Dealing with Poor Performance - by Bill Shirley

Dealing with Poor Performance - by Bill Shirley: "Recent research in business management demonstrates the over riding importance of positive work relationships in building a profitable company. Business schools which have historically focused on the task dimensions of leadership are beginning to get the message and are putting more emphasis on building interpersonal skills in future managers. This approach is coming to be known as 'relationship-leadership.'

The relationship-leadership approach to managing people differs from traditional management practices in many subtle ways. To demonstrate the difference, we will look at an alternative way of dealing with an employee's poor perform-ance.

Let's start with a story. Tom just joined the organization as a salesman. He comes to the organization with an out-standing track record in technical sales. However, his new company sells investment services to very wealthy people. Selling a service is quite different from selling a tangible product. As a result, he will have to develop some new sales skills. Tom is regarded as an exceptional sales talent, so both Tom and his boss are confident he will be successful.

Tami has been with the company several years, always performed well and is regarded as a talented, loyal employee. She was recently promoted into a highly technical position reporting to a manager who has been with the organization for only two months. Tami is looking to her boss for direction on what she should be doing but her new boss is still trying to figure out the 'lay of the land.'"