{"id":270,"date":"2019-07-15T15:31:22","date_gmt":"2019-07-15T15:31:22","guid":{"rendered":"https:\/\/blog.ims-online.com\/?p=270"},"modified":"2019-08-19T01:35:32","modified_gmt":"2019-08-19T01:35:32","slug":"leader-or-hostage","status":"publish","type":"post","link":"https:\/\/blog.ims-online.com\/index.php\/2019\/07\/15\/leader-or-hostage\/","title":{"rendered":"ARE YOU A LEADER OR A HOSTAGE?"},"content":{"rendered":"\n<p>In coaching a manager recently, we learned that her biggest\nchallenge was holding two employees accountable for following department\nprocedures and for communicating to other employees in a style that is\nrespectful and collaborative. To put it simply, this manager needed these\nemployees to do their job correctly and be great team players. When we asked\nthis leader why she was hesitant to hold these two employees accountable, she\nresponded with one word\u2026FEAR!<\/p>\n\n\n\n<h2>Leadership fear<\/h2>\n\n\n\n<ul><li>Fear that if they held the employees\naccountable, the employees would threaten to quit<\/li><li>Fear of the employees\u2019 reactions to being held\naccountable (tears, aggressive response, etc.)<\/li><li>Fear that the employees would attempt to spread\nill will and discontent among other employees on the team<\/li><li>Fear that if they did try to hold the employees\naccountable, it would make the situation worse. (Example: although the employees\ncome to work late, do not follow policies and procedures, and are not team\nplayers, their measurable results \u201csales\u201d are outstanding)<\/li><li>Fear that the employees would become angry or\nupset and stop talking to them<\/li><li>Fear that if they held the employees accountable,\nthe employees would run to someone higher up in the organization who may side\nwith them and not support you in holding the employees accountable<\/li><\/ul>\n\n\n\n<p>Here is the problem with the examples shared by this leader.\nWhen you don\u2019t do what you should do to hold your direct reports\naccountable\u2026and you don\u2019t take the action out of fear, you are neither a leader\nnor a manager\u2026you are a HOSTAGE! A hostage, by definition, is someone who is\ncaptured against their will. When managers don\u2019t do what they know is the right\nthing to do, hold the employee accountable, and they don\u2019t do it out of fear,\nthey are being held captive.<\/p>\n\n\n\n<p>To be a leader, you need to be respected. When an employee\nholds you hostage for one of the above reasons, although the employee does not\ncome and tell you to your face, they do not respect you. A bigger problem is\nthat everyone on your team sees that you do not hold the deviant employee\naccountable and the rest of the team also lacks respect for the manager.<\/p>\n\n\n\n<p>Here are seven tips to release your hostage bonds and start\ndown the path to re-claim your position of manager and relationship of leader.<\/p>\n\n\n\n<h2>Lean in<\/h2>\n\n\n\n<p>Employees who hold their managers hostage effectively do so because they know their manager is hesitant or lacks the confidence to talk to them about the issue. We are convinced that employees know what they are supposed to do to make the manager happy and, when they exhibit behaviors that undermine the success of the organization, team or manager, those behaviors need to be addressed in a timely manner.<\/p>\n\n\n\n<h2>Don\u2019t manage by hope and hint<\/h2>\n\n\n\n<p>When an employee does something they are not supposed to do, tell them exactly what you need them to do differently and when you need them to do it to be a successful member of the team.<\/p>\n\n\n\n<h2>Clear your strategy with your boss and HR<\/h2>\n\n\n\n<p>Employees who hold their boss hostage are able to do it for a reason. They usually produce strong measurable results. These employees tend to be the best salespeople; the most productive workers. Most times, their customers love them. What you don\u2019t want is for the employee to go around you, their manager, to your boss and have your boss side with the employee over fear of what the employee might do. When the employee says, \u201cI am going to HR or your boss\u201d and you have reviewed your strategy and both HR and your boss are on the same page, you can look the employee in the eye and say, \u201cGoing to HR and\/or my boss is a great idea. Would you like me to help you get the meeting set up?\u201d When you have that level of confidence, you are well on your way to reclaiming your title of leader.<\/p>\n\n\n\n<h2>Follow-up<\/h2>\n\n\n\n<p>During your meeting to discuss your employee\u2019s accountability, set up the next meeting to review their progress. If you set up the next meeting for one week, make sure you put it on both your calendars and ensure the meeting happens.<\/p>\n\n\n\n<h2>Expect that your relationship with the employee may get worse<\/h2>\n\n\n\n<p>When you hold people accountable who resent the fact you are asking them to change their behaviors, many times the relationship gets worse before it improves. For example, prior to meeting with the employee, there was very little communication with me about the progress of their projects.&nbsp; After I met with the employee about turning their projects in complete and on time, they stopped communicating with me altogether. Holding the employee accountable and working through their problems will make them feel better about their performance and the relationship improves. <\/p>\n\n\n\n<h2>Remember the truth<\/h2>\n\n\n\n<p>Employees who threaten to quit over being held accountable very seldom actually follow through on their threat. The reason that most employees don\u2019t quit is because when they think about having to find a new job, they quickly remember that any new employer is not going to put up with their crap and they will have to change even more than correcting the problem you are discussing with them.<\/p>\n\n\n\n<h2>Have the guts to take big action!<\/h2>\n\n\n\n<p>If the employee is not going to change, then you need to regain your leadership title the old fashioned way. Coach them. Counsel them. Train them. Document your process with HR\u2019s help. When all this does not work, SHARE THEM WITH YOUR BEST COMPETITOR. There is no greater strategic planning action than to take the employee who causes you the greatest grief and give them to your competitor and screw up their business plan. When you begin to work on cool stuff with your new employee, your competitor will wonder how they even got into this hostage situation.<\/p>\n\n\n\n<p>Do you have an employee holding you hostage?&nbsp; Put these seven tips into action and regain your position of leadership.<\/p>\n\n\n\n<h2>About the author<\/h2>\n\n\n\n<p>Peter B. Stark is a nationally recognized executive coach, author, and speaker. For over 20 years, he has helped leaders build organizations where employees love to come to work and customers love to do business.&nbsp; Peter\u2019s humorous, customized, informative and content heavy speeches are drawn from his personal experience as a leader, his experience with clients, as well as the information he gains through pre-keynote interviews. Employees and leaders will leave with actionable tips on how to make positive change and achieve both their goals and the organization\u2019s goals.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Do you have an employee holding you hostage?  Put these seven tips into action and regain your position of leadership.<span class=\"more-link\"><a href=\"https:\/\/blog.ims-online.com\/index.php\/2019\/07\/15\/leader-or-hostage\/\">Continue Reading<\/a><\/span><\/p>\n","protected":false},"author":10,"featured_media":272,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[63,52,4,5,35,7],"tags":[64,53,37,65],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v18.4.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>ARE YOU A LEADER OR A HOSTAGE?<\/title>\n<meta name=\"description\" content=\"Fear can hold good leaders back from creating high-performing teams that are accountable and engage those around them. 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