Training is not always the solution to poor performance.
First reflect on your own influence as a manager/leader – what have you done or not done that may be contributing to the poor performance of others?
Seek to understand what is going on for the other person – why are they behaving that way?
Ask humanising questions that focus on getting great outcomes for both of you, building trust, and preserving the relationship.
The following checklist can really help you to get a better outcome; I hope you find it helpful.
Would you like more tips? Let me know
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