The importance of open clear communication
As the HR Manager I was called into a senior leader’s office to discuss his concerns with the performance of one of the line managers. In attendance was the head of the department (the line manager’s boss). The head of the department said that he had discussed the performance concerns with the line manager and there had been no improvement.
It was decided at the meeting that the line manager would be invited to a meeting to discuss his performance and given a chance to respond. As it turns out the line manager was unaware of the performance concerns, had not been given any direction or coaching from the head of the department and was in disbelief at being called to the meeting.
I recommended an executive coach to meet with the line manager to develop his leadership skills. The executive coach helped the line manager to understand his role as a leader and after several coaching sessions there was an obvious improvement in the line manager’s leadership style. The team also responded better to his style.
Unfortunately the relationship between the head of the department and line manager was damaged and in time the head of the department moved on and the line manager was promoted.
The key learnings from this example are:
When you promote an employee to a leadership role don’t assume that they have the skills required to lead their team.
As a senior leader you have a responsibility to grow and develop your direct reports. If you don’t have the time or capability send them to training and engage a leadership coach.
If you promote an employee who has potential, consider documenting a development plan so that both parties are aware of the development required and can track the required actions.
Leadership includes having difficult conversations even if they are unpleasant. Ensure your direct reports are aware of any performance gaps and support them to improve their performance.
Create a feedback culture so that you can have open transparent conversations. Consider the appropriate time and place for these conversations and ensure there is understanding of the gaps and actions required to improve performance.
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