Even good employees can get stuck. They may not be not able to problem solve through a difficult situation, or perhaps a personal crisis has affected job performance. Sometimes even corporate decisions to freeze hiring and promotion can stretch people too thin or syphon away motivation for excellence. Whatever the situation, a conversation for improvement can often make the difference in helping employees get unstuck. Not only that, but these conversations can also help grow trust and respect in the reporting relationship.

Two paths are possible here: Some employees know they are off track and bring the issue to their manager. Others are oblivious to the problem. You will want to handle these two situations differently.

If there is already safety and trust in your relationship with your employees, they may approach you to discuss whatever challenge they are facing. Resist the temptation to provide answers. Instead, problem solve with them by asking these questions:

• Looking forward, what could be the best possible outcomes? List a few possibilities.
• Where do you want to go from here to move toward the best possibility?
• What do you really want to accomplish?
• What will you need to focus on for this to happen?
• What are the current obstacles you'll need to overcome to move in the right direction?
• What is the first step you will take to begin moving in the right direction?
• Who else could help you with this?

Questions encourage new ideas and open up pathways for new thinking. Your employee may now be able to envision ways for moving forward. If this does not occur, you can provide specific guidance and insight to actions, behaviors, and next steps that will help get things back on track. Using this method of asking questions instead of providing answers allows employees to benefit from your management experience while also collaborating in the problem-solving process.

Employees who are oblivious to being off track can be more challenging to redirect. How can you help these people become aware of problems without triggering fear or anger?

First, begin the conversation by indicating your willingness to assist in the problem-solving process: "This is not working, and it's time to create a new solution. Let's do it together."

Second, reconnect to the bigger goals or values that both of you share.

Third, offer specific feedback or guidance to recalibrate actions and behaviors. Directives that give a clear picture of the next steps are useful to people who are stuck. A clear directive is something like, "Keep a time log in 15-minute increments starting immediately following our meeting, and track how you use your time during the next three days."

Fourth, give difficult feedback by first explaining what the employee does well and then pointing out what could be better. "Juan, you have done a wonderful job providing the research and procedures for the team. My intention now is to help you see the next area for your development as a manager. I've observed that you sometimes shut down creative brainstorming with judgmental questions and comments. I suspect that you are not aware that this is happening. Are you open to learning more about communicating more effectively with other team members?"

Fifth, if necessary, communicate the serious nature of a situation. Say something like, "This issue is bigger than I suspect you understand. I want you to take this very seriously because if this is not resolved, it could cost you the trust of your team members (or your job)." You do your employees a service by showing them how management sees them, especially when the issue is so serious that it could derail their careers.

World-class leaders are not afraid of conflict because they know how to get individuals back on track. Knowing how to ask the right questions and to engage in conversations for improvement is the key to developing star performers and star-performing teams. It's also the key to growing your own leadership abilities.

Need to get the personnel in your organization unstuck and on track to star performance? Call Shawn Kent Hayashi today 888-959-1188 x88.

Shawn Kent Hayashi has the following Leadership Development Offerings:



Global Leadership: Building the Relationships & Networks You Need to Succeed

Beginning Friday, Feb 1, 2013, each morning for the 28 days in Feb you will receive via email a 5 - 10 minute video to focus you on Global Leadership: Building the Relationships & Networks You Need to Succeed.

Also, each Monday at noon you'll have the opportunity to talk live with co-creators George Bickerstaff, global executive and philanthropist, and Shawn Kent Hayashi, best-selling author and executive coach. You'll be able to ask them questions and share your own stories. These calls will be recorded and emailed to you as well. Reserve these dates now: February 4, 11, 18 and 25 at 12pm EST so you are able to participate live.

The videos will address the following topics:

1. What global leadership really means today and how you can leverage this now.

2. How we got here -- the current state of business and what it means to lead a business now.

3. Why relationships are more important now than ever. Who's influencing you? How can you influence others?

4. What the best leaders do and don't do in building meaningful relationships. Are you doing these?

5. How to take advantage of super networks and leaders across business, government, education, arts, philanthropy, and sports.

6. A tool to score yourself to identify who to focus on building relationships and how to identify the people with whom you should be building relationships.

7. How to build your networking map & identify the gaps.

8. Stories of people who have built relationships that bring cool stuff alive in business from the past two years.

9. Seeing the future and what global leaders are doing differently.

By the way, these videos are for your exclusive use. (You may not rebroadcast them.)

$280 per person

Enroll now! Only a few days left to be part of this Global event!

http://yourtalentatwork.com/workshops/global-leadership/

Distinguishing Yourself: Why Your Brand Matters

Saturday March 2, 2013 9am - 12pm

You know why your brand matters, but do you know your brand? Are you the brand you want to be? What do others think your brand is? In just half a day, get a better handle on what your brand is and create a plan for distinguishing yourself in the marketplace. Don't miss this important opportunity to sharpen your business edge!

http://yourtalentatwork.com/workshops/distinguishing-yourself-workshop/