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Keep in mind that everyone from young children on up know how to blame others and
justify their behaviour, so this type of behaviour is nothing new; we’ve all done it.
It’s tough to get people to stay positive and moving. So these negative people become
the best recruiters and if you don’t get to them early they know how to get to all the
other negative people and convert them very quickly.
#2: Ask Them Why They Got Involved with the Company in the First Place
When I meet with them, I’ll ask them why they got involved in the company in the first
place. And they’ll typically give a few reasons.
I’ll then say something like, “You were excited about the company at one point. What
happened? What changed?”
#4: Find Out What the Challenges Are and Help them Clear Things Up
Talk to them about how things changed, and find out what brought about the change
in their attitude. Ask who they are not happy with. Ask, “Did I do something or did a
team member do something ?” You’ll be amazed by how many times there is
something you didn’t even know about. Truly 80% of the time it’s something very small.
Most people don’t want to bring up those small things because remember, most people
want to avoid conflict, and to build anything big, you have to deal with conflict. So they
would rather not bring it up to you or to anyone that’s their superior, so instead, they
run away from the conflict.
They may say yes, or they may say no. If they say yes, you can work with them. If they
are completely disgruntled and say no, you have a few choices:
A good place to start is with my top 100 books or my top 100 movies.
I’ll ask them to watch the movie or read the book within a specified period of time and
then text or call me after they’ve finished it to set up a time to talk about it.
Be very specific with the time. For example, “I want you to finish this by next Friday at
4:00.”
After talking about it, I’ll make another recommendation, based on what they need to
be working on. When you take this approach, it will generally improve, little by little.
#11: If they Fail Once or Twice, Give them a Second or Third Chance
People may falter some, so it’s important to give them a second or third chance, but
there comes a point when you have to have higher expectations for leaders.