Most people are looking (consciously or not) for a number of things from their work. These include:<\/p>\n
In this situation managers can use 121s to establish dynamic relationships with team members that helps them to look for and find these things in the workplace. People develop, talent flourishes, relationships improve and performance excels. This group of people usually respond very well to the introduction of 121s as they offer a vehicle for accelerating progress.<\/p>\n
However some people are not looking for any of this. They do not want freedom, or responsibility. They want instructions, structure and clarity. They want other people to do the thinking and the creativity. They want to be the foot soldiers – doing an honest days work for an honest days pay. They do not see work as a vehicle either for their own self development or creative expression. They are not looking for self-actualisation but security and control. This group can be very resistant to 121s, seeing them as an intrusion. They are likely to resist development in their roles and accept delegation and change grudgingly, if at all.<\/p>\n
There are several things to consider here:<\/p>\n
Go to the people<\/p>\n
Live with them<\/p>\n
Learn from them<\/p>\n
Love them<\/p>\n
Start with what they know<\/p>\n
Build with what they have<\/p>\n
But with the best leaders<\/p>\n
When the work is done<\/p>\n
The task accomplished<\/p>\n
The people will say<\/p>\n
“We have done this ourselves.”<\/p>\n
Lao Tsu (700 BC)<\/p>\n