Many leaders are challenged to know the correct way to address frustrating employee situations.
In a recent example, the manager of a well-known restaurant chain became frustrated with employee tardiness and absenteeism. Her solution? Sending a harsh message via email to all employees. (You can read about it here so you’ll know what not to say in a similar situation.)
Rightfully, this action cost the manager her job because the message did not align with the values of the company.
Leadership Tip
Manage yourself well, and you will be in a better position to provide the leadership your organization needs.
Consider these three suggestions to better manage yourself:
- Start with self-awareness. The approach I recommend is called the “anticipate and reflect” technique. By simply anticipating a situation, you can clarify your thoughts, actions, and words to achieve a desirable outcome. Reflecting on how you responded to a situation then making adjustments for next time is another way to elevate your self-awareness.
- Apply common sense. If you’re not sure your solution makes sense, ask others for their opinion before you implement it. This is a good idea even if you think your solution is on point.
- Be mindful of your emotions. Frustration, impatience, intolerance, skepticism can all lead to stressful times and an unpleasant work environment nobody wants to participate in. Although a manual on how to properly address every situation doesn’t exist, you can turn to mentors, coaches, industry peers who will discuss your options with you. Mindfully remove any heightened emotions before taking action.
“If you want to manage somebody, manage yourself. Do that well and you’ll be ready to stop managing and start leading.” – Unknown
“Leaders lead by example whether they intend to or not.” – Unknown
