Comments on: A Week in the Life of an IT Leader http://blog.beckitrue.com/http:/blog.beckitrue.com/2010/02/13/a-week-in-the-life-of-an-it-leader/ Developing Superior Technology Leaders Thu, 04 Aug 2011 03:48:59 +0000 hourly 1 http://wordpress.org/?v= By: becki http://blog.beckitrue.com/http:/blog.beckitrue.com/2010/02/13/a-week-in-the-life-of-an-it-leader/comment-page-1/#comment-954 becki Mon, 15 Feb 2010 23:23:29 +0000 http://blog.beckitrue.com/?p=1267#comment-954 Thanks for the question penyart. I work with them just as I would work with them on a technical deficiency. If there is someone on the team that is behaving in a way that has a negative impact on the group or on a customer, I sit down and coach them. I focus on their behavior and not make it about them as a person. I'll explain to them that when they do "x" the effect is "y". Sometimes people do not realize the effect their behavior has on others. Then, I try to work with them on a development plan that helps address their situation and work with them on it just like any other development need. I tell them that I'm monitoring their progress and that I will sit down with them on a weekly or monthly basis to review their progress. We go over both positive and negative interactions. It's very important to recognize their growth, no matter how small it might be in the beginning. Most importantly of all, you cannot be passive aggressive about these types of issues if you hope to correct them. Deal with these types of issues head-on and deal with them quickly and consistently. Address negative behavior each and every time you see it. I hope this helps you. It's not always easy, but it does get easier as you practice. I also find that people are extremely appreciative of a leader who takes the time to help them improve. Thanks for the question penyart. I work with them just as I would work with them on a technical deficiency. If there is someone on the team that is behaving in a way that has a negative impact on the group or on a customer, I sit down and coach them. I focus on their behavior and not make it about them as a person. I’ll explain to them that when they do “x” the effect is “y”. Sometimes people do not realize the effect their behavior has on others.

Then, I try to work with them on a development plan that helps address their situation and work with them on it just like any other development need. I tell them that I’m monitoring their progress and that I will sit down with them on a weekly or monthly basis to review their progress. We go over both positive and negative interactions. It’s very important to recognize their growth, no matter how small it might be in the beginning.

Most importantly of all, you cannot be passive aggressive about these types of issues if you hope to correct them. Deal with these types of issues head-on and deal with them quickly and consistently. Address negative behavior each and every time you see it.

I hope this helps you. It’s not always easy, but it does get easier as you practice. I also find that people are extremely appreciative of a leader who takes the time to help them improve.

]]> By: penyart http://blog.beckitrue.com/http:/blog.beckitrue.com/2010/02/13/a-week-in-the-life-of-an-it-leader/comment-page-1/#comment-937 penyart Sun, 14 Feb 2010 12:26:52 +0000 http://blog.beckitrue.com/?p=1267#comment-937 So your comment in regards to " Make sure you keep it about the performance and not the person." How do you deal with this issue when it does not affect their performance but their attitude affects the team and thosee the team interacts with? If the issue is with "them" and not their performance. So your comment in regards to ” Make sure you keep it about the performance and not the person.” How do you deal with this issue when it does not affect their performance but their attitude affects the team and thosee the team interacts with? If the issue is with “them” and not their performance.

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