For leaders, disappointing people comes with the job. When the people we coach or parent are not ready for the next challenge or have not earned the reward they have worked toward, we are obligated to tell them that their efforts have fallen short of the goal.
You have to be honest as it serves nobody's good to "not yet" a report that clearly doesn't have what it takes and encourage them to spend time and effort on a fruitless attempt to attain goal they'll never reach.
A good leader needs to calmly and authoritatively explain the "why" behind the bad news. If improvement is needed and possible - discuss what that is and provide aid for them to improve. If there's no way the report's going to get to a goal (lack of temperment, physically not capable, missing skill fit, etc.), then say so in a firm manner with dignity, compassion, and respect.
And if the leader sees something else that their report may be better / happier doing, then diverting the report could be a win all around.
You have to be honest as it serves nobody's good to "not yet" a report that clearly doesn't have what it takes and encourage them to spend time and effort on a fruitless attempt to attain goal they'll never reach.
A good leader needs to calmly and authoritatively explain the "why" behind the bad news. If improvement is needed and possible - discuss what that is and provide aid for them to improve. If there's no way the report's going to get to a goal (lack of temperment, physically not capable, missing skill fit, etc.), then say so in a firm manner with dignity, compassion, and respect.
And if the leader sees something else that their report may be better / happier doing, then diverting the report could be a win all around.
Thanks, Tim! Very true, there are all kinds of reasons that a "not yet" might need to be handled differently.