Moving frustration forward

Managing a team is often more of an art than a science, and let’s face it—there are days when it feels like you’re spinning your wheels. After my last newsletter, I heard from many of you about similar struggles. So, let’s dive a little deeper into how we can turn those frustrating moments into opportunities for growth.

One of my clients, let’s call her Lisa, recently faced a tough situation. She had an employee who, despite several discussions and a clear action plan, just wasn’t delivering. Sound familiar? Lisa was doing everything by the book—setting clear expectations, offering support, and yet, nothing was moving forward.

But here’s the thing: sometimes, it’s not just about what we say; it’s about how we engage with our team. Lisa was determined to find a way to break through the stalemate, so we worked together on a new approach.

The Power of Questions

We decided to switch things up with a more inquisitive approach. Instead of giving the usual directives, Lisa started asking her employee open-ended questions to understand what was really going on. Here’s how the conversation played out:

Lisa: “I noticed we’re still struggling with [specific task]. Can you walk me through how you’re approaching it? What’s your thought process?”

Employee: “Honestly, I’m not sure. I think I’m just overwhelmed and not sure where to start.”

Lisa: “I appreciate you sharing that. Let’s break it down together. What’s the part that feels most challenging for you?”

Employee: “I’m having trouble prioritizing. There are so many details, and I’m worried about getting it wrong.”

Lisa: “Got it. How about we tackle this in smaller steps? Let’s outline the key priorities and focus on one at a time. We can check in regularly to see how you’re progressing and adjust as needed. How does that sound?”

Employee: “That sounds like a good plan. I think that’ll help.”

By asking questions rather than simply instructing, Lisa was able to uncover the root cause of the issue—overwhelm and fear of failure—and address it directly.

What happens when an employee gives you the runaround? Questions here, too, will help, albeit different types of questions.

You may want to ask them how things are going and why they are saying it is going well or ask them to share some difficulties they are encountering. Switch your questions based on their needs and communication styles.

A Shift in Perspective

This small shift in approach not only helped her employee feel more supported but also led to real progress on the project. Sometimes, all it takes is a different perspective to move things forward.

Quick Tips for Managers:

• Ask, Don’t Tell: Use open-ended questions to understand your team’s challenges better. It fosters a sense of ownership and opens up new solutions.
• Break It Down: When a task feels overwhelming, help your team prioritize and focus on smaller steps. This can reduce anxiety and increase productivity.
• Regular Check-Ins: Schedule consistent one-on-one meetings to provide support and ensure tasks are on track. It’s a simple way to catch issues early and keep momentum going.
• Provide Encouragement: Remember, your team needs to know you’re in their corner. A little encouragement can go a long way in boosting morale and performance.

Leadership isn’t just about giving directions—it’s about listening, adapting, and growing with your team. And sometimes, it’s the smallest changes that make the biggest difference.

P.S. If you’re struggling with a similar situation, try shifting your approach. Ask more questions, listen carefully, and see how the dynamic changes. You might be surprised by the results.

P.P.S. Remember, every challenge is an opportunity for growth. Let’s embrace those tough moments together and come out stronger on the other side.