It’s Hard to Fix What You Don’t Understand

Performance Issues

As a coaching manager, you know the power of holding meaningful 1:1s with your team members. Yet, even with 1:1s, some performance issues persist. You find yourself asking WHY and trying to tease apart the problem in a search for resolution. You wonder:

• What is the REAL barrier here?
• Why is my coachee having such a hard time making this change?
• How can I get to the heart of the issue and save us both some time?

I recently heard from a colleague about a struggle she is having with one of her team members. The team member is in charge of producing a report and is struggling to turn in a quality product. Despite the fact that the manager has provided examples, templates and plenty of guidance, the team member is still stuck. Frustration is rising.
 
The manager doesn’t want to micro-manage and—ideally—wants the team member to own the project. The team member is responding, “Just tell me how to do it!”
 
This is a perfect example of how, even with noble intentions and plenty of effort, we sometimes simply don’t understand the existing barriers. When performance issues persist, consider that people generally WANT to perform, and CAN perform when the following circumstances are met:

1. They understand the required outcome and standard that is desired.
2. They have the necessary skills and abilities.
3. They have the right tools.
4. They have the time (or are able to prioritize successfully).
5. They have the motivation to complete the task.

When faced with a struggle, break through invisible performance barriers by asking yourself:

1. Have I been very clear about the scope, details and standards that are necessary for success? Take a fresh look. Consider what star performance looks like. Paint a picture of success!
2. In order to perform like a star, what does your person need to be ABLE to do? What skills are needed? Do they simply follow a template? Do they need to have adequate communication (writing / speaking / spelling / listening) skills? Do they need to be able to manage time, set boundaries or engage in conflict? Sometimes “invisible” skill barriers hold us back from success. What are the possibilities?
3. Are tools and/or incentives needed? Could a checklist, template, app or software clear up the confusion? How about a Standard Operating Procedure or a weekly contest to add some friendly competition?
4. Do they comprehend the urgency of this task? Have you discussed the item's priority? Deadlines? How the project compares in urgency with other projects? Make sure these details are clear.
5. Is there appropriate motivation? Last but not least, context may play a role. Provide the WHY behind the project for motivation. Talk about how the project fits into the broader goals you are collectively working toward, and about the positive impact of completing the project.

Already done all of this? Time to examine TRUST and RELATIONSHIPS. People want to do meaningful work with people they care about. If the work feels meaningful (or at least makes sense) then it may be an indication that the relationship needs work.

When performance suffers, frustration rises. Don’t let that happen! Take a fresh look at the issue and examine it through the lenses above.
 
Interested in topics like this? Check out a brand new item we just added to our Resource Page: Unpacking Performance Issues: Get to the Heart of Performance Issues and Illuminate Performance Barriers. ClaireLaughlin.com/resourcesmembers/