One of the key concepts I talk about in my coaching is personal responsibility and understanding the responsibilities of being an effective leader. What that centers around is how much influence you have in your environment.
If you frustrated with the level of performance you are getting from your employees. If they don’t seem to care; If they aren’t working as hard as you; frequently, it’s because of your behavior. You are doing things that are often rewarding the wrong behaviors and punishing the right behaviors.
For example, years ago, I was consulting for a casino, and they had a very specific problem. They kept losing their good people. When I visited with the management and visited with some of the employees, what I found out was that when an employee would call in sick or not show up for their shift, who did that manager call in first? They called the most reliable employee.
The most reliable employees ended up working on their days off; coming in and working earlier shifts and later shifts, or pulling doubles. They say that as punishment. In the beginning, it was nice to get the hours. But after a while, it began to wear them out because they weren’t getting days off.
So because they were so reliable, because they could always be counted on to fill in, in a pinch, they were being punished by the management because they were the ones they called in first. When we look at the influence we have over our environment, often times, we’ll find that we are rewarding the wrong behavior and punishing the right behavior.
Once you become aware of that as a leader, you can start to think of it in terms of what are the outcomes or consequences if I make this choice, or what are the consequences if I choose to take this action. When you do that, you start to learn a lot more about how to encourage the right behaviors and how to punish the wrong behaviors.