Manager vs. Leader

@claleadership101

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Say THIS, Not THAT Cardsseen in 4 videos →https://completeleadershipacademy.com/collections/most-popular-playbooks ↗

Why it worked

The video provides actionable advice on a common leadership challenge (coaching underperformers) in a clear, step-by-step manner. The use of relatable analogies and the eventual promotion of relevant tools (cards) make the content valuable and the sell feel natural.

Summary

This video explains how to coach an underperforming employee by focusing on their perception of their performance rather than the manager's conclusion. The speaker outlines a three-step process: starting with the employee's perception, helping them see the gap between their current performance and success, and then focusing on growth and a clear path forward. The video also promotes "Say THIS, Not THAT Cards" and "IF THIS, THEN THAT Cards" as leadership tools.

Structure

1Introduction: Manager vs. Leader, coaching underperformers
2Step 1: Start with their perception, not your conclusion
3Step 2: Help them see the gap between current performance and success
4Step 3: Focus on growth, not blame, and create a clear path forward

Original caption

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On-screen text

Manager vs. Leader How to coach someone who doesn't realize they are under performing How to coach someone who doesn't realize that they're underperforming. Like a leader, not a manager. Number one is we have to start with their perception, not our conclusion. You can't help someone close a gap if they don't know that it exists. That's like me trying to give somebody directions when they don't even know where they are. One of the hardest conversations that we can have as leaders is with somebody who believes that they're doing a great job when there's actually a gap. So if I start telling them that they're underperforming, they're just gonna get defensive. I wanna start by asking them how they see their performance. Walk me through how things are going right now. Maybe your last week, maybe your last month, maybe your last quarter. Let's focus on a specific amount of time. Then number two is we wanna help them see the gap. This awareness is gonna help create more change than criticism as a mirror. I'm not judging, I'm just reflecting what's reality. My goal is not to convince them that they're failing. It's to help them compare. Okay, here's where I am right now, feeling pretty good. But here's what success looks like. Here's where I need to be. There's a gap there, and when they can see it, when they identify it, that's where real change can start. So I'm gonna help them see that gap on their own without making them feel small. So on a consistent basis, I'm showing them what success looks like in their role. And then I'm saying, alright, here's where you are. Here's what success looks like. Let's close that gap together. if you're looking for leadership tools, the tips, frameworks, questions, activities, these say this, not that cards or the new if this, then that cards. You can sign up here, get a discount or click the link in my profile, start using them today. And reach out if you need a speaker for your next leadership event or if I can help customise a half day or full day leadership workshop for your team. Please to No. 3. We're gonna focus on growth, not blame. People improve faster when they believe that they're capable of improving. Conversation shouldn't end with, well, here's where you're falling short. No, it should end with a clear path forward and the belief that they can get there. And at this point, I am now partnering with them on the same side of the table and I'm asking questions like, alright, what is one area that would make the biggest difference if we improved it? We'd see an immediate impact. And we lean into that. We go there and that becomes ownership, that becomes commitment, that becomes the action plan for the next 24 hours, the next week. And we design a checkpoint and identify exactly how we're going to measure success so we can continue to build momentum and turn this Thing around. As a leader, I'm not here to prove that they're underperforming. No, as a leader, I'm in the trenches. I'm helping them see what they may not be able to see. And then I am here again to help them become what I know that they're capable of becoming. And look, leadership is not a title, right? It's a fire. And we have the opportunity to ignite it, not only in ourselves, but in others. Now, if you like these little tips and frameworks, check out my profile and follow me.

Transcript

How to coach someone who doesn’t realize they are under performing How to coach someone who doesn’t realize that they’re underperforming. Like a leader, not a manager. Number one is we have to start with their perception, not our conclusion. You can’t help someone close a gap if they don’t know that it exists. That’s like me trying to give somebody directions when they don’t even know where they are. One of the hardest conversations that we can have as leaders is with somebody who believes that they’re doing a great job when there’s actually a gap. So if I start telling them that they’re underperforming, they’re just gonna get defensive. I wanna start by asking them how they see their performance. Walk me through how things are going right now. Maybe your last week, maybe your last month, maybe your last quarter. Let’s focus on a specific amount of time. Then number two is we wanna help them see the gap. This awareness is gonna help create more change than criticism as a mirror. I’m not judging, I’m just reflecting what’s reality. My goal is not to convince them that they’re failing. It’s to help them compare. Okay, here’s where I am right now, feeling pretty good. But here’s what success looks like. Here’s where I need to be. There’s a gap there, and when they can see it, when they identify it, that’s where real change can start. So I’m gonna help them see that gap on their own without making them feel small. So on a consistent basis, I’m showing them what success looks like in their role. And then I’m saying, alright, here’s where you are. Here’s what success looks like. Let’s close that gap together. If you’re looking for leadership tools, the tips, frameworks, questions, activities, these say this, not that cards or the new if this, then that cards. You can sign up here, get a discount or click the link in my profile, start using them today. And reach out if you need a speaker for your next leadership event or if I can help customize a half day or full day leadership workshop for your team. Please to No. 3. We’re gonna focus on growth, not blame. People improve faster when they believe that they’re capable of improving. Conversation shouldn’t end with, well, here’s where you’re falling short. No, it should end with a clear path forward and the belief that they can get there. And at this point, I am now partnering with them on the same side of the table and I’m asking questions like, alright, what is one area that would make the biggest difference if we improved it? We’d see an immediate impact. And we lean into that. We go there and that becomes ownership, that becomes commitment, that becomes the action plan for the next 24 hours, the next week. And we design a checkpoint and identify exactly how we’re going to measure success so we can continue to build momentum and turn this thing around. As a leader, I’m not here to prove that they’re underperforming. No, as a leader, I’m in the trenches. I’m helping them see what they may not be able to see. And then I am here again to help them become what I know that they’re capable of becoming. And look, leadership is not a title, right? It’s a fire. And we have the opportunity to ignite it, not only in ourselves, but in others. Now, if you like these little tips and frameworks, check out my profile and follow me.