blog-header

    The Progress Coaching Blog

    Hey Dude, Take Some Responsibility and Let Me Help You!

    May 3, 2013 Posted by : Tim Hagen
    0 comment

    describe the image

    I recently read a great and very short post from the blog of Seth Godin, titled
    The relentless search for "tell me what to do".  The post read:

    If you've ever hired or managed or taught, you know the feeling.
    People are just begging to be told what to do. There are a lot of reasons for this, but I think the biggest one is: "If you tell me what to do, the responsibility for the outcome is yours, not mine. I'm safe."
    When asked, resist.
    See original post.
    sales coaching, employee coaching

    Employees want to do more but in a 100 % safe environment, meaning all reward and no risk. Thats understandable but not realistic. So in essence "telling me what to do" means they have little risk and they truly don 't have to own anything. Managers when challenging, questioning, and coaching have to ensure when effort is made that they demonstrate support or the employee will stop trying and taking "perceived" risks.

     

    We typically think of people NOT liking being told what to do, but think about your staff and fellow employees, and even yourself, how many times a week do we indirectly ask, “What should I be doing.”  We may say, “what tasks should I be completing today,” or “I have the following problem, how should I fix it?” but all in all we are saying, “tell me what to do.”

    This frame of thinking not only becomes a way to push off responsibility as Seth suggested above, but it can also breed laziness and a lack of accountability.

    Managers can use coaching techniques to get employees to come up with their own solutions to problems.  Use questions like, “What do you THINK you should do,” or “If you were me, what would you tell yourself to do.”  These questions allow for a dialog to open, and you can now lead your employee to a suitable solution they essentially came up with on their own.  When your employee owns the solutions they will work harder to make it work because it is their own butt on the line.  If you simply give them a solution, they can half-heartedly attempt it, and if it fails they can blame you.  Don’t play the blame game; make your staff responsible for their actions.

    If you are an employee, and you have finished your work for the day, proactively seek additional projects you can work on.  Go above and beyond, but keep your manager in the loop to ensure you are not wasting time. Employees sometimes need to be coached on "receiving coaching".
    Coaching Thought for the Day!
    I Am Fat, Walking, and Coaching: Volume II

    About Author

    Tim Hagen
    Tim Hagen

    Tim Hagen founded Progress Coaching, a Training Reinforcement Partner Company, in 1997. His entrepreneurial career began in college leading to positions in sales, sales management, and sales training for small and large corporations, and eventually ownership of several training companies. Tim is often a keynote speaker at companies teaching the value of coaching and conversations in the workplace. He possesses a unique combination of hands-on experience, academics, and innovative insight to solve the industry’s most common challenges specific to workplace performance. Tim holds a bachelor’s degree in Adult Education and Training from the University of Wisconsin, Milwaukee.

    Related Posts
    Embracing the AI Revolution: Insights from Shark Tank's Kevin O'Leary on Transforming Life and Work
    Blending Human Insight with AI: The Evolution of Coaching in the Digital Era
    Overcoming Resistance to Change in the Workplace: Debating AI's Role in Professional Development

    Leave a Reply