Being a good performance advisor is hard work. It can be time consuming, it takes vulnerability and real collaboration, and at times, it requires difficult, uncomfortable conversations. We all have overflowing plates between client service, other firm initiatives and our personal lives. Who really wants to add something else on top of that? Shouldn’t team members be responsible for finding their own potential and direction anyway?
Well you're in luck! By simply following the steps outlined below you’re sure to fail quickly as a performance advisor and avoid this extra work.
- Show no empathy and act like you don't care (and really mean it). The relationship should be treated like a one-way street. Don't take time to understand where team members are coming from, what their actual needs are, or how their challenges affect them.
- At all costs, avoid being vulnerable and transparent. After all, you've got a reputation to protect! Showing vulnerability will be seen as a weakness and your team members will lose respect for you. You've got it all figured out anyway, that's what really generates respect.
- Avoid regular check-ins or meetings if possible. If you can't avoid these meetings, be sure to bring your phone or tablet so you can knock out that email backlog. These meetings are just to check-the-box anyway, there's really no need to be present.
- Don't be supportive, and certainly don't try to inspire or motivate team members. Your needs should come first. Instead of worrying about them, worry most about yourself. They need to find their own ways to be motivated and remove their own barriers to be successful anyway.
- Ask for team member input when setting their performance goals, but definitely do not consider or implement any of the ideas you hear. Team member input likely won't align with yours, and you should be the one establishing goals and measurements for what you want to achieve—not them. This will also help keep status quo in-tact.
Easy enough, right? Wrong! Clearly, the actions mentioned above are the opposite of what good performance advisors do. Being a performance advisor is one of the most important responsibilities you have. It does take real, intentional effort. So, I encourage you to stay tuned next week as I dive into five attributes of a successful performance advisor.