Dear Chuck Bower
The temps are cold and the snow continues. That will change soon enough! Don't despair, a groundhog predicted it will be over in a few weeks.
This newsletter discusses strategies for dealing with demanding employees and the importance of setting annual goals. We hope you find these articles useful.
As always, past newsletters are at www.HawthorneServices.com, and click Resources at the top of the page.
Sincerely,
Chuck Bower, 574-361-6166
Karen Kehr, 574-596-3058
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Challenging Your Most Demanding Employee 
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Reflect on the most demanding employee you've ever experienced. Presumably, a demanding employee that exhibited reasonably positive behaviors. (We're not talking about poor behaviors-we call those ex-employees.)
Perhaps this employee has several "wants", yet is productive and results oriented, and highly ambitious. And asking for more control and authority.
You might choose to avoid this employee, especially if you don't have the right slot for them in your organization. Now is the time for the opposite - an investment in this employee could pay huge dividends.
It's time to meet this challenge head-on and communicate with them in better ways. Turn on your active listening and inquiry skills and strive to understand their perspective. Understand their "why", using an assessment tool that measures their motivators. Hold off on judging their wants, and get to their whys.
Now that you understand the "why", consider their behavior. How strong is their emotional intelligence? Recognizing weaknesses in this area is key. Working on real improvements is possible, with the right coaching and strategies. A good assessment tool will help with both. Remind them that reflection and receiving constructive feedback is a source of fuel for good leaders. Don't accept defensiveness!
Now is the time to channel their capabilities. Get coaching! If you don't have a position for them, establish one! Make part of their responsibilities the growth of revenue and value to fund their position.
We've seen too many organizations choose to stifle these types of employees. Instead, your culture should encourage desire and ambition. Below is a list of helpful resources:
Leading With Questions, by Michael Marquadrt
Using the EQ & Talent Insights DISC-Motivators (our website)
What Got You Here Won't Get You There, by Marshall Goldsmith
Catalytic Coaching, by Garold Markle
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Have You Set Your Annual Goals?
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What are the stretch, yet achievable objectives you should attain this year? Are they specific and measurable? How do they fit with your life plans and professional and business goals? Have you shared them with the appropriate individuals who will provide constructive support and accountability? How visible are these goals at your workplace? Are they in front of you every day? How frequently do/will you return to these goals and measure achievement?
As a forum leader with Renaissance Executive Forums, our members follow this process each year. Fortunately for me, this process spurs me to set good goals too!
SMART goals are well known and understood, but great leaders surround themselves with others who contribute constructive feedback and accountability. They also reflect on their past successes and failures, debriefing and learning from these events. Great leaders also understand that setting high standards for themselves, and having proper personal accountability, is key to success. Our advice to leaders is, "Find a group of people that will challenge and inspire you."
Finally, don't confuse activity with results. Results make a difference, activity does not.
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