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If you’re in a leadership role, it’s your responsibility to find that “common ground” when you are communicating with a team member.
A “one-size-fits-all” approach to communication does not work, especially when you’re delegating work to be done and attempting to set specific expectations.
Far too often, non-performing leaders give minimal instructions (that only they understand) and quickly move on. They do no training. They then get frustrated when the work doesn’t get done properly and then launch a personal attack on their team member. They are also extremely good at writing vicious e-mails condemning an individual—who may in fact be deficient. Non-performing leader are basically insecure in their own abilities and compensate for their insecurity by attacking others.
Related: What Makes a Decision Work Best?
Non-performing leaders tend to do things “to people” as opposed to working “with people.”
Effective leaders (those who achieve quality results) invest the time needed to find that “common ground” with the team member with whom they are communicating. These leaders get results and their team members grow to handle more complex tasks in the future.
Frustration, wasted time and money or desired results and continued success—if you’re the leader you will be held responsible for one of these outcomes. It’s your choice.