Are you frustrated with some aspect of your team’s performance? Should you be?
Even if you are leading correctly, there will be times (through no one’s fault) where the team’s performance is less than desired. At this point we have a choice – accept the current performance level from the team or work on improving the individual performance of the team members. After some period of time – since we are all creatures of habit – a pattern will emerge within your team. Some individuals will take to your coaching and make significant improvements. Some individuals will improve for a time but slip back into old behavior patterns. And some individuals will make no significant effort to change at all. Sound familiar?
This is where your leadership skill will be tested. Leaders must always be more committed to the achievement of the change than their team is committed to not making the change. Unfortunately, there are always more of them – and the process of making even a small change can be daunting! And so, the leader is faced with the challenge of working tirelessly to shift the mindset, skill set and behavior of team members that either do not want to change or are struggling with the transition.
The Power of Expectation
This is where the power of expectation comes in. People will alway respond to what we truly EXPECT from them – not what we WANT from them. Unfortunately, leaders often EXPECT what they DO NOT WANT, and WANT what they DO NOT EXPECT. Let me explain.
Take a moment and consider what you really want from your team. Are they meeting that standard of performance – whether it be subjective or objective? Now, do you really expect that they will achieve those standards? Most leaders emphatically say “YES – Of course I do!”. And yet after coaching leaders for over 20 years I can tell you than most leaders DO NOT really expect these individuals to change. Now, before you tune out – I am going to offer you incontrovertible proof of what you REALLY EXPECT from your people.
A Litmus Test For What You Really Expect
Imagine that you have two team members Harry (a super high performer) and Larry (a historically low performer).
Now imagine that Harry, who ALWAYS hits his number every month, misses one month.
Are you upset about his performance – or concerned about Harry?
Of course you are CONCERNED. Why would you be upset? That is not what you EXPECT from Harry. And so, you inquire what is happening, and work with Harry to correct the situation.
How about Larry? Suppose Larry, who always misses his numbers every month, misses his numbers that same month.
Are you upset about his performance – or concerned about Larry?
If you are totally honest – you are UPSET about Larry’s performance. But why? Both Harry and Larry missed their numbers. However, Larry’s history predicted his performance this past month. The reason you are upset is that you WANTED something you did NOT EXPECT.
How about you? Do you have any employees that frustrate you with their level of performance? Are you truly EXPECTING a change or do you just WANT a change?
While being honest about your level of expectation does not change the performance level of anyone, it is the first step in making sure that you align your expectation with your goals, rather than lowering your expectation to meet their current performance level.
/wp-content/uploads/2018/05/AdobeStock_99929222.jpeg34565184admin/wp-content/uploads/2018/05/logo-1.pngadmin2017-10-09 09:00:342018-05-16 11:49:17A Litmus Test for Leaders to Learn What They REALLY Expect From Their People