Just deal with it already!

The simple reality is the sooner you deal with the problem, the sooner it will be resolved.  No matter how complex the issue, steps that move you forward are worth taking.  While of course there are times when you need to be calculated in your timing, that’s different to finding excuses to delay or simply hoping things will get better on their own. 

Among the most common examples of avoidance I see, are leaders failing to address performance issues.  This is especially true when the concern relates to poor attitude and behaviour.  Leaders give me a myriad of reasons as to why now isn’t the right time for them to have the honest conversation that’s needed, or to take the action that is often already well overdue. 

“They have an important deadline coming up that we need them to achieve”

“There are small signs of improvement and I don’t want to undermine their confidence”

“I really don’t have the time to deal with it properly right now”

“I’m / they are going on leave soon”

… and so the list goes on.

While each of these statements may well be true, in most circumstances none is reason enough to avoid taking steps to resolve the problem. People deserve honest insight to the issue at hand and the need for it to be resolved.  In many ways leaders do people a great disservice by holding back the truth they need to hear. Reflect for a moment on how you would feel if your manager robbed you of the opportunity to understand the truth, before it was too late to do anything about it. 

Never hold back from giving people honest insight for example into how they are performing, the impact their behaviour is having on their colleagues or in fact their job security.  While every individual is responsible for the standard of their own attitude, behaviour and performance, leaders play an essential role in guiding people to success.   Engaging with respect and sensitivity is key, particularly when people are going through tough times. 

 

Tips

1. Recognise what is holding you back.  Is fear playing a part?  Fear of conflict, emotional outbursts and damaged relationships are common.  Do you hold false hope?  For example, do you tell yourself that things will work themselves out over time.  Maybe it’s time to face the reality that things are unlikely to work out unless you take action.  
2. Get advice.  If you are unsure about how to tackle the situation talk to people with experience.  Call on mentors, HR and other professional colleagues to gain insight to how they may approach the situation.
3. Plan ahead.  Don’t wait until you are so frustrated or fed up that you respond in unhelpful ways.  Take the time to reflect on the situation, what you believe is contributing and how the issue can be resolved.  If you are concerned about the conversations you need to have, think about what you need to say and reflect on how you need to approach it.  Again, if you’re unsure get advice.