By Dr. Jason Carthen
It was about 2:30 a.m when I heard the small faint knocking sound that was almost too low to hear. At first I was going to ignore it because I thought it was a figment of my imagination, but it continued to persist and I was jolted into the reality that it was someone outside of my bedroom door! I went to open the door and there holding her blanket with tears streaming down her face was my daughter Nighyah.
She heard a sound and became frightened and wanted to know if she could seek refuge with Daddy. I will never forget as I picked her up and took her into my arms how she smiled when I told her I was going to go explore and make sure all was safe and she was going to be alright. At that moment, in her mind all that mattered was dealing with a challenge that needed to be resolved in order to move forward.
Poor Performance can Come Back
Let me share with you why this is a perfect segue into the application of today’s Monday Morning Leadership Minute. Granted, while we may not believe in things that “go bump” in the night anymore, you better believe that poor performance can come back to haunt you! It doesn’t matter if you are a rising star that started from the bottom in your company or if you have a pedigree (best schools, internships,etc.,) that has success written all over it, poor performance will change the very trajectory of your career path. It can follow you and become a negative beacon to human resource department managers and to those who make the hiring and supervisory decisions. Ultimately, if not dealt with in a proactive manner it can lead to termination, emotional distress and a resulting poor self-image.
So what can be done to guard against poor performance?
As a Follower or Employee:
1. The very first proactive step as a follower is to identify gaps in performance and then train against it. Check your ego at the door and gather feedback, look for patterns and then address it! In other words, train for improvement in key areas before you need them.
2. Regularly schedule training without anyone telling you that it should happen, or God forbid making it mandatory as a condition of your ongoing employment.
As a Leader or Employer:
1. Gather Quality Assurance Q/A info from customers and colleagues via a blind survey, then address it with your followers or teams.
2. As a leader, develop an ongoing leadership training solution for existing team members, and those who you are considering on-boarding into the organization.
Please leave a comment or post on my Facebook Page and share with our community how you effectively train to improve gaps in performance. I appreciate each of you!