Lead Or Exit – A Coaching Lesson In Football, Business And Government!

Battling Average! Online Radio With Greg Gilbert

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s a Razorback fan, a few weeks ago, I went through a painful loss at the hands of the Missouri Tigers. What made it more painful was that our quarterback, Brandon Allen, played most of the fourth quarter injured. His passing inaccuracy reflected something was awry.

There were probably three different camps concerning Brandon Allen during the fourth quarter;

What a brave and valiant effort by Brandon. He has a strong heart and guts to play injured like that.

The coach should have pulled him. We won with the backup quarterback last week. It is a coach’s responsibility to put us in a position to win.

It is the responsibility of the quarterback to put his team in a position to win. If he is too injured to fulfill this responsibility, he should ask to leave the game.

Now, you can pick your camp but it doesn’t matter. The game is over. I want to talk about the game that is in progress right now, leadership in the public and private sectors.

Years ago, one of my former HR customers requested that I design a program for managers and supervisors. His exact words were; I don’t want a dog and pony show, left brain, right brain, smoke and mirrors or personality profiles. I want the basics of producing results through others and I need it quickly. I want to make sure my leadership has the knowledge and tools before I hold them totally accountable.

Luckily, an attorney told me in 1978 that if it is not written, it did not occur. I had kept good notes of successes, failures and what led to each through my management and HR career. I developed a program that has been shared with thousands through keynotes, breakout sessions and all day programs. The feedback has been humbling.

During my program I share the leadership tools that are necessary to improve and develop a team. Some of these tools require having courageous conversation with poor performers. This is never fun or enjoyable but is part of being a leader. I am very honest and blunt in my program. Use the tools of a leader or GET OUT. Livelihoods are at stake.

After my first program, two supervisors approached me individually. They both said the same thing. They were not cut out to be a supervisor. They wanted to return to non-management. The stress was greater now because the new regime was holding them accountable for results. This was a change from the previous leaders bosses. I told both of them the same answer; there is absolutely nothing wrong with what they want to do. Not everyone is cut out or wants to be a manager or supervisor. Both of them were able to return to their previous positions and were a very valuable part of the success of that organization.

Prior to that day of true confession, two things were occurring;

They were creating a lot of stress in their life because they were both VERY uncomfortable in having courageous conversation. They didn’t want to do it so they put no effort into getting better at it. They were performing at a level of mediocre or below.

Since we are not talking about a football game or playing injured, there are only two camps;

Camp # 1. It is a leader’s responsibility to put a crew, team, company or organization in a position to win. They must insure they have the Education to perform at a high level. They must Engage with the team and communicate expectations and progress. They must hold them Accountable. There may be times that some team members must be pulled from the game. Livelihoods are at stake.

Camp # 2. It is the responsibility of every leader to put their crew, team, company or organization in a position to win. They must get the knowledge and tools to allow that to occur and they must USE the knowledge and tools. If they are unwilling to do this, they should ask to leave the game through reassignment or resignation. Livelihoods are at stake.

Are you putting your crew, team, company or organization in a position to win? If not, there is a lack of Education, Engagement or Accountability. Don’t wait until the game is over. Be proactive. You see, in public and private sector organizations, we don’t have a bench for poor performers.

Do you have examples of leaders bosses waiting too long?

Are you putting your team in a position to win?

Greg Gilbert conducts Keynotes And Local Management Development Sessions On-Site and at locations around the country. He is committed to assisting the willing to “Lead Like You Own It” through increased Education, Engagement and Accountability.

Visit GregGilbertCoaching.com for more information.