Honesty.

I was recently brought in to help put together a Process Improvement Plan for an employee of a solid people manager. This employee was easy going and well liked however, his performance was not meeting expectations.

Having worked closely with this manager for many years, I was very surprised why he was having trouble putting together the plan and why he asked me to come in.

His basic response was…
I just can not figure this guy out. His lack of performance is actually keeping me awake at night. He knows what needs to be done. I sit down with him on a monthly basis to set priorities and expectations. Yet he still fails to get them done. I just can not believe that he does not see the problem. I am actually scared that he does not see this coming.

So I asked…
What has his performance reviews been like? Have you told him how you felt.

The reply…
I hit him pretty hard during the last performance review. I think I wrote a novel about his ‘misses’. I gave him very concrete examples and very specific expectations for performance. This conversation should not be a surprise to him.

So isn’t this the natural progression - I asked.

Unfortunately it is. He replied.

Last question…
Do you feel that you have been true to yourself and tried everything you could to help the person? And it sounds like you have been honest with him… right?

Yes.

Then there is little choice.

Now imagine in your case, how hard it would be if you had not collected all of the data, all of the conversations, and all of the feedback… it would have been a surprise. Bottom line the person did this to himself.

Help him… but he has to have to will to get it done. This employee has not embraced knowing himself (strengths and weaknesses.)

Sad.

Knowing yourself is the first step in your personal Leadership Development.