A Powerful Leadership Strategy is the Missing Conversation Question
Leading people through challenges and driving growth requires you to do more than get the work done. So let me share with you a powerful leadership strategy that I have used with my clients for years. This one is called the “missing conversation” question. The powerful leadership strategy was born from talking with CEOs about their team taking ownership of their work. When you understand the simple approach, you will be able to take your team to new levels.
Don't miss an episode. Subscribe to Growth Think Tank.
Behind the Scenes: The Transcript
Share the LOVE and TWEET about this episode.
Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.
Today, I’m going to give you a tool that will help you be the best leader you can be. And it’s all centers around you getting your employees to play at a higher level. I want you to take out your org chart. The org chart just has the positions in your company and the names underneath those positions would be helpful.
But however you need to do it, just get your org chart out. The reason I ask you to do this. Cause I want you to answer this one question. “Which team is performing at the highest level?” which leader of a certain team. Is it your production team? Customer service? Sales? Marketing? Is it some other financial team?
Whatever it is, what makes those people perform at their highest level? What are the characteristics they’re bringing to the game? If you can document that, you will be able to move into the next phase pretty easily, because the next phase is to go the opposite direction, not the best person, but the person that is not performing the best.
They need something extra. There’s something missing and you haven’t put words to it, but I want to make sure that you’re here to understand. This is the tool I call “The Missing Conversation”. Now you’ve identified the person that needs a conversation. What is the missing conversation that hasn’t been had yet?
I know you’ve talked to this person. You’ve probably asked them to perform better, whatever it is, but what is the missing conversation? Most often, I find the missing conversation is being very direct with that person and being explicit, being able to truly tell them that if they don’t change the way they’re behaving when they’re acting the way they’re treating others.
Or something, they will not be able to continue working at the company any longer. This is the drawn and the line sand, that missing conversation. And maybe you’re not ready to say that they’re going to be fired. I’m not saying you should warn them, but I’m saying that you should have a very clear understanding of who is the person that deserves the next conversation and what that missing conversation is.
Why are they not performing at this level? What is it that’s missing that you haven’t said yet? Because what I’m doing here is I’m not blaming them for being late. If that’s the issue. I’m blaming you for not having a conversation that helps them see what is expected of them and be very clear and explicit about how they can move forward and how they perform at the standards that you have set for everyone else.
Because if you let these people persist in whatever they’re doing, it will rub off on others. And sometimes those great employees. Those employees know how to put their heads down and get the work done and collaborate together and have trust and are engaged. They will start to get disengaged. And that is on you.
So you need to identify who needs the missing conversation. I say all this because I have done so much work with executive coaching over the last 10 years. And there’s always someone in the organization that could play a little bit better, be a little bit more clear about what is expected of them. And that missing conversation is what this is all about.
Your job is to identify the person, give them the right conversation and be the leader that your team deserves. My name is Gene Hammett. I work with founders, CEOs, and their teams to grow faster than they are today. They’re already growing fast, but they want to grow fast. You don’t have to be on the Inc 5,000 to be a client of mine, but you have to be hungry for growth, and you have to be dedicated and committed to being an extraordinary leader, because that’s what I will help you do.
Figure out what’s missing and help you take the steps. Step by step. That’s what I’ve been doing for the last 10 years. And I can help you too. All you have to do is check out genehammett.com go to “Start Your Journey”. We’ll have a conversation. I’ll serve you for absolutely free, but I want to make sure you understand that I’m here to help you play the game at a higher level.
Be more intentional and stop being reactive. If you have any questions about what I do, how I do it, just check out genehammett.com I’d love to serve you when you think of growth and you think of leadership. Think of Growth Think Tank as always lead with courage. We’ll see you next time.
Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.
Resources
A QUICK FAVOR
And lastly, please leave a rating and review for the Growth Think Tank on iTunes (or Stitcher) – it will help us in many ways, but it also inspires us to keep doing what we are doing here. Thank you in advance!
If you want more from us check out more interviews:
Transformational Leadership Productivity Tips Best Selling Author Interviews
Podcast: Play in new window | Download
Subscribe: Apple Podcasts | https://www.youtube.com/user/leadersinthetrenches
