#23 Desperate corporates

This week a client of mine, a CEO, asked me “Jeanne, would you mind making a phone call to Bianca…?”

- Tell me more. What’s happening? What do you need me for?

- Well, since I hired her two years ago I’ve been waiting for her to deliver, to show me that she deserves the job. Now this is the last call.

- Hum…
Really?

This situation feels familiar to most of us, either from the perspective of the (desperate) manager urging for results, or that of the (also desperate) employee praying for a happy ending in this uncomfortable day-to-day environment.

Here are the 6 points of my answer to the CEO:

1. Historical perspective: First off, reconnect with the origins. Why did you hire her in the first place? What are her assets that led you to believe she was the one?  Focus on these and help her find a way to tap into her strengths and recreate the conditions for her to deliver.
2. Relevant perspective: To set up a successful resolution, YOU have to be part of the solution. Don’t expect me to be the “cleaner” and do the management part of your job. Instead of asking me to coach her, why don’t you ask me to coach you on dealing with this situation, and learn something while you’re at it?
3. Efficient perspective: If this is really the “last call “ for your worker to “wake up” and demonstrate her ability to do her job, you’re calling me a bit too late. I don’t have a magic wand. Next time, let’s fix your dissatisfying situation before it becomes too ugly. At least if you want it to be properly dealt with.
4. Accountable perspective: Here you’ll see the truth like a mirror image… If you hired her for the wrong reasons (i.e: You already truly doubted her since the beginning), you can’t be surprised that she is not the right match.
   You are responsible for putting yourself in this difficult position and more importantly, you are responsible for putting her in such an impossible situation. Take responsibility and don’t blame her for not becoming what she never was (meant to be).
   
   
5. Systemic perspective: Your subordinate’s performance is directly correlated to your projection. If you don’t truly believe in her, then this is a dead end. This is called the Golem effect - the opposite of the Pygmalion effect. Change your perception to enable her to perform better. In the end, and contrary to what you might think, it all starts with YOU here.
6. Takeaway perspective: What are the 3 things that you will do differently next time?

And here are my 5 perspectives for all the Biancas out there:

1.  Frequency perspective: First off, tune in to the reasons why you accepted this job in the first place. You need that energy to uplift you and give you traction for the upcoming efforts and changes you’ll have to implement.
2. Belonging perspective: Unfortunately, if you resigned to take a position that you knew wasn’t really what you desire, don’t be surprised by this outcome. Own it. Now that the dislike is reciprocal, don’t argue to defend your position, and view this rather as an invitation to find one that better matches with your aspirations. Your tribe exists somewhere, go seek it.
3. Centering perspective: If you want to stay, before looking at what your boss is asking you to change, your first step should be putting yourself back in the center. Analyze your own dissatisfaction; what is not working? (Notice that I don’t say “Why is it not working? “but “what is” to help you be specific and get you on track for solutions). Your point of view is as important as your boss’s, if not more. Each of you holds a different perspective and each of you holds a piece of truth. Your contribution is to co-create the changes required and to look at the solutions too. Don’t wait for him to lead. Especially if your vision contrasts with his.
   
   
4. Leading perspective: Lead the changes. Take the initiative to set up a meeting with your boss to discuss your own analysis and action plan. Take charge of leading the resolution of this unsatisfying match. Discuss, explore, and be open to his vision in order to enable yourself then to express to him your suggestions and enhance your chances to be listened to and understood.
5. Fearless perspective: The risk in this situation is that you become a “passive pleaser” trying, trying, trying… with no guarantee that you are headed in the right direction (the one that corresponds to your own aspirations!) because of the pressure/anxiety/fear that shuts you down and makes you forget what your personal needs are. Again, leading is necessary to overcome these negative emotions that will sabotage you, back to #4.

We all have the Bianca / Boss that we deserve (…TO GROW AND BE BETTER).
Replace the “blame game” (blaming the other - blaming yourself) by the “be in charge game”, and keep growing.