Affecting Change at the Leadership Level (Part 2)
May 6, 2016
This is part two of a two-part blog post discussing how leaders can affect change. Click here to read Part 1: "Affecting Change Through Your Leadership Style And Presence".
Affecting Change within An Individual
Brad also needs to address an underperforming individual at the partner level. Law firms, accounting firms, and consulting firms are in the people business. Their business is to serve their clientele. Therefore it is a necessity that they have clientele to serve. One typically moves up to the partner level because of the client relationships he or she has developed throughout his or her career. So, what do you do with an underperforming partner. Terminating the relationship is the easy answer. However, being who he is, that is not Brad’s first choice. He wants to expend all possible options to see if there is a way to turn this underperforming partner, not necessarily into a star, but at least into a solid, client-centered performer.
With our underperformer in question, Brad, has an opportunity to do and create something really special here for both the firm and for the underperformer and his family. The reason I know this is because what the underperformer had to conquer 8 years prior (through our initial coaching encounter with him) was far more difficult for a trainee to accomplish than what is needed now (being more proactive with developing new business and interacting with people from a business development perspective).
So, here is how the one in leadership can affect that change within another individual:
If Brad does this correctly and remains consistent in every way; weekly meetings, day and time, objectives for doing this exercise, etc. then he will see his underperformer experiencing transformative behavior before your very eyes and that is a VERY good thing to witness.
As long as the trainee is motivated to do the work, the motivation does not have to be because they want to improve. It can be as a result of a negative motivation (for example, “I don’t want to lose my job"). As long as the trainee is motivated and they are supplied with the right tools and given an increased sense of greater accountability for executing on the tools and assignments, then you typically will see that individual change the indentified behaviors over a 2 to 12 month period of time.