3. Have I provided the training necessary to do the job well? Not training your people and then expecting them to perform is wishful thinking at its worst. You can’t get the prize without paying a price. Leaders who continually look to withdraw results from their people without making the adequate training deposits are lazy and looking for shortcuts. And just because you stick new hires in a two-week orientation training when they join your company and pump them up once a week in your sales meeting doesn’t mean they have the skills they need to succeed. Training isn’t a one-time payment, it’s an installment plan, and since the level of your employee’s performance is determined by the level of their practice, you’d best get serious, committed and back to work to develop the human capital in your charge.
When things go wrong and people aren’t getting the job done, a good leader looks in the mirror first. Some managers need to step up to the plate here. Too many have a black belt in blame and take the spotlight off their own deficiencies by blaming others. When managers fail to accept this responsibility, they fall victim to the old adage, ‘we have met the enemy and he is us.'