One of my clients just took on a much bigger role (he is being groomed for the top job), and he has inherited a team that has a few “problem children.”
We came up with a way to build engagement with these folks—and I’d love to hear your feedback on what has worked for you. Here are the three steps.
1. See what the person most needs from you. For many, they want to feel like their contributions, or expertise, are valued. Their name-dropping and talking about themselves is a simple cry to be seen. Others might need certainty, or predictability, or something else. Take some time to figure it out.
2. See what the person’s unique contribution is. The thing that only they can do in your organization. Praise them for it. In front of others. (This often helps with number 1 as well).
3. Ask with specificity for what you need from them. If they feel seen and valued, perhaps in a way that no other leader has seen and valued them before, they are much more likely to do what you need them to do.
Give it a try and let me know what you think. And I hope you are having a safe and joyous holiday season.
Leave a Reply