Have the Courage to Manage Poor Performance

A house cat wants to be a lion to show it has the Courage to Manage Poor Performance

Do You Have the Courage to Manage Poor Performance?
To be a good new manager, you must have the courage to manage poor performance.  Do you think you can transition from the tame kitty to a bold new leader?

Evaluating Who Should Stay and Who Should Go
Beyond the knowledge, skills and general positive attitude required to succeed as a new manager, new managers need to have the courage to tackle one of the most difficult aspects of taking on a new team—evaluating who should stay and who, if any, should go.

Do Not Keep Underperformers or Cultural Misfits
It is critical for new managers to not delay or prolong their leadership responsibility to make sound people decisions. Not moving quickly enough on poor performers is one of the top five warning signs of a low performance work culture because it:

  • Undermines Respect
    Team members know who the bad apples are. They count on strong managers to either coach poor performers to acceptable performance levels or let them go. To tolerate them as a manager is interpreted as a leadership weakness and an invitation to lower their own performance.
  • Decreases Morale and Trust
    New managers typically come aboard with expectations of improved productivity, performance and business results. If you don’t deliver and do what you say you will do, your team will be demotivated and lose their trust in your leadership.
  • Sabotages Business Performance
    If your team is measuring its effort by the lowest denominator, all-round team performance (and thus business performance) will suffer.

Guidelines to Build the Best Team
Once you figure out the capabilities of your team and act on underperformers, you should:

1. Meet Individually with Each Team Member
Get to know them personally. Ask what they like to do and what they are good at. Get a sense of their working style. Find out what they think would make the team work more effectively.

2. Understand Their Strengths and Weaknesses
Review the resumes of the team and their records at the company. Have they performed in the past at high levels? If not, you need to find out what stood in their way.

3. Articulate the Team Culture You Want to Create
Consider which current employees will fit into or adapt to the culture you desire.

4. Assess Team Dynamics
Determine if the team has worked well together before you became manager. If there were problems, you need to uncover and address them.

The Bottom Line
You are not on a witch hunt. You are simply trying to assemble a team that will perform at its peak. That means that they hold similar values, respect one another, agree upon expectations of performance, are clear about how each member contributes to the team goal, and are willing to cooperate with and support one another.

Once you have the courage to manage poor performance, download 3 Must-Have Ingredients of High Performing Teams for New Managers

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Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

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Vice President of Human Resources

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
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We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

Margie Bunting
HR Manager

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

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Vice President, Human Resources

Hyperion

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

Jeff Rangel
Director of HR

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

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