I write about anything that can help leaders gain a snappy, specific set of skills for managing up and managing teams.
Anyone remember this game?
A few years ago, my mom was going through my "things" (what she calls stuff in my childhood bedroom), and she brought me a bag of junk (what I call that stuff). And in that bag was the game of Perfection.
I have it in my office now. I just played it earlier this week (literally and symbolically).
I reminded myself how much I despise the game yet secretly love the name and love the ambition of perfection.
The race against the clicking clock to get all those pieces in the right places before the whole thing goes "POP!"
Many days I feel as if I’m going to pop.
Is it because I’m racing towards perfection? I don’t so think, but I do know I'm trying to put lots of pieces into tiny holes all over, and I feel rushed and confused.
The holes are (now) smaller, they look and feel strange, and they are harder to find. And the time is loud, clicking by. It's like a nightmare inspired by the game of Perfection . . . POP.
And some days, I do it. I pop.
Some of the leaders I work with remind me of tortoises when it comes to the poor performance of some of their team members: they hide from the reality of it and when they FINALLY emerge from their shells to see what's going on (ugh), they are slow to address it. And I get it. Who wants to have those conversations? No one wants to be the one to tell an employee that they’re doing a bad job or not pulling their own weight.
However, you don't have a choice. As the manager, one of your main jobs is to keep your team running smoothly. And when one team member isn’t pulling their weight, or is consistently doing their work incorrectly, causing the rest of the team to pick up the slack or constantly go behind them fixing their mistakes, you’re going to have a team that’s dispirited, frustrated, and increasingly fractured. You have to stop this behavior as soon as you see it. It won’t correct itself, and it’s very likely that once an employee has...
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