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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.

Published in: Leadership & Management
  • Why do organisations and businesses promote their people without providing them with an understanding of the solid and very real requirements of being a leader? It's not just about being a leader. It's about the impact your leadership style has on the entire structure of the business.
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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.