Ever notice how you can ask clearly and explain carefully but still not get the result you expected? You might immediately assume people are distracted or just not trying. Sometimes, you’re the reason people don’t do what you want. Other times, it’s something totally different. Before you jump to conclusions, it’s worth slowing down and considering what might be getting in the way.
Leadership expert Ben Brearley, MBA, says it’s important to keep your perspective in balance. When you’re dealing with people, things aren’t always as they seem. Rather than assuming something is all your fault or has nothing to do with you, pause for a moment and think about what might be happening. There’s a good chance 1 of 5 things is at play. We share more from Brearley in this issue of PromoPro Daily.
Reason No. 1: Lack of clarity. According to Brearley, people may not do what’s expected of them because they don’t really know the expectation. Consider if you have just assumed your team member knows what to do and if you have fully explained your expectations. It’s up to you, he says, to clearly explain what you need.
Reason No 2: Insufficient skills or knowledge. When people don’t do what you want, he says it might be because they don’t really understand how to do it. They may not have the experience or training. They might try to do something the best they know how, and if it’s not up to your expectations, you may assume the employee is simply not understanding.
Reason No 3: Lack of motivation and commitment. Some people are motivated by the work itself. Others are motivated by pleasing the people on their team. However, if they perceive the work to be unimportant or tedious, they might start doing other things. To fix this, Brearley says leaders must help them see how their work creates a positive impact.
Reason No. 4: People think there’s a better way. Your team members may not do what you ask because they think there’s a better way to do what you’re asking. Brearley says this is especially true now that we have so much information at our fingertips. He suggests helping your staff members see why the current way is better or take their suggestions and try them.
Reason No. 5: They don’t trust you. Lack of trust in leadership is a big problem, Brearley says, and it can cause people to ignore your directions. Your team might think you lack credibility or they may feel like you don’t listen to them. Building trust takes time, he says, but without it, your team will always hesitate to follow.
People may not follow through for any number of reasons. They may not have clarity or skills to do something. Motivation or trust might be missing. As a leader, it’s important to look inward and then widen your lens a bit. When you can thoughtfully uncover what’s happening beneath the surface, it becomes easier to move people forward.
Compiled by Audrey Sellers
Source: Ben Brearley, MBA is the founder of Thoughtful Leader. He’s an experienced leadership coach, trainer and consultant.
