By Jeff Altman, Big Game Hunter
I spent a long time recruiting before I switched to coaching. I talked to millions of people during the time looking for work or who tried to hire. Rarely did anyone consider that they were to blame for their circumstances.
After spending time considering my conversations and talking to others, I have understood that with few exceptions, the reason why people fail with the manager and the institution and not the person.
It’s because people fail for two primary reasons:
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The hiring manager did not know how to evaluate and assess the people he/she hired.
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The employment manager mistakenly represented the position and/or the working environment in the interview.
For example, you decided that someone is a bad job because they lack special skills whose fault is it? Your. You read a resume. It was shown by someone in your talent acquisition organization before it was referred to you. You make them meet with someone or people from your department before you meet them, and then someone approved in a more senior position their rent. How is it their fault that they lacked the necessary skills? After all, they met with at least 4 people in this scenario that all approved the person hired. Now you are unhappy … and you blame them. No, you and the others made a mistake, not the other way around.
A person I consulted with questioned whether a lack of motivation was really an employment manager or an organization’s fault.
“Of course it’s the manager’s fault.”
“Why is it?”
“It should have been discovered during the reference check.”
“But what if it was explored during the reference check?”
“Then it is definitely the manager’s fault because they have taken a motivated person and failed to reveal how the working environment was, how institutional friction was to be effective, how their employees were (negative attitudes), lacking tools and resources to get Success, overworked them because they were very skilled until they broke … Do you see how lack of motivation is a problem created by the individual? “
Few people participate in organizations that want to be “the problem person” or “the incompetent person.” Usually they participate with the excitement by starting a new position and hope that they will be successful. After all, they did pretty well with their former employer. Even if they were dismissed, it is usually a matter of the “numbers” rather than a performance problem. Still, something changed after you hired them.
In an article from 1998 in Harvard Business Review entitled “Create to fail, ” Co-author of Jean-Francois Manzoni and Jean-Louis Barsoux points out the authors that “an employee’s poor performance can be blamed on their boss.” Often there is a dynamic where employees who are perceived as mediocre or weak artists live down to the low expectations their leaders have for them. The result is that they often end up leaving the organization. “
The setup-to-Fail scenario they describe are both typical and human. Usually it starts with good feelings and effective collaboration that breaks when one side or the other disappoints. For example, the employee misses a deadline or does not deliver a sale and their boss is starting to increase supervision. The employee senses a lack of confidence and fetches their pace, withdraws emotionally out of their boss and often takes too much, which often results in failure, “problem -stay” and other perceived problems. As a result, the manager will add additional checks on behavior, push their subordinates and create the conditions for them to leave.
Sometimes a manager will point to a communication question as a problem that is not their fault, even if it is sometimes it. The problem cannot arise because of a lack of understanding of what is expected, but because a manager has created a culture where the staff is afraid of asking for clarity. “I don’t want to see their mockery anymore,” a colleague told me sometime after leaving a meeting with their manager after receiving incoherent instructions from them. You may think they should have said something, but they logically responded to their story of being criticized by their manager. Who is that? The employee or manager? I think it’s with the manager.
Converse can also be true. On the reality -tv show, “Hell’s Kitchen,” chef Gordon Ramsay works with a number of chefs and average chefs who require expertise from them and generally get it. Yes, one by one is individuals closed out of the competition after making mistakes. After all, it wouldn’t be good TV if there wasn’t a kind of competition with a master crowned at the end. However, each participant generally competes at a higher level than they did at their origin restaurant. Like low expectations that are matched results, high expectations can produce superior results.
To be ready, I do not suggest you throw things or offend people on your staff as chef Ramsay has been known to do. I say unequivocally that your employee’s ability to succeed also depends on you and your ability to inspire people to expertise or greatness.
Dr. Lance Secretan is a leading executive coach globally. For 12 consecutive years, he has been ranked among both the 30 most influential executive coaches and the 30 most influential leadership experts globally.
He describes the difference between motivation as the difference between a push mechanism (motivation) and a drag mechanism (inspiration). “Motivation lights a fire under someone,” says Secretan. “Inspiration turns on a fire within anyone.”
Maybe the fire inside you has been tempered over time and your experience of institutional friction. Maybe as BB King sang: “The excitement is gone.” You don’t have to lower your team and recreate the conditions that have demotivated you. Find support to revive the fire inside and carry a torch of leadership into the world.
If you are interested in talking to me about how I can help you plan a free discovery call here.
Ⓒ The Big Game Hunter, Inc., Asheville, NC 2023
About Jeff Altman, Big Game Hunter
People hire Jeff Altman, Big Game Hunter to give no BS Job Search -Coaching and Career Counseling globally because he is doing job search
Career Coach Office Time: 7 May 2024
You will find good info and job search coaching to help with your job search at jobseearch.community
Connect to LinkedIn: https: //www.linkedin.com/in/thebiggamehunter
Plan a discovery call to talk to me about one-to-one or group trainer during your job search at Www.thebiggamehunter.us.
Should I connect to people on LinkedIn who rejected me for a job?
He hosts “No BS Job Search Advice Radio”, # 1 podcast in iTunes for job search with over 2900 episodes over 13+ years.
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