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Are there any podcast that will help with this situation?

Three weeks ago I was promoted to a management position and I'm responsible for the oversight of two teams with approximately 10 directs on each team. One direct in particular has given me some reasons for concern. A brief history; she has been allowed to over step her boundaries and intimidates her peers. In addition, she has been described to me as a "bully."

I am confident the other staff are competent, but underutilized. I also think they can flourish, but are hesitant to anger this woman because the work environment will get "toxic, again."

My challenge is keeping this direct focused on her job duties and be less concerned with my "mistakes" which she has verbalized on three occasions. I suspect her unchecked behavior has made her feel empowered. I want to address this sooner rather than later, but I don't want to over react or react to soon. My inclination is to meet with her and redirect her efforts on her duties and not let her direct the conversation towards me and my "style" or performance. If history is an indicator, she will rebel. Any thoughts?
Thanks,
Chris
7422

pucciot's picture
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 Chris,

  • Here is a simple speech you should practice in the mirror - until you can say it without any emotion. Not snarky, not perturbed... completely deadpan positive.

"OK, Thank you {Bob} for that Feedback.  Maybe I'll bring it up to {Mary} my supervisor the next time I am discussing my performance with her.

Do you have any suggestions about your performance that you would like to discuss with me in the near future ?"

 

For your development  I'd suggest you try here :

High D Manager Simple Downfall

http://www.manager-tools.com/2010/02/high-d-manager-simple-downfall

 

I know that you are not yet using the MT Feedback Model, but there are some good ideas here :

Feedback From Your Directs - What To Say - Part 1

http://www.manager-tools.com/2012/04/feedback-your-directs-what-say-part-1

Feedback From Your Directs - What To Say - Part 2

http://www.manager-tools.com/2012/04/feedback-your-directs-what-say-part-2
 
 

  • Now - for when this person publicly corrects another co-worker you can try a similar tactic.

Practice it until you can say it without emotion --
When nobody else is around -  say :
 
"{Bob} I know that you are trying to help {Jill} improve her performance.  Please, In the future, you can mention it to me privately - not in front of everybody else.   As {Jill's} supervisor it is my responsibility to help her improve her performance.  I take that responsibility seriously for each of my Direct reports.  Including you."   -- Then, politely look at your watch and then excuse yourself --  walk away...
 
 
 

  • -- Now this person characterized as a Bully -- 

You can only tackle this person's behaviors and communication style one at time.
 
Lots of High "D"s are being themselves and are characterized as Bullies.
 
You'll have to break down each behavior and address it - there are lots more PodCasts to listen to for that.
Here is one
 
Coaching Example - Interrupting (Part 1)
http://www.manager-tools.com/2013/08/coaching-example-interrupting-part-1

These above will get you started.
 
Good Luck
 
TJPuccio

pucciot's picture
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 Thanks MarkMT !

You are right.

Of course, your 2 cents exchange rate is much higher than mine.

All of your casts refer back to the Trinity.  I thought that would become obvious as he listened the casts.

And, That still should have been the first thing to recommend.

TJPuccio

 

 

Brennan's picture
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TJ

High D Manager Simple Downfall- I can identify with this cast. Thank you. It sounds like trinity is the way to go....

Brennan's picture
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TJ

High D Manager Simple Downfall- I can identify with this cast. Thank you. It sounds like trinity is the way to go....