Have you experienced situations where employees resist raising their level of performance because of co-worker resentment? This might sound crazy, but unfortunately it happens . And it’s up to you to stop it before it gets out of control.
A few years ago, I delivered a leadership program over a period of weeks. One of the participants, Jeanne, eagerly returned to her office each week with the intention of applying something that she learned.
The results in her department improved dramatically. Each week she returned to our program excited to share the latest success. She was an inspiration to the others in the program.
But one week Jeanne arrived, looking somewhat crestfallen. She had been admonished by her manager and her co-workers that the performance of her department was making everyone else look bad.
What was especially disappointing about this situation was that her manager scolded her for “showing off.”
This manager was lazy and inept, and the message he delivered was obviously deprecating and diminishing. I helped Jeanne craft a conversation with him to change his perspective. Although his attitude remained, it was hard to argue with the fact that he had recommended her for this program and looked foolish by reproaching her for applying her new knowledge.
People like Jeanne should inspire – not threaten – a team. It’s your job as leader to encourage and arouse their enthusiasm and courage for raising the bar and trying something different. When leaders get caught in “same old, same old” it’s the beginning of a downward spiral that can lead to organizational obsolescence.
Embrace the change master, and watch what happens around your organization.
“If you don’t like something, change it. If you can’t change it, change your attitude.”
– Maya Angelou
Header image by Vernie Andrea/Pexels.
