It’s tempting to “help” others by offering advice on resolving conflict (doing the work for them). The challenge with this approach is that, once you “take care of it,” they are likely to assume you’ll resolve all subsequent issues.
Managers are tasked with helping team members excel in their jobs. Key deliverables include: (1) hiring top performers; (2) articulating clear standards and expectations; (3) offering powerful performance feedback; (4) holding coaching conversations; and (5) dismissing nonperformers and poor fits.
No one likes to have a difficult conversation. Most people avoid it as long as possible, which tends to exasperate the issue.
You’re committed to being a great team player, an amazingly inclusive boss, or a top-notch collaborator. By nature (or training) you use inclusive language like “we” when giving directives. Sounds great, right? It might be.
For some of us, saying no is challenging. Either we don’t want to disappoint others, or we want to be helpful, useful, supportive, and so on.
I believe curiosity is THE most important competency for all employees, from frontline workers to c-suite executives. In “leadership umami,” curiosity is the magic ingredient that help you succeed in business and life.
We look forward to getting to know you!
