Do you lead any extra-challenging people?
Is their negative attitude, poor performance, or lack of cooperation dragging your team into unhealthiness -- or even toxicity?
If so, leader, now is the time to act. Why? Because challenging people have a disproportionate effect on a team. It's true how the old saying goes, one bad apple can spoil the bunch.
But, before you're quick to discard the apple, know you have options.
In situations like this, you can...
Pretend what's happening will improve on its own (This never works).
Replace the person (Count your losses and move on. Get rid of the bad apple).
Work to resolve the conflict and lead the challenging person positively (Redeem the situation and foster improvement).
Option three is a phenomenal undertaking when the challenging person wants to work with you and wants to get better. However, true change requires ATTITUDE and ABILITY. If both are present, there's a chance that you, as their leader, can help them improve!
But how can you help them?
In his book Good Leaders Ask Great Questions, John Maxwell lays out a simple 5-step framework for leading challenging people. If you want to help a challenging person improve, here's one method of helping them.
Meet privately to discuss their behavior - Have an honest conversation about the issues you see. Clearly explain the problem and give first-hand examples. Don't be vague. Explain how their actions negatively affect the organization, the team, or you. And never have this conversation while you're angry. Always assume the best about their motives.
Ask for their side of the story - Provide them with space to talk. Let them share what's going on in their life. You may learn what is causing the challenging behavior -- and you may have been wrongly reading their situation.
Try to come to a place of agreement - Find out if they agree with you. Allow them time to think and reflect on both sides of the story. The challenging person must agree there's a problem -- and be willing to change for you both to keep moving forward.
Set out a future course of action with a deadline - Here's where you get very specific about what needs to happen -- and by when. If there are steps this person needs to take, list them out and provide deadlines. Put these things in writing if need be to provide clarity and accountability. Both of you must agree to the terms.
Validate the person's value and express your commitment to helping - In this final step, let the person know that you care and desire to help them grow. This step is essential. Add value to them. Let them know how much they mean to you and the team. Show them that you appreciate their willingness to improve and you desire to see them grow into their full potential.
Challenging people can improve.
Not every challenging person will change, but some will.
And resolving challenges is one of the most rewarding aspects of being a leader.
For your growth!
