So you hire somebody, and after a few weeks you get the feeling it’s just not working out. It’s hard to pinpoint exactly what the problem is, but you know something is off. Learning these three C’s was such an “Aha!” moment for me. They really enabled me to quickly and accurately evaluate the situation so I could get things back on track and headed toward success. I hope they’re as helpful and powerful for you as they were—and still are—for me. I take no credit for this – I was working Shawn Driscoll, a fabulous business coach, when she helped me see the light about leading a team. These are her teachings.
The first C is CLARITY. Remember, the people you hire are not mind readers, and they may be delivering exactly what you’ve asked for but in a different way than you would do it yourself. Are you being crystal clear on the expectations you have for the position? And how about those expectations—are they reasonable? So there is a point of clarity around what that person is doing for you, but there is another regarding your clear articulation of your hopes for them.
The second C is COMPETENCE. It very well could be that the people who you have hired are not competent. However, we are quick to blame, when many times the incompetence lies with us. So yes, we need to ask questions like: “Do they not have the skills necessary to do what I’m asking?” and “Is it their attitude that’s keeping them from learning or simply a lack of knowledge?” But in addition to those types of questions, make yourself aware of whether you have competently explained what was needed. Are you savvy enough in that area to communicate those needs clearly?
The third C is CAPACITY. It’s quite common that a person may “over-sell” what they’re capable of doing. They may believe they are capable of carrying five clients, you’re the fifth, and as it turns out, they just don’t have the systems in place to pull it off. We could flip that around though too and it could be me, as the manager and CEO, at capacity and without the time to give to them in order to see the project through.
So if your team is not working out, chances are there is a problem in one of these areas. They are not clear on your expectations, and that may be because you did not communicate them effectively. They are not competent in what you’ve hired them to do, and it could be that you are not competent enough to know what you need. They might be over-capacity, but you may be too. These three C’s, though amazingly simple in concept, have been just plain revolutionary for me, and I know they will be for you too.
Which of these three C’s throws up a red flag for you and your business?
How can you address one of these areas from your side of the problem?