Ask Do not Tell Leadership ? How Do I Create ... - Self Improvement

Dear Coach,

Question: I own and run a business, but my leadership abilities are occasionally lacking. My Senior Team refers to me as ?Mr. Softy,? because I don?t discipline those who break business policies. I?m having distinct difficulty with my VP of Sales. While he does bring in new accounts, he regularly enters them incorrectly and causes all kinds of problems for production staff. My team keeps telling me to ?let him have it,? but I?m not sure what to say. How do I make him accountable without simply firing or threatening to fire him?

Answer: Congratulations! You are already demonstrating fantastic leadership wisdom by seeking solutions aside from threatening job loss. The accountability you want would by no means develop from firing or threatening to fire, anyway. Exceptional leaders build liability and empower their employees by asking them questions. My philosophy of leadership is ?ask, do not tell.? Even though you have identified the VP of Sales as causing the present problems, make sure you?ve all the facts. This could be a great opportunity for you to build accountability ? not just in this employee, but in all your employees.

I would recommend holding a company-wide meeting, centered on the big picture of how sales orders are processed. Use the scenario with the VP of Sales as an example, and ask, ?Is this order representative of how this business functions?? Either everybody will agree, or an fascinating discussion will ensue between the disagreeing parties. Occasionally, your role as a leader is to stay out of the middle and simply facilitate. The managers of your numerous departments likely comprehend the facts better than you do, and it?s flawlessly ok to admit this. Enter the meeting with an open mind. Even if your employees begin by quarrelling and finger-pointing, they?ll ultimately work through to the facts. You might need to pepper the conversation with questions, but try not to give answers.

Once the group has pinpointed the actual problem and also the individual(s) concerned, start discussing solutions. Ask simply, ?How would you like to solve this?? Even if you have solutions in mind, fantastic leadership demands you to trust others to develop their own answers. Given this is the first time you have gone through this process, I suggest you remain in the meeting. Continue to only make inquiries, and if asked your opinion, avoid giving it. Remind your managers that you trust them to run their departments and make money for your business, so certainly you trust them to solve problems, like this one. Initially, this whole process might be extremely time-consuming and discouraging for everybody involved. Be confident which you are moving in the right direction! Your employees will soon turn out to be more energized as they feel motivated, and the time will prove well worthwhile. By the end of this process, you also will find your power and understand you built accountability by simply asking them questions. Keep in mind: Ask, don?t tell.

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Source: http://myselfimprovementtoday.com/ask-do-not-tell-leadership-how-do-i-create-liability-as-a-leader

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