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6 Reasons Why
Frontline Supervisors and
Middle Managers Are Not
Addressing Performance Issues
A T R U E S T O R Y
Why do organisations and businesses
promote their people into leadership roles
without providing them with training on
how...
Isn’t this setting
their own people
up for Failure?
So … this can’t possibly be true.
RIGHT?
My name is Victoria Rose
Leadership is everyone’s business
I’ve delivered Leadership training to over 12,500
participants ...
Unbelievable!
Regardless of the leadership level, there are
vital elements to every leadership role.
To be effective, leaders must have ...
… and that’s all before
morning tea!
After morning tea …
it’s time to address those
performance issues
poorly
Addressing a performance issue
is often done
Why is this so?
Over the last decade, I’ve surveyed 8,850
front-line supervisors and middle managers.
Participants were asked to identify ...
The top two responses for each
of these three areas emerged
• Leader prefers to avoid conflict
• Leader is overloaded
1. F...
• Discomfort with the role of disciplinarian
• Hoping the problem will go away if left alone
2. Failure to Address
Perform...
• Fear of employee resentment
• Lack of confidence in their own abilities
3. Failure to Coach
Performance Issues
So there you have it!
(Straight from the horse’s mouth)
But why should
you care?
How effectively are your
leaders addressing
performance issues?
Have they been trained on HOW to
address performance issues?
of employee engagement
rests squarely on the shoulders
of their direct supervisor,
70%If it is true that
and your workplac...
bankrupt
$$$Not only are morale
This will directly impact
your bottom line
Don’t be one of those who set
their people up for failure
That just does not make
good business sense
And choose your trainer wisely
There is much at stake
Victoria Rose is a dynamic professional speaker,
Leadership trainer and author who has
helped thousands of leaders and the...
Her life as a trainer started 31 years ago as a soldier in the
Australian Army Reserve. During the following 23 years, as ...
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6 Tested Reasons Why Leaders Don't Address Poor Performance

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Lack of effective performance management directly impacts the bottom line, every single day. Many frontline supervisors and middle managers lack the skills to effectively address performance issues. The result is a total absence of performance management or performance management poorly done. Discover 6 tested reasons why leaders do not address performance issues. Yet the remedy is simple.

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6 Tested Reasons Why Leaders Don't Address Poor Performance

  1. 1. 6 Reasons Why Frontline Supervisors and Middle Managers Are Not Addressing Performance Issues A T R U E S T O R Y
  2. 2. Why do organisations and businesses promote their people into leadership roles without providing them with training on how to lead people?
  3. 3. Isn’t this setting their own people up for Failure?
  4. 4. So … this can’t possibly be true.
  5. 5. RIGHT?
  6. 6. My name is Victoria Rose Leadership is everyone’s business I’ve delivered Leadership training to over 12,500 participants around Australia and New Zealand 80%had never attended even one session on how to lead their teams
  7. 7. Unbelievable!
  8. 8. Regardless of the leadership level, there are vital elements to every leadership role. To be effective, leaders must have the ability to: Communicate Coach Give feedback Delegate Resolve conflict Manage time Deliver results
  9. 9. … and that’s all before morning tea! After morning tea … it’s time to address those performance issues
  10. 10. poorly Addressing a performance issue is often done Why is this so?
  11. 11. Over the last decade, I’ve surveyed 8,850 front-line supervisors and middle managers. Participants were asked to identify reasons why many leaders failed to recognise, address and coach performance issues. As you would know, there is rarely one right answer. But over time, something interesting happened.
  12. 12. The top two responses for each of these three areas emerged • Leader prefers to avoid conflict • Leader is overloaded 1. Failure to Recognise Performance Issues
  13. 13. • Discomfort with the role of disciplinarian • Hoping the problem will go away if left alone 2. Failure to Address Performance Issues
  14. 14. • Fear of employee resentment • Lack of confidence in their own abilities 3. Failure to Coach Performance Issues
  15. 15. So there you have it! (Straight from the horse’s mouth) But why should you care?
  16. 16. How effectively are your leaders addressing performance issues?
  17. 17. Have they been trained on HOW to address performance issues?
  18. 18. of employee engagement rests squarely on the shoulders of their direct supervisor, 70%If it is true that and your workplace does not invest in training their leaders
  19. 19. bankrupt $$$Not only are morale This will directly impact your bottom line
  20. 20. Don’t be one of those who set their people up for failure That just does not make good business sense
  21. 21. And choose your trainer wisely There is much at stake
  22. 22. Victoria Rose is a dynamic professional speaker, Leadership trainer and author who has helped thousands of leaders and their teams throughout Australia and New Zealand deal with the enormous variety of problems and challenges facing them in the workplace … every single day.
  23. 23. Her life as a trainer started 31 years ago as a soldier in the Australian Army Reserve. During the following 23 years, as a Training Subject Master, Victoria trained over 7,000 soldiers and officers in drill, weapons and theory and was promoted to the rank of Warrant Officer. Book Victoria to talk at your next conference or to deliver effective, engaging and educational training workshops. www.TheLeadershipVoice.com www.Training2live.com.au www.VictoriaRoseSpeaker.com www.VictoriaRoseAuthor.com VictoriaRose@TheLeadershipVoice.com
  • DebDenker1

    Mar. 4, 2017
  • leadershipvoice

    Jun. 29, 2015

Lack of effective performance management directly impacts the bottom line, every single day. Many frontline supervisors and middle managers lack the skills to effectively address performance issues. The result is a total absence of performance management or performance management poorly done. Discover 6 tested reasons why leaders do not address performance issues. Yet the remedy is simple.

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