Turnaround or Terminate? How to Deal with "Problem"Written by Anne Alexander
Continued from page 1
The second step of two-step approach: suppose you've fully implemented first step (turnaround) and situation remains unacceptable. Now it's firing time, and because I bet you care about other people, you know that it's one of most unwanted and difficult tasks an owner or manager faces. I encourage my clients to remember that a business or organization cannot afford to carry an unproductive and toxic employee. An employee person unwilling or unable to make necessary improvements must be sent to find an employment situation that fits them better. This does not make you an evil or uncompassionate human being.
So pull out "the sliver" and create a positive, unstoppable team. The number one key to professional success is quality of people you surround yourself with - employees, colleagues, spouse, friends. Life speeds by, so remove rocks from your river and let it flow forward, full force. If you can't turn around a problem employee, you must let them go. It's not your fault and if you want your business to flourish, and you will at times find you have to terminate.
Anne Alexander is a coach who works with business owners, executives and professionals as their strategic partner to grow their business or career, improve their effectiveness and become powerful managers. For Anne's free, popular 8 part e-course "Maximize Your Professional Success," send a blank email to mailto:firstname.lastname@example.org or visit http://www.authentic-alternatives.com
TRANSITION TO LEADERSHIP TRAININGWritten by CMOE Development Team
Continued from page 1
Leaders know they canít make people happy. People have to take ownership and control of their own happiness. Leaders do not focus on personalities factors. At times, individual self-interests of a team member may be in opposition with interests of group. Leaders concentrate on shared interests and team goal. Consequently, driving force behind a team is a leader who treats team members with respect, while keeping vision in mind. People are different and you have to treat people differently yet fairly. Conclusion: Gaining a positive outlook.
The process of transitioning into a leadership position can be smoother if leaders can monitor and manage their outlook and perspective. Leadership training, education, tools, and systems are very important. However, without right outlook, new and even veteran leaders will experience serious difficulties and unrest. Reflect and examine your own leadership attitude and perspective. Develop an intentional plan to work on areas that need improvement. Build your skills, and get a coach or mentor to help you. Be proactive, set goals, and track progress. Notice your behavior patterns. Donít take over a task when someone is just looking for your input. Be patient. Leadership training is a life-long development process. Donít be afraid to share your goals and vision with your team members. Positive change can occur with commitment and persistence.
CMOE was founded in 1978 with the vision and mission to help improve individual leadership and team member skills within organizations.
For professional information on leadership training, visit CMOEĖ The Center for Management and Organization Effectiveness or contact us at (801) 569-3444.