Sweeping 10 Emmy awards including Outstanding Limited Series,
“Chernobyl” became one of 2019’s most celebrated shows. The five-part HBO
historical drama depicts the Soviet Union’s 1986 nuclear disaster killing an
estimated 4,000 to 90,000 victims and leaving areas of Eastern Europe heavily
effected by radiation to this day.
It is a story of incompetence, delusion and arrogance.
Are there areas of poor performance that you have tolerated? Have you ever found yourself reluctant to hold an employee accountable because you were worried he'd leave? Or let a performance issue fester for fear of not being liked?
The problem is when you let expectations slide, when you tolerate poor performance, it reduces your credibility. High performers hate nothing more than watching their poor-performing teammates drag down results. Tolerating poor performance cretes a morale death spiral.
If you have a struggling performer on your team, do all you can to help. If it's truly a case that you haven't done enough to support, develop, encourage, build confidence in, empower or recognize an employee - you have more work to do.
How much of a person can a leader change?
A lot of people in the workplace delude themselves about their achievements, status and their contributions. They have an elevated opinion of their professional skills. That's not necessarily a bad thing but their delusions become a serious liability when they need to change.
For some people, telling them to change their behavior doesn't make a dent; they assume that everyone else is confused.
If you have invested in the employee and it's still not working, it's time to face the facts: this job may not be the right fit for the employee. You don't need to feel guilty.
Perhaps you hired her. Perhaps you even convinced your boss that she was "the one". If you've done everything you can to make it work, but it isn't going well, it's far better to admit you were wrong, learn from your experience, and move on. Don't magnify one poor decision with another.
You need to do what's right for the greater good of the company, the team and the person.
It is a story of incompetence, delusion and arrogance.
Are there areas of poor performance that you have tolerated? Have you ever found yourself reluctant to hold an employee accountable because you were worried he'd leave? Or let a performance issue fester for fear of not being liked?
The problem is when you let expectations slide, when you tolerate poor performance, it reduces your credibility. High performers hate nothing more than watching their poor-performing teammates drag down results. Tolerating poor performance cretes a morale death spiral.
If you have a struggling performer on your team, do all you can to help. If it's truly a case that you haven't done enough to support, develop, encourage, build confidence in, empower or recognize an employee - you have more work to do.
How much of a person can a leader change?
A lot of people in the workplace delude themselves about their achievements, status and their contributions. They have an elevated opinion of their professional skills. That's not necessarily a bad thing but their delusions become a serious liability when they need to change.
For some people, telling them to change their behavior doesn't make a dent; they assume that everyone else is confused.
If you have invested in the employee and it's still not working, it's time to face the facts: this job may not be the right fit for the employee. You don't need to feel guilty.
Perhaps you hired her. Perhaps you even convinced your boss that she was "the one". If you've done everything you can to make it work, but it isn't going well, it's far better to admit you were wrong, learn from your experience, and move on. Don't magnify one poor decision with another.
You need to do what's right for the greater good of the company, the team and the person.
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