Most of us probably gravitate towards direct reports who act nice and do not deliver bad news. But it is often those who provoke or challenge us - the people we like less - who prompt new insights and help propel the team to greater success. When you dislike a colleague, you might - consciously or not - mismanage them, treat them unfairly, or fail to see the real benefit they can deliver. To get the most out of someone you do not like:
-
Learn how to handle your frustration. Do not let your distaste show. Everyone wants their boss to like them, and your direct report might presume that any disapproval has to do with their performance. Remain fair, impartial, and composed.
-
Check your bias. If you are having trouble being fair, seek counsel from a peer who is familiar with the person’s work. Ask whether your evaluation matches the outsider’s.
- Keep an open mind. It might help to spend more time with the problem direct report, perhaps by collaborating on a difficult task. Remember that perspectives change, and your favourite direct report today might become your least favourite tomorrow.
The above leadership tip...
was sent in response to a question from a participant on our acclaimed 10/10 leadership development and mentoring programme. Whether you're a first time manager or an experienced leader, straightforward, practical advice on best practice is hard to find. Until now. To find out how you, your team or your organisation can benefit, please join us on our next complimentary webinar or contact us.
For more tips...
on leadership and management good practice, subscribe to a Minute with Montgomery on 10TV.