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Question Of The Month
How should supervisors deal with problematic behaviour?
Answer: A supervisor’s response to poor behaviour is often to close her eyes and hope the problem will go away. It rarely does, and often it gets worse.
Legitimate Leadership, Stoicism And The Blessing Of Books
Growing up in a small mining town did not give one much upside on life but I am ever grateful for two things. I started playing cricket at the age of eight, which eventually provided me with a sports bursary to pay for my university education; and, bless my mother, she introduced me to reading at about the same age.
What It Takes To Build Cultures Where Givers Actually Get To Succeed
Adam Grant has previously spoken about givers putting up boundaries or limiting their generosity as a way to protect themselves against over-giving. At Legitimate Leadership we prefer to think about two forms of giving: generosity and courage. Appropriate giving is therefore about acting with generosity or courage, whichever is more appropriate at the time.
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Question Of The Month
By Wendy Lambourne, Director, Legitimate Leadership.
Question: How should supervisors deal with problematic behaviour?
Answer: A supervisor’s response to poor behaviour is often to close her eyes and hope the problem will go away. It rarely does, and often it gets worse.
There are really only two ways to address poor behaviour. The one is through clarity of expectations and the other is through consequences.
The supervisor needs to communicate in clear terms what the person is doing which is not acceptable and why. She then needs to be explicit about what she does expect and the consequences of the person not meeting those expectations. The consequences then need to happen, both negative (if the expectations are not being met) and positive (if they are).
Clear expectations and consequences are what set people up for success.
To submit your question, email info@legitimateleadership.com
Article: Legitimate Leadership, Stoicism And The Blessing Of Books
By Jim Furstenburg, Legitimate Leadership.
Growing up in a small mining town did not give one much upside on life but I am ever grateful for two things. I started playing cricket at the age of eight, which eventually provided me with a sports bursary to pay for my university education; and, bless my mother, she introduced me to reading at about the same age.
To this day I am still not without a read.
Among my past year’s books for an international audience are:
READ THE FULL ARTICLE BY CLICKING HERE
Video: What It Takes To Build Cultures Where Givers Actually Get To Succeed
By Adam Grant of Wharton University, USA; author of Give and Take
COMMENT ON THIS VIDEO BY WENDY LAMBOURNE, LEGITIMATE LEADERSHIP: Adam Grant has previously spoken about givers putting up boundaries or limiting their generosity as a way to protect themselves against over-giving. At Legitimate Leadership we prefer to think about two forms of giving: generosity and courage. Appropriate giving is therefore about acting with generosity or courage, whichever is more appropriate at the time. What I find really interesting in Adam Grant’s piece is his statement that “the negative impact of a taker on a culture is double to triple the positive impact of a giver”. I absolutely agree with this finding. The implication is that the way to build a culture of givers is to confront and deal with takers. In Legitimate Leadership we talk about takers as victims, and organisations with too many takers as being beset by a victim disease. So the route to increase the number of givers in an organisation is to confront and address victim behaviour whenever and in whomever it evidences itself.
OUR SUMMARY OF THIS VIDEO: I spend a lot of time in workplaces, and I find paranoia everywhere. Paranoia is caused by people that I call “takers.” Takers are self-serving in their interactions. It’s all about what you can do for me. The opposite is a giver. It’s somebody who approaches most interactions by asking, “What can I do for you?”
Of course, not all takers are narcissists. Some are just givers who got burned one too many times. Then there’s another kind of taker that we won’t be addressing today, and that’s called a psychopath.
I was curious, though, about how common these extremes are, and so I surveyed over 30,000 people across industries and around the world’s cultures.
I found that most people are right in the middle between giving and taking. They choose this third style called “matching.”
READ THE FULL SUMMARY OF THIS VIDEO BY CLICKING HERE
TO VIEW THE VIDEO CLICK HERE
