A Real-World Scenario
Recently, I encountered a nuanced leadership challenge presented by a fellow entrepreneur. They had an employee—a generally good worker—who was so upset by the outcome of a recent election that they couldn’t come to work. This isn’t about the election per se, but about handling situations where personal reactions impact professional responsibilities.
The Leadership Dilemma
In such cases, firing isn’t the first line of action, especially with valuable team members. Instead, this situation underscores a fundamental aspect of leadership: communication. It’s not about dismissing their feelings or compelling them to change their views. Stress and personal views are perceived differently by everyone, and as leaders, it’s not our place to judge but to guide.
Introducing the Three P Framework: Person, Problem, Performance
- Person: Recognize and respect the individual’s feelings or problems. Whether or not you see it as a valid problem doesn’t matter. What matters is that it’s real for them.
- Problem: Understand the issue without judgment. Don’t attempt to minimize their feelings or persuade them to see it as non-problematic. This approach only leads to resentment and disconnection.
- Performance: This is where you connect the dots between the personal and professional. How does their problem affect their performance and, by extension, the company’s performance? This is the conversation we need to have.
Application of the Framework
Using the Three P Framework, the goal is to bridge understanding and expectations without diminishing the employee’s experience. For instance, you acknowledge the employee’s distress but also discuss how their absence impacts specific work processes and the overall performance of the company. It’s about showing them the bigger picture and their role in it, not dismissing their feelings.
Why This Matters
Leadership isn’t just about driving results; it’s about nurturing a team that is resilient, adaptable, and aligned with the company’s goals. Problems like the one described can set precedents. How you handle them not only affects one employee but can influence the entire team’s dynamics and expectations.
The Bigger Picture
In leadership, you’ll face scenarios that test your patience, empathy, and resolve. Remember, your primary role is to ensure the company’s performance. You’re tasked with blending empathy with pragmatism, making decisions that support the individual while safeguarding the company’s objectives.
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Time-Stamped Show Notes
- [00:00:30] Introduction to the Three P Framework for leadership.
- [00:01:30] Discussion of a real-world leadership challenge involving an employee affected by external events.
- [00:02:30] Importance of communication in leadership and understanding personal perceptions.
- [00:03:30] Detailed explanation of the Three P Framework: Person, Problem, Performance.
- [00:04:30] How to apply the framework to ensure team alignment and address performance issues.
- [00:05:30] Discussion on the implications of leadership decisions on company culture and team dynamics.
- [00:06:00] Closing thoughts on the responsibilities of a leader and the impact of their decisions on the company’s performance.