In this edition we are speaking to employers and others who may be in leadership roles. It can become so easy to experience feelings of being “taken advantage of” when some in our lives are not performing according to our expectations.
In the employment arena we may conclude that those we pay are not managing even the smallest tasks with the competence, reliability, and efficiency they should. In personal relationships we may begin to feel we are the only giver or at least the primary giver.
In every situation it is important to always stop and inquire of ourselves what we may be doing to contribute to these “under-performing relationships.”
The Application: First, let’s look at employment. We are dealing with humans. That part is not in dispute. I was first an employer at age 22. And yes, there were times when I wondered if some were around for the paycheck only. I admit, most of those I have employed have been productive and full of integrity, but there are always exceptions. Where the difference comes in for some of us, is that commitment we make to invest in systems that help humans to do better.
It is often the absence of this investment into what is needed – including regular coaching – that creates the lack of follow through an employer would like to see. One of the ways I manage that with my team, which includes people from multiple areas of the world with specialized responsibilities, is how I use the early mornings on Monday.
In addition to holding our regular team meeting to discuss projects requiring attention within our companies, I make notes of questions I can ask individuals. I likely already know of any deficiency in performance. So, I prepare questions to inquire how we can help them to pay this area more quality attention.
Taking a positive approach, I ensure the conversation concludes with appropriate policy driven advice. Even if I am significantly more educated and experienced than this person, I pray to avoid feeling of elitism, because that can make me negative and then I could damage a good person.
One of my confidential assistants is Ian, pictured at the left in this photo at the right of this paragraph. We have been working together for 14 years as of this writing and he is more astute electronically than I am and his degree in graphic design has made my companies shine for over a decade. The touch he brings to our online education is no less than remarkable.
He has the humility to allow me to offer guidance as needed – although with him it is rare – and his commitment to our excellence – I would like to think – has some connection to the time I have invested into his development and success. And yes, we are also close friends.
What is important to know about our relationship with Bruce being the “word artist” and Ian the “visual artist” is that the synergy is not created overnight. He must illustrate what I write which means I had to invest the intimate time to influence how he interprets what I say. That takes time and genuine commitment. Today, he has it down!
When some special direction is needed, I make a concerted effort to think about it and then speak in positive tones. After all, I want to get the task accomplished a certain way long-term, not crush him.
Lashawna is a bit different. She is an experienced professional, a grandmother with knowledge of the world and how it works. She not only coordinates any work we do in the medical case management arena but assists me in managing care oriented business projects and she proofreads.
Her work requires timeliness, respect for confidentiality and organization. We document everything in a cloud based client management system and those notes could be used in my decision making. Accuracy and timeliness are everything. If I see where she may need to approach either of these differently, I think about it first, then we talk with the goal of not only imparting advice but establishing long-term effective approaches. I remind myself that what she contributes is just as important as what I contribute.
What I must avoid is a tendency toward being negative and running the risk of damaging a good person who has so much more to give.
At the end of the day the buck stops with me. I influence how everyone functions. If someone is not positively responding to that influence, obviously they may have to be separated. However, this is only after I have invested all that is necessary to keep everyone on the same page.
Employers create a basis for success by investing into the development of others. If you hire someone to do that, give them the room to do it successfully or that too is ruined.
In the end, negativity is a lonely place. Let’s all try and avoid living there
Medical data and market reality make the term “double-dipping” potentially irrelevant. It surely is no replacement for conversation aimed at reaching mutually acceptable arrangements between the reimbursing party and care providers.
Another Blog Post by Direct Care Training & Resource Center, Inc. Photos used are designed to complement the written content. They do not imply a relationship with or endorsement by any individual nor entity and may belong to their respective copyright holders.