You've seen it. A great person with great skills. But this person is struggling. The person is not performing like you thought. Or, some work is just not happening. Maybe some work is getting done, but there is a negative vibe around this person. For most of us, we have seen this and may even have been this person. What is making this seemingly competent person just not cut it for your organization?
Of course, we can do personality profiles, surveys, observations, you name it. But I have three keys to help you identify what the barrier really is.
- Loss of Fire.
Remember when you were offered your position? You were excited. You had energy inside and outside to do the work. You thought the organization was the best thing since sliced bread. That is the fire for the mission of the organization. Many have this “Pollyanna” view when starting a job. Then the amount of work, the office politics, the culture, and the issues start to rise and bring in reality.
The problem here is that when the voices of the issues and barriers of doing the job outweigh the passion for the mission and vision, it is extremely hard for a person to motivate themselves to accomplish tasks towards goals.
- There Is No Motivation to the Big Goals.
This is different than motivation to your mission or vision. In the book, The 4 Disciplines of Execution (McChesney, Covey, & Huling), the authors explain that a person should have only 1-2 wildly important goals. Then you focus specifically on the tasks to achieving those goals. What I see happen is 2-fold. One, there are just too many goals, so it sucks the motivation right out of the employee.
The other thing is that the tasks to achieve those goals are contrary to the person’s motivating style. If I have a passive person whose tasks all have to do with aggressively completing tasks, these tasks will simply not get done. We all have to do things we would rather not do. But a weekly to do list of things you have no motivation to do, will fall by the wayside.
- There is Clearly a Conflict.
Sometimes, we just do not know the heart issues the employee is facing. I remember seeing this woman who was struggling because she needed to work, but her heart was wanting to bring her ailing mother home in her last months or years of life. She kept her inner struggle quiet from the staff since she was a very private person. Sadly, her struggle kept bleeding into her workday until other employees were making their own (wrong) assumptions about the employee. There are many examples of this sort of internal conflict that hijacks an employee’s focus.
Great leaders have cultivated relationships of trust, concern, and openness with their employees. When you identify one of these three barriers, you will be able to pray for strategies to help love and care for this person, even if it means he or she may not be in the right position or the right organization.
I’d love to help you get everybody in the right position in your ministry, so they can thrive and your ministry can flourish. Let’s talk! Just schedule your free coaching call >>