I received several emails from last week’s post “The Law of Limited (Sales) Performance.” I would like to share one in particular, along with my reply.
I know as Managers in any organization we have all had the same feelings and struggles as Kris.
Email from Kris:
I can really relate to your newest post, even though my role is more service based rather than sales. I’m struggling a bit right now with a few of my men that I know are far more capable than what they’re putting forth, and having some difficulty in finding a means to challenge or motivate them with hopes that they will re-engage themselves in their work. I also find myself stepping in way more than I have been to make sure things are done correctly. I’ve been wondering lately maybe it’s me? Maybe my expectations are unreasonable? Not sure… I’ve never asked anyone to do anything I haven’t done myself or wouldn’t be willing to do, but I remind myself that not everyone has the years of experience I do and perhaps can’t do things as fast or good as I can. I don’t know Wes, maybe management just isn’t for me? I’m a hands on guy and it’s been a struggle for me to let go. I’d think almost eight years later I would feel better about it but I don’t.
Kris
My reply:
Kris, I think as managers the challenge to motivate and inspire our team is always work in progress.
The Law of Limited Performance is a very strong force in any organization whether sales or service.
Please don’t think that because I recognize the law exists and have written on the topic that I don’t still have the same struggles as you are having. I think you recognizing and showing concern that your team may not be achieving it’s potential shows that you do have what it takes to be a great manager and coach.
The first thing I would suggest you think about is “How you think about your people?”
Do you feel strongly that your people are capable of doing what you are asking?
Ron Willingham in his book “Selling Integrity” which I refer to often says:
“Change your internal beliefs and perceptions about people and you’ll see your people change.”
He goes on to say:
“By changing your own actions and behaviors, you can change the actions and behaviors of your people.”
I’m not trying to be preachy but I think it all starts with looking at yourself first.
If you’re ready:
Here is a step-by-step process from “Integrity Selling” I use that may help you work with improving your team:
1. Recognize current belief boundaries:
-Understand how they see themselves.
-Analyze your beliefs about the person.
2. Help set achievable goals just outside their comfort zone.
3. Determine why achieving these goals is important.
4. Agree upon and action plan.
5. Express your belief in their ability.
6. Reinforce the smallest evidence of progress.
7. Help them see failure as a learning experience.
Kris, I think you are exactly what companies look for in a manager. Never think that having high expectations of your group and holding them accountable is a negative in being a manager.
I think you said it best when you said you don’t ask them to do something you have not already done yourself or willing to do yourself.
However, I caution you to not expect them to be “Kris”. That may be to much to ask from those without your drive and experience.
I would use all the knowledge and experience you have to begin coaching and encouraging your team to be the best they can be.
Use encouragement and praise when possible and hold them accountable when appropriate.
But most importantly, let them know you believe in them and are always there for them.
I certainly believe you can!
Thank you so much for the email.
Wes
PS: You may see some of this in a future post along with your feedback if you have no objections.
If you are having the same struggles as Kris and would like to share what you are doing to defeat the “Law of Limited Performance”, please leave a comment below or you can email me at feedback@wewaonthenet.com.
You can also follow me on Twitter at www.twitter.com/WE_Ward where I tweet articles I come across each week that I think may be of interest.
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Thank you for taking the time to read this article.
Now let’s get out there and over-deliver!
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