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 actually expect much higher standards from my people in all areas. I find myself having to scale back expectations at times to ensure I am not asking too much. My expectations are that they own whatever task/ project they are given and that they get into it not through it. If they are unable to, they just have to ask for help. I do lead by example and never ask them to do something I am not able to do.
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.
Thanks, Raphael. Do you find yourself demanding higher standards from people in areas where you personally excel?
I actually expect much higher standards from my people in all areas. I find myself having to scale back expectations at times to ensure I am not asking too much. My expectations are that they own whatever task/ project they are given and that they get into it not through it. If they are unable to, they just have to ask for help. I do lead by example and never ask them to do something I am not able to do.