I watched #WhyIDidntReport trend on twitter on the weekend. My heart hurt. What’s the barrier to understanding and acknowledgment? It struck me we approach it as a zero-sum game.
Many organisation’s keep decision-making tightly controlled at the top of the organisation. This seems to be based on leaders at the top believing they have a bird’s-eye view of what is happening across the organisation. The big picture. Is this really the case? Perhaps not so much.
You’ve planned and prepared and now you’re having your difficult conversation. You’re calm, collected, ready. Then bam! Tears. Defcon 9 there are tears! Abort! Abort!
I’ve had a lot of difficult discussions over my career. I’ve taken people’s employment away. I’ve sent them to the doctor because the medical we asked them to undertake identified a serious condition. I’ve had a lot of discussions where an individual’s perception of their performance was quite different to their manager’s.
Having a conversation when things aren’t going well is one of the most difficult things a manager has to do. It’s not the conversation itself that is necessarily difficult. It’s everything that surrounds that conversation.
I’ve worked in HR for 20 years now. I’m a HR Director these days. The best HR career advice I can give you? Don’t start in HR. You’ll be a better HR practitioner for it.
While a picture can paint a thousand words a good story can win the heart