivate. Goals which play to our skills, but which also make us feel blind spotempowered and autonomous, give us a lot of satisfaction and, for that reason, we are much more likely to keep at them, despite setbacks, until we reach them.

In this follow-up offering, I am turning my attention to blind spots. When it comes to goal achievement, life is likely to throw obstacles in our way. But it isn’t just the outside world which may interfere: we may also be holding ourselves back – without being aware that we are. This is what I mean by blind spots: things about ourselves that we don’t know or have forgotten about that are getting in the way of us realising our objectives. Let’s look at 5 ways to find those blind spots.
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3 Simple Ways to Motivate your Team

Secrets of Team Effectiveness

(click below to view the video or read on if you’d prefer!)

I am publishing this article just as the Olympics conclude here in London. Did you watch the Games? Or better yet, did you have a chance to go to any of the Olympic venues and be part of that unique event that is the Olympic Games?

In last month’s article, I shared with you a simple method to optimise your performance. It’s called GOLD™ and, if you missed it, you can catch it up by clicking here.

During the Olympics, star performers winning gold got a lot of attention but the Games also featured many collective events in which small and big teams competed. And so, in this article, I thought I would take a look at the dynamics of collective rather than individual performance and try to answer the question: "how can you as a manager get the best out of your team members?"

To get you going, may I suggest you take a short self-quiz? You can access it here: Are you good at motivating others?

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