Related Posts
if you insist!
Who ready for New Years Day workout?🧐🧐
posting to get my pro badge
Additional Posts in Female Bosses
Does anyone here work for Upwork?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Ask open ended questions that lead them (and by extension, you) to figure out for themselves why/how they got to 20 instead of 10 (in that one example, but I know you said there are others as well). And whenever the lightbulb moment happens, gently say something like “I appreciate that you’re trying, but the fact that you didn’t think of or realize xyz before this just raises a serious concern about whether or not you’re a good fit for this role, and that’s something we need to discuss.”
Good luck!
For example there’s a number in the deck that is really important, let’s say 10, and that’s the key number to communicate to senior leadership. In one of the deck slides at the end, after tons of rehearsals and weeks of prep, this person put the number 20, and when senior leadership called them out on it, asking if it was a mistake, they said “no that’s correct, that’s the number I found”. And I’m like “but it’s 10 on twenty other slides, wtf is wrong with you”
It would’ve been ok if they said “oops my mistake” but they thought it was correct, which is the most alarming part of this.
And this is one of MANY nonsensical daily examples. They’re getting the same feedback from different people. They’ve been with us almost a year. They’re trying, and doing fine on other aspects, but all the high school level common sense feedback I give every day is exhausting. They’re making me look bad with my own leaders who want to let them go and think I’m coddling them.
The issue is not fixable imo because it’s “common sense”. I’ve been so patient and I like them, and have mentored them like I never had in an almost 20-year career, but I need to tell them what’s up.
Ask how they got that number? And keep doing it until they come to the same conclusion as you. And also let them know you told them the answer and don’t understand why they would go against what you advised them to do
Give them a checklist of things to go through before submitting things like that. Ensure all numbers are the same on slides, etc type of thing. Made a world of difference in a similar situation.
I also gave them an earlier deadline and reviewed with them before leadership so I could get out my comments and mock leadership questions before big presentations. It helped them get a sense of the type of info they should have in their back pocket
My reportee was low on experience so they lacked the understanding to recognize when they were making silly mistakes and tended to overly back themselves in front of leadership out of insecurity.
Oh I didn’t know that! That’s awesome I’ll look this resource up!! Thanks for the tip!