Manager vs. Leader How to tell someone they're not meeting expectations

Manager vs. Leader How to tell someone they're not meeting expectations How to tell someone they're not meeting expectations. Like a leader, not a manager. Well, number one is we have to diagnose before we prescribe. And a manager says, what, you just need to work harder? But a leader says, look, before we decide what needs to change, wanna understand what's getting in your way. We have a three C's coaching framework and it starts with curiosity, then it goes to clarity, then co creation. But first we have to start by asking questions. Right? Is this performance gap a clarity issue? Maybe it's capability, resources, confidence, commitment or something else. See, this solution really depends on the cause. What's consistently keeping you from meeting this expectation? Edgar Sheen would say, we do not think and talk about what we see. We see what we're able to think and talk about. Let's start the conversation with question. Then number two is we wanna put the expectations side by side. This is the clarity phase. The manager just says, well, you need to do better. But the leader says, alright, tell me what good looks like in your mind. Or if you've already had that conversation, here's what we agreed good performance would look like and here's what we're seeing right now. Side by side. Clarity means making the gap visible without making it personal And then we can ask like, do you agree with where the gap is? And then what good looks like moving forward. We have them Articulate that back to us. Oh, and real quick, 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 and 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. And then number three, that co creation that I love so much. We wanna build the recovery plan together. See, manager just says, well, here's what I expect you to do from now on. But a leader says, let's agree on. On what needs to change, what support will help, and then what progress we should see next. See, co creation turns an expectation into a commitment, not just an instruction. What do you think needs to happen next? And then what are you willing to commit to owning. I love that ownership piece. Alright, if I'm a coach reviewing the tape with the player, my goal is not to replay the mistake over and over. No, it's to help them decide what needs to change on the next play. So as a manager tells someone where they're falling short, leaders get curious first, get clarity around the gap and what good looks like. Then we co create that path forward. Procreation. We build with Our people, not for them. 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.