Good Morning All!
During a discussion with one of my friends, he shared his classic experience in his organization, which I want to put forth for discussions.
Problem:
The said person is a Senior Member of the Management Team. He is a go-getter who has worked hard for the organization, but lately, staff complains that he exhibits arrogance and throws his weight around. They have also been a target of his arrogance, stinging tongue, and unprofessionalism. Impolite and rude, he is downright insensitive to the feelings of the team.
Management opines that he is extremely insecure, and they have reason to believe this. About 10 members have quit the organization in 2 months (this isn't a high attrition industry), and they substantiate suspicions that they are fed up with his high-handedness.
I have found the solution:
We need to put this person on a Sensitivity Training/Mentoring/Coaching kind of project.
What I want to ask is can we put him through some sensitivity training and solve the issue? Please send in your comments.
Regards,
Vinay
From India, Hyderabad
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24During a discussion with one of my friends, he shared his classic experience in his organization, which I want to put forth for discussions.
Problem:
The said person is a Senior Member of the Management Team. He is a go-getter who has worked hard for the organization, but lately, staff complains that he exhibits arrogance and throws his weight around. They have also been a target of his arrogance, stinging tongue, and unprofessionalism. Impolite and rude, he is downright insensitive to the feelings of the team.
Management opines that he is extremely insecure, and they have reason to believe this. About 10 members have quit the organization in 2 months (this isn't a high attrition industry), and they substantiate suspicions that they are fed up with his high-handedness.
I have found the solution:
We need to put this person on a Sensitivity Training/Mentoring/Coaching kind of project.
What I want to ask is can we put him through some sensitivity training and solve the issue? Please send in your comments.
Regards,
Vinay
From India, Hyderabad
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Hi Vinay,
Problem:
The said person is a Senior Member of the Management Team. He is a go-getter who has slogged his arse off for the organization, but lately staff complains that he exhibits arrogance and throws his weight around. They have also been at the receiving end of his arrogance, stinging tongue, and unprofessionalism. Impolite and rude, he is downright insensitive to the feelings of the team. Management's opinion is that he is extremely insecure, and they have reason to believe this. About 10 members have quit the organization in two months (this isn't a high attrition industry), and they substantiate suspicions that they are fed up with his high-handedness.
I have found the Solution:
We need to put this person on a Sensitivity Training/Mentoring/Coaching kind of project. What I want to ask is, can we put him through some sensitivity training to solve the issue? Please send in your comments.
My comments are:
If you try to put him into sensitivity training, it may backfire as he would feel that he is being victimized! Mind you, this is supposed to be a voluntary program where people want to understand themselves and others in a better way. It is not at all effective if enforced on one.
What is more important is to find the following facts:
1. Analyze his career - till now.
2. As you mentioned that he really worked hard in the past and now lately has become arrogant - Why has this happened? HR professionals should analyze this by having a frank talk. Are there any hidden issues like - he may feel that he is not being compensated well for his efforts or rewarded well for his hard work? Check with his boss as to what is really the situation.
3. Suggest that you find discreetly and other ways about his family life - it may happen that he may have sacrificed his family life to attain the goals hence may be going through a tough marital phase.
4. The reasons for 10 people leaving? Maybe they got better jobs. Has this been analyzed?
5. His relationship with his boss.
After all the above steps:
HR should have a frank talk about these issues.
Involve his boss in the meeting.
If he realizes his shortcomings (if not attributed to 2, 3, & 4) - this program can be sold as to improve his life and further his professional career.
Hope this helps.
Cheerio,
Rajat
From India, Pune
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Problem:
The said person is a Senior Member of the Management Team. He is a go-getter who has slogged his arse off for the organization, but lately staff complains that he exhibits arrogance and throws his weight around. They have also been at the receiving end of his arrogance, stinging tongue, and unprofessionalism. Impolite and rude, he is downright insensitive to the feelings of the team. Management's opinion is that he is extremely insecure, and they have reason to believe this. About 10 members have quit the organization in two months (this isn't a high attrition industry), and they substantiate suspicions that they are fed up with his high-handedness.
I have found the Solution:
We need to put this person on a Sensitivity Training/Mentoring/Coaching kind of project. What I want to ask is, can we put him through some sensitivity training to solve the issue? Please send in your comments.
My comments are:
If you try to put him into sensitivity training, it may backfire as he would feel that he is being victimized! Mind you, this is supposed to be a voluntary program where people want to understand themselves and others in a better way. It is not at all effective if enforced on one.
What is more important is to find the following facts:
1. Analyze his career - till now.
2. As you mentioned that he really worked hard in the past and now lately has become arrogant - Why has this happened? HR professionals should analyze this by having a frank talk. Are there any hidden issues like - he may feel that he is not being compensated well for his efforts or rewarded well for his hard work? Check with his boss as to what is really the situation.
3. Suggest that you find discreetly and other ways about his family life - it may happen that he may have sacrificed his family life to attain the goals hence may be going through a tough marital phase.
4. The reasons for 10 people leaving? Maybe they got better jobs. Has this been analyzed?
5. His relationship with his boss.
After all the above steps:
HR should have a frank talk about these issues.
Involve his boss in the meeting.
If he realizes his shortcomings (if not attributed to 2, 3, & 4) - this program can be sold as to improve his life and further his professional career.
Hope this helps.
Cheerio,
Rajat
From India, Pune
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Hi Rajat,
It's really a nice insight that you have provided. If HR fails in all attempts to find the reason, then I guess a sensitivity program for his career is the only way.
Thanks and regards,
Vinay
9866254387
From India, Hyderabad
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It's really a nice insight that you have provided. If HR fails in all attempts to find the reason, then I guess a sensitivity program for his career is the only way.
Thanks and regards,
Vinay
9866254387
From India, Hyderabad
Acknowledge(0)Amend(0)
Sensitivity Training
Every problem has two sides in an organization. People who shift the blame on this person, a high flyer, themselves do not understand how to handle high flyers. This problem could be tackled from a number of angles:
1. Counselling session in an informal chat style for this high flyer.
2. More quality circle/teamwork sessions for the group.
3. Also, the possibility of position/role structure should be looked at.
For example, if the person is a line manager (say sales manager), move him to a staff role of Business Development Manager so that his/her status is not disturbed, but it is productive in terms of results.
Regards,
Leo Lingham
From India, Mumbai
Acknowledge(0)Amend(0)
Every problem has two sides in an organization. People who shift the blame on this person, a high flyer, themselves do not understand how to handle high flyers. This problem could be tackled from a number of angles:
1. Counselling session in an informal chat style for this high flyer.
2. More quality circle/teamwork sessions for the group.
3. Also, the possibility of position/role structure should be looked at.
For example, if the person is a line manager (say sales manager), move him to a staff role of Business Development Manager so that his/her status is not disturbed, but it is productive in terms of results.
Regards,
Leo Lingham
From India, Mumbai
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