It was the tone of her voice that made me realize my team member was determined to unburden her mind about the ongoing ‘release’ of Mr. Solomon from his job as a driver in the establishment.
Management had to make the decision to let Mr. Solomon go after series of warnings on issues concerning his attitude to his job and to leadership. He was one of those drivers who would refuse to pick up a call from his manager even during work hours. On one occasion and in blatant disregard for repeated warnings he took a three hour lunch break!
“I really didn’t see anything wrong with Mr. Solomon’s performance on his job”. My young friend started. I sat up reciprocating her seriousness with an intense facial gesture. She had my rapt attention, it gave her the impetus to continue.
“His driving was ok and he was very knowledgeable of Lagos routes.” She insisted. “I admit he can be very selfish, self-centered and has a really big ego but he was still ok….”
I was already familiar with my team member’s disposition with respect to accommodating performance shortfalls. I couldn’t necessarily hold this against her. She possesses and exhibits a ‘High S’ behavioral style most of the time. She would effortlessly paint scenarios of every possible reason under the sun as to why a team member and/or employee could not meet up with expectations for their roles. “What if he work up late.” What if she forgot”……
After listening to this particular case in solidarity for Mr. Solomon, I took time to explain to my dear young friend that the person in question had fully exceeded his chances to correct his misdemeanors. The facts were so overwhelming that this team member eventually really did see reason.
A person with a ‘High S’ behavioral style can bring a great deal of value to the team. They’re great team players. They work well and cooperate with others especially in small groups where they can develop long-term relationships which can be beneficial within and outside of business. They sooth tensions easily and do well with stabilizing troubled environments.
On the flip side, they can go overboard with respect to excusing productivity shortfalls which if left unfettered can lead to a full blown mediocre system and/or work environment.
If you’re therefore keen on getting quick results and/or raising a high performance team or organization you really should make certain that your leaders [especially] if ‘High Ses’ have overcome their result inhibiting behavioral tendencies especially through ‘modification’ – a behavioral technique which enables a long term change in behavior and in this case a chance with improvement in productivity outcomes.
Here’s cheers to your productivity & behavioral modifications!
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