How to pushing someone away on Your Team to the Next Level — With Respect

Help Me Communicate
Mar 7, 2018

How to Push the People on Your Team
to the Next Level — With Respect

Do you have people on your team you want to perform at a higher level?

Do you have someone on your team that has potential but just don’t quite know how to bring it out?

Do you have someone on your team that brings down the rest of the team?

How do you get them motivated and inspired to perform?

 There are 7 steps you can do to break the down cycle.

Outline:

1.     Identify the problem and plan the conversation — write it out.

2.     Book a time for the conversation and in the meeting, share what you planned. Ask them what their perception is. Do they understand and agree?

3.     Ask them what needs to happen to take them to the next level.

4.     Agree on a process to take them to the next level.

5.     Agree to meet again at specific times to discuss the progress.

6.     Write it all down in the coaching file.

7.     Follow up with positive affirmations as often as you can.

1.     Identify the problem and plan the conversation.

Be specific. Write down the specific situations and circumstances that triggered your perceptions. Don’t be vague with statements like, “You always…” “You Never…”Write out your HIP process around the situation,” One Friday you…, when you did that my thoughts went to…, I felt concerned, frustrated, confused, etc. I want to support you to go to the next level. What that looks like to me is….

2.     Book a time for the conversation where you both have enough time and don’t allow yourselves to get interrupted. In the conversation, share your HIP. Ask them what their perception is. Do they understand and agree?

3.     Then ask them what needs to happen, in their mind, to take them to the next level. You want them to buy into the process.

4.     Agree on a process that works for both of you that will help them get to that next level. You may have to lead and put in place a plan that the employee resists a little. Do it anyway. You’re the boss. 

5.     Agree to meet again at specific times to discuss the progress.

6.     Write it all down in a coaching file. Make sure they see you record it. Have a coaching file for each member of your team. (A Personal Development — PD file)

7.     Follow up with positive affirmations as often as you can and make sure you keep to your agreements of discussing progress when you agreed too.