[et_pb_section fb_built=”1″ _builder_version=”3.0.47″][et_pb_row _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.0.47″ parallax=”off” parallax_method=”on”][et_pb_image src=”http:\/\/merrimanmanagementsupport.com\/wp-content\/uploads\/2019\/09\/Drawing1-1.png” _builder_version=”3.0.101″ max_width=”34%”][\/et_pb_image][et_pb_text _builder_version=”3.0.101″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_font=”||||||||” text_font_size=”22px”]As a simplification, lets create some “manageing lanes” for our journey down the road.<\/p>\n
We’ll call them: development, coaching for improvement, correction and discipline.<\/p>\n
These lanes are an important framework to keep things in context for what our response will be when an employee stumbles, makes a mistake, or has an error in judgement.<\/p>\n
We need to know what lane we’re in.<\/p>\n
For example, if an employee is cruising down the development lane and has a problem or shortcoming, we don’t want to treat them like they’re in the correction lane.<\/p>\n
This can have damaging impacts for all concerned and the co-op.<\/p>\n
And most importantly, we have to make sure we’ve done our part before we switch lanes with an employee.<\/p>\n
Have we followed the rules of the road, so to speak.<\/p>\n
Have we mentored? Uplifted and directed with frequent chats and check-ins.<\/p>\n
Have we been clear and lead with expectations?<\/p>\n
Have we coached for improvement?<\/p>\n
As a general rule, we start with an employee in the development lane.<\/p>\n
And maybe 80% (maybe even more) will be in that lane for the duration of their employment.<\/p>\n
Knowing we are in the development lane helps us be steady and navigate well when the inevitable infrequent mistakes and deviations happen.<\/p>\n
But when circumstances dictate such as cycles and patterns forming of sub-par performance, damaging behavior, etc. that’s when we change lanes.<\/p>\n
Each lane has it’s own discreet method of communication and it’s important that we are clear where we belong given the situation.<\/p>\n
That we keep a level head when we’re behind the wheel and remember to do all the appropriate and necessary signaling before we move over.<\/p>\n
Safe driving,
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"
As a simplification, lets create some “manageing lanes” for our journey down the road. We’ll call them: development, coaching for improvement, correction and discipline. These lanes are an important framework to keep things in context for what our response will be when an employee stumbles, makes a mistake, or has an error in judgement. We […]<\/p>\n","protected":false},"author":1,"featured_media":1217,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"
As a simplification, lets create some \"manageing lanes\" for our journey down the road.<\/p>
We'll call them: development, coaching for improvement, correction and discipline.<\/p>
These lanes are an important framework to keep things in context for what our response will be when an employee stumbles, makes a mistake, or has an error in judgement.<\/p>
We need to know what lane we're in.<\/p>
For example, if an employee is cruising down the development lane and has a problem or shortcoming, we don't want to treat them like they're in the correction lane.<\/p>
This can have damaging impacts for all concerned and the co-op.<\/p>
And most importantly, we have to make sure we've done our part before we switch lanes with an employee.<\/p>
Have we followed the rules of the road, so to speak.<\/p>
Have we mentored? Uplifted and directed with frequent chats and check-ins.<\/p>
Have we been clear and lead with expectations?<\/p>
Have we coached for improvement?<\/p>
As a general rule, we start with an employee in the development lane.<\/p>
And maybe 80% (maybe even more) will be in that lane for the duration of their employment.<\/p>
Knowing we are in the development lane helps us be steady and navigate well when the inevitable infrequent mistakes and deviations happen.<\/p>
But when circumstances dictate such as cycles and patterns forming of sub-par performance, damaging behavior, etc. that's when we change lanes.<\/p>
Each lane has it's own discreet method of communication and it's important that we are clear where we belong given the situation.<\/p>
That we keep a level head when we're behind the wheel and remember to do all the appropriate and necessary signaling before we move over.<\/p>
Safe driving,<\/p>","_et_gb_content_width":"","footnotes":""},"project_category":[3],"project_tag":[],"class_list":["post-1216","project","type-project","status-publish","has-post-thumbnail","hentry","project_category-m2m"],"_links":{"self":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project\/1216","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project"}],"about":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/types\/project"}],"author":[{"embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/comments?post=1216"}],"version-history":[{"count":2,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project\/1216\/revisions"}],"predecessor-version":[{"id":1219,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project\/1216\/revisions\/1219"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/media\/1217"}],"wp:attachment":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/media?parent=1216"}],"wp:term":[{"taxonomy":"project_category","embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project_category?post=1216"},{"taxonomy":"project_tag","embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project_tag?post=1216"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}