Well, truth be told, they may not be waiting; however, there is likely someone you need to confront in your organization or team.
Confronting an individual about an issue is simply part of leadership. Procrastinating only hurts, I have learned that painfully throughout the years.
Why is confrontation so difficult? I believe we often misunderstand its purpose. Our goal should always be not to punish or excommunicate but to restore.
I have developed a checklist for you to consider when faced with the need to confront someone.
- Ask yourself, “Is this issue really big? Who are the stakeholders affected?
- Check your motive, have the right mindset — help, not humiliate
- Be specific- no hints, and don’t beat around the bush
- Explain with clarity why this action could be or is damaging
- Never attack the person— it is the behavior or action
- Never undermine the person’s self-confidence — value the person
- Ask clarifying questions, encourage a response, and listen
- Acknowledge the person’s strengths
- Be intentional about finishing on a positive note
Just remember to take action as early as possible; the matter just doesn’t disappear.
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