"Why do we even have Quarterly Business Reviews? No one likes them." This isn't a question you would want to hear if you were the person responsible for why every employee in the company has them. Do you defend them to the death, stop them immediately, or evaluate their format and/or delivery method?
This is an example of a genuine leadership dilemma in today's modern business environment. The world of leadership development in organizations is changing. Leaders like you and me are being stretched by our people to rethink outdated leadership approaches to better align with the demands of our people and to help increase performance.
Here are 4 leadership dilemmas modern leaders are facing and how to manage them:
1. The team doesn't seem motivated or engaged. Are they just lazy and entitled?
A recent Gallup study showed only 29 percent of millennial employees are engaged at work. Instead of hiding behind some "millennial stereotype," it's worth exploring the real reason why your team isn't motivated or engaged.
The number one reason people aren't engaged or motivated is because they don't know why they are doing what they are doing beyond making a paycheck. It's been proven that organizations and leaders who lead with purpose, mission, vision and values not only get better results but they have a more engaged workforce.
If this is your dilemma, it's time you connect purpose with the work your people are doing.
2. We aren't hitting our growth targets. This guy is to blame.
It's easy to point fingers. Each individual has responsibilities, but instead of blaming others first, the person you should always look to is the person in mirror (one way to take responsibility is to see what leader profile you are, take it here)
The moment you take personal responsibility for everything that happens on your team is when you have a real chance to hit growth targets. Next time, ask yourself: Could I have assisted a team member more effectively by providing better tools, better talent, better resources, or better coaching? This doesn't mean you shouldn't evaluate people based on their performance, but when challenges arise, look at yourself first.
If this is your dilemma, start with taking personal accountability prior to ever pointing the finger.
3. My top performer gets the job done, but his actions and attitude hurt our culture. What do I do?
One of the biggest mistakes I have seen in my career is allowing top performers to control and flat out dismantle a team's culture. At the end of the day, it's your job to set the example for the culture you want to create.
If you allow a top performer to negatively affect the organization's culture, don't blame the top performer, blame yourself. Get used to serving your people's hearts and not serving their talent. You can replace the results with future hires or better teamwork with that person removed.
If this is your dilemma, be frank with your top performer about getting on or off the bus.
4. The team seems burned out, but we don't have time to give them a break.
In today's "what have you done for me lately" environment, it's easy to feel like you can't take a break. Truth be told, by not taking a break, you are actually hurting your performance. A recent study showed taking breaks, even small ones, can dramatically improve your performance. Whether the break is a week-long vacation, a 20-minute walk around the block, or a 5-minute tea break, they can be used as massive advantages.
If this is your dilemma, encourage your team to take breaks or even a shot vacation even when the heat is on.
These are just a few dilemmas leaders face everyday. Let me know what other dilemmas you face on instagram.