Good Morning All ! During discussion with one of my friends he told his classic experience in his organisation which i want to put forth for discussions.
Problem :
The said person is a Sr.Member of the Mgmt Team. He is a go-getter who has slogged his arse off for the org, but lately staff complains that he exhibits arrogance and throws his weight around he have also been a butt of his arrogance, stinging tongue and unprofessionalism Impolite and rude, he is downright insensitive to the feelings of the Team.
Management opine that he is extremely insecure and have reason to believe this , About 10 members have quit the Org in 2 months (this isnt a high attrition industry) and they substantiate suspicions that they are fed up with his high handedness.
I had found the Solution :
We need to put this person on a Sensitivity Training/Mentoring/Coaching kinda project .
What i want to ask is can we put him to some sensitivity Trg and solve the issue plz send in your comments.
Regrds
Vinay
From India, Hyderabad
24Problem :
The said person is a Sr.Member of the Mgmt Team. He is a go-getter who has slogged his arse off for the org, but lately staff complains that he exhibits arrogance and throws his weight around he have also been a butt of his arrogance, stinging tongue and unprofessionalism Impolite and rude, he is downright insensitive to the feelings of the Team.
Management opine that he is extremely insecure and have reason to believe this , About 10 members have quit the Org in 2 months (this isnt a high attrition industry) and they substantiate suspicions that they are fed up with his high handedness.
I had found the Solution :
We need to put this person on a Sensitivity Training/Mentoring/Coaching kinda project .
What i want to ask is can we put him to some sensitivity Trg and solve the issue plz send in your comments.
Regrds
Vinay
From India, Hyderabad
Hi Vinay,
My comments are:-
If you try to put him into sensitivity trng - it may backfire as he would feel that he is being victimised!..mind you this is supposed to be a voluntary programe where people want to understand themselves & others in better way but not at all effective if enforced on one..
What is more important is to find the following facts:-
1. Analyse his career - till now.
2. As you mentioned that he really worked really hard in the past and now off lately has become arrogant - Why this has happened?...HR professional should analyse 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 what is really the situation.
3. Suggest that you find discretely and other ways about his family life - it may happen that he may sacrificed his family life to attain the goals hence may be going through the tough marital phase..
4. The reasons for 10 people leaving ?..may be they got better jobs..has this been analysed?..
5. His relationship with his boss
After all the above steps:-
HR to have a frank talk about these issues
Involve his boss in the meet.
If he realises his shortcomings (if not attributed to 2,3 & 4) - this programme can be sold as to improve his life and further his professional career.
Hope this helps..
Cheerio
Rajat
From India, Pune
My comments are:-
If you try to put him into sensitivity trng - it may backfire as he would feel that he is being victimised!..mind you this is supposed to be a voluntary programe where people want to understand themselves & others in better way but not at all effective if enforced on one..
What is more important is to find the following facts:-
1. Analyse his career - till now.
2. As you mentioned that he really worked really hard in the past and now off lately has become arrogant - Why this has happened?...HR professional should analyse 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 what is really the situation.
3. Suggest that you find discretely and other ways about his family life - it may happen that he may sacrificed his family life to attain the goals hence may be going through the tough marital phase..
4. The reasons for 10 people leaving ?..may be they got better jobs..has this been analysed?..
5. His relationship with his boss
After all the above steps:-
HR to have a frank talk about these issues
Involve his boss in the meet.
If he realises his shortcomings (if not attributed to 2,3 & 4) - this programme can be sold as to improve his life and further his professional career.
Hope this helps..
Cheerio
Rajat
From India, Pune
Hi Rajat
It's really a nice insight which you have provided if HR fails in all attempt to find what's the reason then i guess SELL *( sensitivity Progrm - for his career ) is the only way ....
Thanx
Rgrds
Vinay
9866254387
From India, Hyderabad
It's really a nice insight which you have provided if HR fails in all attempt to find what's the reason then i guess SELL *( sensitivity Progrm - for his career ) is the only way ....
Thanx
Rgrds
Vinay
9866254387
From India, Hyderabad
SENSITIVITY TRAINING
EVERY PROBLEM has two sides in an organization.
People who shift the blame on this person, a high flyer,
they 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 / team work sessions for the group.
3.Also the possibility of position / role structure should
be looked at.
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
EVERY PROBLEM has two sides in an organization.
People who shift the blame on this person, a high flyer,
they 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 / team work sessions for the group.
3.Also the possibility of position / role structure should
be looked at.
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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