This morning in yoga class the instructor opened the class discussing what she called the 4 A’s of self-care.
Immediately, I saw a connection to managing the performance of employees.
The 4 A’s are:
Due to potential harassment issues you’ll probably agree we should replace “affection” with something else.
Since a leaders’ responsibility is to develop their people, I’d like to suggest replacing it with “acceleration.”
Let’s take a quick look at these 4 “A’s:”
After eight years leading my organizations with the attitude that “if you’re meeting expectations you won’t hear from me. If you’re not, you will,” one of my key team members told me that approach “wasn’t good enough for him” and he needed more attention from me. It was the best advice I’ve ever received. Your people need attention.
The type of attention your people need is usually more positive than constructive. Yet, most of the attention people receive is constructive feedback and leaders are surprised when their people don’t accept it well. It was said a long time ago that managers need to “catch people doing things right.”
Managers must look for ways to accelerate the development of those under them. In the small businesses I work with there aren’t enough discussions around accelerating a person’s career or position within the organization. Sometimes this is because there isn’t much room for someone to grow into a higher-level position, so the issue is ignored. This is a mistake.
For business leader to apply these 4 A’s genuinely and effectively, the work environment has to be in the right place.
If past experience with your performance conversations has resulted in a lot of drama and defensiveness you are going to want to grab my newest free report, How to Transform Your Workplace from Drama & Defensiveness to Initiative & Ownership.
Grab a free copy here, www.RevolutionaryLeadershipCoaching.com
‘til next time, make it a great week!