I heard this morning that the East coast of the US is about to be battered by Hurricane Irene. So our lousy weather here pales into insignificance. Keep safe if you are in that area (though why you would be reading my blog right now instead of battening down the hatches, I don’t know!). My friend Lauren experienced an earthquake in Washington this week too. They are really taking a battering there this week.
What’s the connection to this post? The conversation that Bob had with Lauren when she was in the midst of the earthquake sounds like it was exactly what she needed right then. In addition, he and I had a conversation yesterday that was of star quality. He was right there with me, completely present, helping me to deal with a really tough issue, such that I could learn from it and decide what to do next.
Bob tells me he’s feeling the pressure to be the “perfect boss”, given my passion for people development, and is (mock-)worried that he’ll hear in the blog first if he’s doing a bad job. But right now, I don’t have a bad word to say about the support and challenge that he’s giving to me. It’s exactly what I need. Long may that continue. And of course, I will talk to him first before I write anything in the blog about something not being right :-), so we can work out how to put it right. That’s the “how will we work together” conversation that I shared yesterday. It’s as much up to me to make sure I get the support I need, as it is up to him. I see it (and all supervisee/supervisor relationships) as a partnership. (that’s a new learning for me; once again I am blown away by the power of writing down my thoughts to get clarity on them).
Here are the next three conversation starters for your comment.
1. What goals do you need to meet?
Mindset
–If I set direction by agreeing stretch goals, the individual will be self-motivated to achieve the goals
Skill-set
–Explain:
*Our business goal is X
*Our team goal that will enable us to meet those business goals is y
*Your personal goals, strengths and passions are z
*So here’s what I’d like you to be responsible for, to achieve the team goal and to align with your strengths and passions
*We’ll know that you’ve been successful when…
Toolset
–myPerformance goal-setting (note to self: talk to Christine Black to align)
Frequency and timing: twice a year, starting in the first week of a person’s new role
Consider combining this conversation with What motivates you?. Follow this conversation with weekly Holding you accountable conversations
2. Here’s a new piece of work for you
Mindset
–The way to grow individuals (and myself) and to increase our productivity is to delegate. In delegating, I provide people with the responsibility and authority to get the job done. I am accountable for the overall job, and I delegate everything in their scope of responsibility. My team members are competent and able to do their jobs well.
Skill-set
–Before the conversation:
*Clearly define the task
*Decide who you will delegate to, depending on their strengths, passions and stretch goals (see motivation conversation)
–During the conversation:
*Explain how this task links to their strengths, passions and stretch goals
*Explain your expectations of the outcome
*Provide the timeline for milestones and for completing the task
*Identify and discuss any barriers and risks that you will help the individual to resolve
*Discuss how you will monitor progress together (see holding you accountable conversation)
–Follow-up with the Holding You Accountable conversation
Frequency and timing: whenever there is a piece of work you need to delegate
3. Holding you accountable
Mindset
–I recognize that progress motivates, so it’s important for us to assess progress each week
Skill-set
–Ask the following questions:
*Last time we met, you said you planned to do x. How did that go? [congratulate them for their progress and successes]
*What challenges are you facing?
*What are the risks? How are you planning to resolve those?
*How can I help you?
*What actions will you take next week to move this forward?
*What are you learning? [Give them constructive and positive feedback]
Frequency and timing: once a week in place of status meetings
This conversation follows on from What goals do you need to meet, and Here’s a new piece of work for you
What do you think?
