I recently heard a guy at church tell this story about his son, we will call his son Ted.

Ted goes golfing for the first time with some friends.

His friends were all hitting the ball more then 150 yards.

Image courtesy of pat138241 at FreeDigitalPhotos.net

Image courtesy of pat138241 at FreeDigitalPhotos.net

Now Ted, golfing for the first time, could only hit the ball 50 yards.  And, he had a terrible slice.  His ball kept landing almost off the fairway, but at least he was still in the open fairway and could see his ball.  One of the other kids had a pretty much equal slice.  But, he was hitting his ball about 200 yards…his ball was in the trees, in water, in the sand…pretty much anywhere it shouldn’t be.

The only difference at play between Ted and the other kid was distance.

We also see this principle in workplace leadership.

The further you allow someone on you team, or the team itself, to go in the wrong direction..the greater the error.

If you avoid a conversation with someone because it will be uncomfortable, the eventual conversation will just be worse.

If someone is causing dissension amongst the team with a negative attitude, negative talk, laziness, gossiping etc.  The longer you allow the issue to go…the greater the damage.

THE IDEA:

Error Increases With Distance.

TIPS AND SUGGESTIONS:

  • Don’t wait for annual reviews to give feedback.
  • Have regularly scheduled one-on-ones with your direct reports.
  • Empower supervisors to immediately address problems.
  • Make Gossip a fireable offense.  (Here’s a post with more on that)
  • What gets rewarded gets repeated.  (tweet that) Pay more attention to positive decisions and beneficial attitudes then to negative ones.
  • Make feedback a GIFT:
    • Genuine – Don’t give blanket statements such as, “Good Job”.  Read Matt McWilliams post for more on this.
    • Immediate – Don’t wait, give feedback as soon as possible.
    • Friendly – Don’t be a jerk. You aren’t in your position because no one else can do your job, you are there because you got there first.  Check your ego at the door.
    • Tailored – Read The Five Languages of Appreciation in the Workplace.  Reinforce desirable decision making by showing appreciation to each person on your team in the manner that they most appreciate.  For some it will be a quick email.  For others a conversation at lunch.
  • Never put an end date on your training for new hires.  Training never ends.  Perpetual training, mentoring, coaching…whatever you want to call it…fosters the greatest teams.
  • ?What other Tips and Suggestions Do You Have?

WHAT YOU CAN DO RIGHT NOW:

  • Order The Five Languages of Appreciation in the Workplace. If you already have it, read or reread it.
  • List all of your direct reports.  Schedule a reminder for each person this week to check in with them.
  • Consider having a weekly or bimonthly one-on-one meeting with each direct report.
  • When’s the last inservice you had?  Maybe it’s time to schedule another one.
  • Subscribe to my blog so you never miss a list of suggestions and tips for better leadership.

VARIATIONS

  • What variations or alterations would you suggest?

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