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Confronting Undesired Performance: Lack of Humility

The Pathwayz Group

Creating Pathwayz to Develop Leaders for the Future

发布日期: 2024年10月8日

Author Patrick Lencioni writes that the ideal team player is humble, hungry, and smart. If a team player doesn't embody all three of these values, then there is a high likelihood of undesired performance issues. What do we do if a team member has undesired performance due to a lack of humility? While you cannot force or teach humility, there are tactics to improve our performance feedback for team members with an ego.

You should be especially mindful of the timing of your feedback. If a person has a large ego, then any risk of public embarrassment or addressing failure may hinder the conversation. Find a private place and time for you to have a conversation.

Give specific examples with concrete evidence about the undesired performance and clarify the impact of the undesired performance - again with as much indisputable evidence as possible. Be careful not to attack the ego; it can be tempting to want to bring the person down with their performance. This can lead to defensiveness, defeatist mindsets, or disputes—approach feedback as a question of continuous improvement.

Set clear action steps and expectations. Establish or reestablish agreed-upon goals and a complete value contract about desired outcomes. Assess where you are today about those goals. Ask questions and suggest how you can improve progress towards those desired outcomes. If the person is satisfied with the performance and progress, look at the performance and ask for ideas on how they can continuously improve. You may direct the conversation from a "good to great" mindset rather than "horrendous to satisfactory."

Working with egos can be challenging - So when you experience a team member with a lack of humility, here's what I want you to do: set up a private time to identify examples of undesired performance and agree upon action steps for improvement.