Jul 09
24
Loose cannons-individuals who have been given (or falsely assume they have) a broad degree of control over their jobs, even though their low competence level causes them to experience performance problems. These individuals cause senior managers to add additional controls and check points.
Strategically empower lose cannons through the following steps:
• Prior to your meeting, identify performance problems that have previously occurred because the member attempted to take actions that were beyond her skill level. Try to pinpoint the primary gaps between the individual’s competence level and the degree of independent action and authority she exhibits.
• Review these situations with the member. Ask the member to summarize how he views his performance in each situation and the actions that could have been taken to avoid these situations; then provide your feedback. Be prepared to encounter some resistance; the member is likely to provide a number of excuses for his problems and attempt to draw attention away from his skill deficiencies.
• Outline your performance expectations and clearly explain areas in which you feel the individual may be deficient.
• Discuss alternatives for building needful skills. If your own time is extremely limited, ask a competent member to serve as a coach to assist the member.
• At the same time, discuss putting in temporary safeguards to prevent additional performance problems during the skill-building process, such as teaming the individual with another, more competent employee; limiting the member’s decision-making authority until she has successfully demonstrated skill growth; and clearly identifying check-in points at which the member will receive work review and coaching.
• Discuss a time for follow-up discussion on the individual’s progress toward meeting her skill development goals.
