Are you focusing on what makes you feel great, or do you focus on circumstances that are not? Are you using the talents that come easy for you and taking actions aligned with that? What if life could be created easily by simply focusing on what makes you feel great?
For example, what do you do if you have an employee that is not performing? Has the reason for the lack of performance been identified? Do you need to? What would the action of investing or firing that person create? What would happen with the team involved if the person stays vs. leaves? Would you hire someone new? What actions would you take to ensure that you don’t hire someone with a similar profile yet looking completely different?
These are issues we all deal with on a daily basis and how we deal with them ultimately sends signals of expectations that may not have been communicated clearly. Now before taking any actions, consider looking at what is working vs. not working with this person or team. Do they have all the tools they need to perform? Are they qualified? Do they have the drive and a willingness to perform? Are they happy? Is their manager set up to lead and inspire them?
There are many options to consider before taking the actions, and if firing is the consideration, maybe address the issues first so that you’re clear on what you are looking for in an ideal hire vs. what doesn’t work. When the person/team gets fired, have a clear action plan on what the profiles are of the people you need, and then, and this is key, focus on what you desire to create. Often it’s easy to get stuck in talking about what didn’t work in the past and with that create more of the same.
My experience has been that, just like with relationships, we tend to wait way longer than what’s healthy before taking action. As a leader, I’m sure you’ve experienced the impact on a workplace and team when you wait too long. As with many things in life, it’s about finding a balance that works for you and your team.
Having regular conversations with the people involved asking them what they enjoy with their current job, what they would do if they could have any position in the company or outside of it, and what they think needs to be done to address current issues helps engage people as it simply asking for their opinion shows that they matter. You will find that simply having the conversation will open up and shift things and help you get clear on the issues. It’s not always with the non-performer or the vocal ones. Listen to them and see if you can find a common thread in their stories so that you can address the situation.
It’s really easy to do and yet so easy to forget. If we desire to create a work environment that is creative, good feeling, where people are inspired, where work occurs as fun and play while producing beyond the expected outcome, then start looking at what an ideal work environment would look like.
Many years ago, I read “The Emyth [Revisited]” by Michael Gerber. There are a lot of goodies in that book on creating the key positions and foundational structures before you even hire people. It has helpful tools even if you’re further ahead in your business endeavor. That book and others helped me see the importance of planning for future positions before you have the need and become too busy to think clearly about what you need or are willing to delegate.
The fun with starting up a business and wearing many or all hats is the freedom it creates when you get to expand and hire people that help you take your business to the next level. Bringing you one step closer to actualizing your vision and why you started your business in the first place.
WHO ARE YOU, AND WHAT ARE YOU DOING/BUILDING?
A quick way to get your “what you do” response is to listen to this 10-minute video. Another great read is the book “Find Your Why” by Simon Sinek (especially if you have this nagging feeling that something is missing that you can’t verbalize as to “why” you do what you do). In addition, there’s the CliftonStrengths® assessment that addresses the “how” you approach anything.
After reading and doing the exercises in “Find Your Why,” I found that “my why” and the needs of my Dominant Signature Talent Themes were all aligned. Things like that excite me, connecting the dots and seeing similarities in different teachings (my #1 theme is Strategic®). It validates what I know to be true for me.
In addition, Gallup offers a great assessment called The Builders Profile (BP10™), where you & your team can see where your talents lay as business builders.
Knowing what drives you is so important, as when you’re not happy, it’s often connected to not honoring what you need to fill you up. And when you are feeling fulfilled, your perspective shifts, and you see things in a different light. You may choose to take immediate action instead of letting it linger or find a different solution from an empowered context.
Big changes happen when you feel good and focus on making decisions that bring more of that. Yes, it may sound too good to be true, but try it, play full out, one day at a time, for a week or two and keep notes on how you experience each day. Pay attention to shifts in your life by focusing on what makes you feel great and what is working in everything you do, and let me know what changes.