The responsibilities in your team are clearly distributed and the standards are well defined. You give immediate feedback when things go wrong, it’s short and painless. But what if somebody’s problematic behaviors create a pattern? Have a deeper conversation with that person. Share your observations and ask questions. Help him to connect the dots, let her discover the changes that make the difference. Go along with your people when they put their ideas into action. Holding others accountable doesn’t mean to tear them down, take it as an invitation to building them up!
Fear Fails First
The biggest reason leaders fail isn’t a lack of talent, experience, or opportunity.
