You may be experiencing some of the following issues:
These scenarios are more common than you think,
although the details may differ:
This can be one person in an organization or several. And it’s hurting productivity and spoiling relationships. No matter how intelligent this person or group might be, staff members won’t willingly follow leaders who don’t communicate respectfully, effectively manage their emotions or demonstrate that they care.
Poor Social & People Skills
Smart and extremely tech-oriented employees are absolutely essential to business success. However, sometimes they have poor social skills that rub people the wrong way. And the feedback they’re getting has not sunk in
Often the last person to realize they’re lacking in EQ or leadership competencies is the ineffectual person. They may think they’re doing ok, yet their lack of knowledge or training can wreak havoc on the team’s performance. They either don’t notice or resist feedback. You’re tempted to fire this person if they don’t change soon.
This kind of person can show up as over-talkative and controlling in meetings and conversations. They interrupt, don’t listen well, and get into arguments. Worse, they can be so abrasive that they upset their co-workers, seriously damaging productivity.
Managers who were once top performers are having problems. It might have been triggered by a personal setback, but the return to performance hasn’t happened yet and it’s having a negative impact.
You may be having leadership
You got to where you did because of your hard work, smarts and dedication, but sometimes particularly challenging situations, like the ones below, call for more support.
You’re a New Leader and you’ve inherited a group of direct reports. You need a high performing team, yet not everyone is a star performer. You’re grappling with how to best shape the group’s structure and evolve the team during this transition.
You’ve been tapped as the new CEO and are viewed as a change agent. You want to gain buy-in, instill trust, and garner the resources you will need. You’re wondering how to win others over and inspire a shared vision.
You know that the life of a leader is a balancing act. You don’t want to talk about the stress and complexity of your position with just anyone. You need support and are wondering whom you can trust as a thinking-partner and confidant.
You have a sense that the powerful parts of your leadership style may come at the expense of more effective employee, client or customer relationships. You wonder if your direct approach might prevent you from building a more collaborative work environment and are interested in finding better ways to communicate.
You’ve been promoted from within and now your former peers are reporting to you. You don’t want to alienate anyone or make too many waves, while at the same time working to command respect and still preserve these relationships.