Leading the team vs Managing the team

A manager complained to me recently that the team she was responsible for were not doing what they were asked and they were all useless.

“interesting” I immediately thought and asked her how long they had all worked for the organisation. It turns out that they all had at least 10 years experience.

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It turned out that the team were very frustrated and disillusioned as well and some of this was because of their manager.

To get a better understanding of the type of people we were dealing with and the dynamic between them, I asked the team to complete a Behavioural Profile called DISC – it is something we use with all our clients and their teams.

The results immediately allowed me to focus on some of the causes of the problems within the organisation.

It turned out that the manager was a very direct, take no prisoners, authoritarian type of person while her team were far more people orientated, risk and change averse and their highest motivator was security. These aspects of their profile were all being challenged in the wrong way by the manager and this was evident from the results they were achieving.

It was not that the team were bad, they just lacked some leadership and some management from a person who understood her team.

Over the next few weeks we will be working with this team to improve their understanding of each other, understanding how to communicate with each other in a more focused and positive way and help them to all work together for the betterment of the company.

The company has very high standards and its targets for the year do challenge people to improve and get better. The manager in question here has to improve in her learning and become a better leader. This is all possible.

If you would like to see how DISC Behaviour Tools can improve your business, please get in touch with us today.

Dealing with Insubordination

It can be very frustrating for business owners when team members simply will not do what is asked of them. This frustration is compounded even more when this attitude spreads to other team members and the business owner is fearful of the the team. This happens often – its a form of bullying. And the team member uses the threat of Employment Law as a tool to beat up on the owner.

So what can be done about this? The answer is lots but it does require some learning, some discipline and a measure of assertiveness.

Step 1. Understand the law and how it is also there to protect you. Take the time to read the Employers Guidelines that are written by ISME (Irish Small & Medium sized Enterprises Association) or the SFA (Small Firms Association)

Step 2. Make sure that every employee has a written Job Description that allows you some scope to change the role as your business changes.

Step 3. Give people clear goals and objectives either weekly, monthly or annuallly or all of the above.

Step 4 – When asking someone to do something in the business, be very clear with the instruction, set a timescale for completion and request that any problem with it be flagged early

Step 5  – Introduce accountability and check that work is being done

Step 6 – If the work is not being done having completed all the above, start issuing verbal and written warnings and make sure that the employee understands the seriousness of their actions.

Your objective is to drive the business in a particular direction. Your teams objectives should reflect this. If they choose to drive the business in a different direction you must take immediate action.

Sounds Simple – It is, but its not always easy. It gets easier if you persist and get outside your comfort zone. If you need help – call me – 087 222 0720