CONFRONT or SETTLE FOR MEDIOCRITY
Confronting others, for any reason, can be very uncomfortable. In fact, so uncomfortable that many of us avoid it whenever possible. As a leader, an unwillingness to confront is one of the surest paths to failure.When a leader identifies a broken process or witnesses an individual’s poor performance they have an obligation to confront and correct the situation. Ignoring it or hoping it will take care of itself generally doesn’t work. It shows weakness in the leader and results in the organization performing at a sub-optimal level. If the leader is allowed to persist in this behavior, it becomes part of the company’s culture and the odds of the company surviving, let alone prospering, are greatly diminished.
Confrontation is not about being mean, cold blooded or insensitive. It is actually just the opposite. In most cases it illustrates the leader’s compassion and concern. As leaders we have a responsibility to help people grow and remove obstacles so that our team can perform at its maximum level. Everyone makes mistakes. Everyone can improve. Every process can be streamlined. If we do not have the courage to look our co-workers in the eye and objectively discuss their behavior, then we are not leading–we are abdicating. Abdicating our responsibility to support our team, abdicating our responsibility to improve our company, and abdicating our responsibility to serve as a respected role model.
Nobody touts mediocrity, yet one’s behavior may suggest it is acceptable. Too many times leaders tolerate a person with a bad attitude; they don’t discipline a manager for playing favorites; they allow trash to pile up in the parking lot; they accept work-arounds and don’t address the root cause; they don’t confront someone who is consistently late-there are many more examples. A leader who ignores these issues in effect condones them. This defines the culture of the company and the expectations therein. Mediocrity is fed by incrementalism. Everything matters. Everything must be addressed. A tolerance for low standards in one area affects another. Soon mediocrity rules.
As an employee I have always wanted to know where I stand. I want feedback so that I can make sure I am on message and helping the company grow. I do not think I am any different than most. People want and deserve feedback-good and bad. When we have to confront a person about an opportunity to improve we should view it as helping them grow. This is a positive. It should be communicated as such. Unfortunately, there are times when a person is miscast or a chronic poor performer and needs to be asked to leave. In these cases the sooner we address the issue the better. Most of the time we are doing the person a favor by making this decision. Remember that everyone in the company knows who the good and bad performers are. If the company holds onto poor performers they will eventually lose the good ones because they find mediocrity unacceptable.
Leaders unwilling to confront will not succeed. Our world punishes the mediocre. Confrontation is a prerequisite for growth and high performance. Learn to confront. We all need to confront and be confronted. It is how we grow and avoid mediocrity.
Bella Rong commented:
Last year I was asked to leave from a China office of american furniture company not because I am unqualified, but because the China leader has prejudice against me. All of the colleagues said I am excellent except the leader.
Get Specific Man commented:
We are still waiting for you to comment on the industry poor performers instead of just pontificating about generalities that will have no effect on anything. Now make your blog consequential with industry specific examples. You, yourself are working for a very bland retail organization that hardly would qualify for a prize for stellar business decisions in the conservative mid-West.
Big M commented:
Hey Scott, the damage is done.
To late.
scott fortyyears commented:
this industry is on the brink of extinction,the attrition rate loss of retailers is amazing,stores that were in biz 100 years gone in a ny minute.why,consolidation of stores,price,no direction for the industry,cheap promoting of dead or fake design icons,asian imports,cheap impression of furniture by consumer ,they think we are all out to cheat them. we need to re direct what the clients think of us as an industry,bring back real design,and quality made in america product,or we will sink into the hole we have dug so dep for so long....look at hi pt empty spaces ......unreal.
John commented:
Eric, I couldn't agree more. The concept of wanting to know where you stand is true with members of an organization and those that supply the organization.
Tom commented:
I visit a lot of furniture stores. In many cases, I see things that can and should be done by that store to improve it's appearance and performance. While many times not pleasant, it is always the professional thing to convey what you've observed both positive and negative. It's not the person who pats you on the back, knowing you could improve and not telling you, who is your friend. He is your enabler.
Sad Industry Veteran commented:
Now that you have written this article, I would hope that you would immediately follow it up with an article specific to our industry leaders. Where is the confrontation within FBI for incredibly horrific strategies? Why has one manufacturer after another chosen off shore production to close down domestic production? Could it be that our industry's well is totally empty of new ideas and at the same time is antagonistic towards new ideas? Like our federal government, we have an industry that no longer can dialogue. The result of this either or approach is that there will soon be no industry left as we have known it. And so far what is filling the vacuum is sheer mediocrity.
Please get specific in hopes that your editorial might bring about some changes.
