Part 2 of Power Practices
From Article Published In Restoration & Remediation Online July 17, 2017.
The first thing we see in very professional behavior is people are coachable. I think the best way to understand this is to look at the whole range of behaviors from expensively unworkable to highly productive and profitable:
Example 1:
Employee Response: Leave me alone, I’m fine, I want to do it my way, I’m a trained professional and I don’t need any help from you or anyone.
Reality: Typically painful to deal with, uses more energy to manage than what they give back in production
Example 2:
Employee Response: Ok, you can help me if I like where this is going and we do it my way.
Reality: Still not real coachable, probably not the person you want long term.
Example 3:
Employee Response: Sure, I’m coachable, but I don’t like it, and I will make sure you know that!
Reality: This can be disguised as resistance in the form of being passive, or the pretense of compliance.
Example 4:
Employee Response: I’m open to your suggestions and appreciate your help, support, partnership.
Reality: Not looking for help, but open when offered, where functional behavior starts.
Example 5:
Employee Response: I’m coachable – I’m completely willing to do the work, and let the coach do the coaching. I ask for coaching, I want to change self defeating behaviors that limit my success – I know I need help with a few things, can we set up a time for that?
Reality: A request for learning, they seek it, and they take it with a commitment to empower themselves and the coach with it, they create value from any help offered.
The ideal here is obviously having functional staff seeking to grow with the company that actually enjoys learning along the way. The problem is when dysfunction behavior isn’t seen and dealt with for what it is; it persists and causes a lot of damage to morale, productivity, and your profits.
Another thing we see here key staff have great time management, project management, and scheduling skills.
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