We get A LOT of questions – in training, during coaching sessions, at industry events, on my blog…
Leadership is complex, with a lot of moving pieces, and these complexities lead to questions.
That’s why we address some of these frequently asked question in a video here on this blog. These questions, covering coaching, new leadership, communications and more, come directly from our Clients and Customers. And we’ll post the answers right here on this blog.
So let’s get started…
Where does coaching end and reprimanding begin? How much coaching should be done before affirmative action?
http://kevineikenberry.wistia.com/medias/vvagzobg4q?embedType=seo&videoFoam=true&videoWidth=665
Now, we’d love to hear from you. How do you set clear expectations for your team to ensure that the coaching doesn’t have to lead to reprimanding? Leave your answer in the comments below.
Being a team leader for the past 15 years has taught me one thing, “Your only as good as the people you supervise.” Team members wanted to part of the solution, and know that they have contributed their part when it comes to a project; big or small, it doesn’t matter. However, each assignment must fit the individuals capabilities. Team members become very nervous when they say YES, only to wind up way over their heads. Evaluate members properly and you will avoid this situation from becoming a reprimand. Everybody wins and no one loses.
This was very timely and applicable. Very good to hear reinforced what I had believed was the most effective method of operation in this area.
Love this video. In all drama there is always a lack of clarity! Giving formal clear expectations with follow-through will help you help them!