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respect. If employees feel respected,
supported and valued they are more
prepared to change their own behaviour.
It is often the case that individuals are
aware of their own attitudes and
behaviours; they might just need a safe
and secure place to vent their anger and
frustration without the fear of
recrimination. Knowing that coaching
conversations are private and confidential
enables the manager and their team
member to reach a decision that is right
for the company and of benefit to the
individual.
Speak to the problem
Courage is certainly needed in these
conversations. Often managers will have
to confront an individual with the stark
reality of the situation. They will need to
be fully aware of the relevant policies and
procedures as well as being skilled in
these discussions. If handled badly, it can
result in a poor outcome, greater cost
and, worst of all, an adverse affect on
others.
If they have managed to take a step back
and to analyse the situation
dispassionately they will be more able to
skilfully navigate this conversation. They
can focus on addressing the problem,
rather than criticising the individual.
The importance of follow-up
It is unlikely, if not impossible, that a
single conversation will have a miraculous
affect on behaviour in the long term.
A manager will need to establish a
mutually agreed course of action. What
are we going to do about this? What do I
need to do to help make the changes
required? What do you need to do? When
will these be done by? When shall we
reconvene to discuss progress? They will
need to ensure that they do their part and
that their employee delivers on their
promises.
If a manager demonstrates that they are
willing to work together with an
employee, trust and respect will follow.
These are fundamental aspects for
changing behaviour and establishing a
new and better way of working together.
There’s an old saying, “To change the
world you have to change yourself.”
Never has this been more true than when
dealing with difficult people.
“If a manager demonstrates that
they are willing to work together
with an employee, trust and
respect will follow”.
Gary Wyles, Managing Director, Festo Didactic Training & Consulting
Personality profiling with DiSC®
Used all over the world to improve
work productivity, teamwork and
communication, DiSC® is a non-
judgmental tool that helps people
discuss their behavioral differences
following the principal of first
looking to understand yourself, then
looking to understand others.
The DiSC® model provides a
common language and helps
individuals adapt their behaviors
with others.
DiSC® profiles help you and your
team:
– Improve how you resolve
conflicts
– Increase teamwork and minimise
team conflict
– Manage individuals more
effectively by understanding their
behavior styles
– Become self aware, well rounded
and more effective leaders
Contact Festo Training & Consulting
on 01604 667000 (Option 0) or
email
to begin your DiSC® journey.