To avoid more detailed feedback and the full debrief for correcting weak performance, team members sometimes say they own the problem, even when they don’t. To get the monkey (you) off their back, as the saying goes, they offer happy talk and tell leaders they “get it” and are on the path to incorporating the feedback they have received. When little changes, this subterfuge begins all over again.
I agree with everything here. One thing that I would say from experience is that not everyone is at the same level so it takes more work from us as leaders. We have to be cautious not to make others feel like they are less than for not knowing how to execute a certain task.
I agree with everything here. One thing that I would say from experience is that not everyone is at the same level so it takes more work from us as leaders. We have to be cautious not to make others feel like they are less than for not knowing how to execute a certain task.