Dismantling Dysfunction Anne Dranitsaris & Heather Dranitsaris-Hilliard

Leaders often miss crucial opportunities to engage meaningfully with their employees when reviewing performance, primarily due to a lack of knowledge or comfort in handling these sensitive discussions. Many leaders, uncertain about how to balance feedback with encouragement, may default to a more objective or critical approach. The discomfort leaders feel in navigating these conversations can lead to a transactional approach, where the review is treated as a checklist exercise rather than an opportunity for meaningful interaction. 

Reviewing performance is a pivotal moment where employees seek validation and connection. When leaders focus solely on metrics and outcomes, neglecting the human element, employees may feel undervalued and disconnected. This can erode an employee's sense of belonging and loyalty to the organization. Employees need to feel that their leaders not only recognize their contributions but also understand their challenges and aspirations. Without this, there's a missed opportunity to build trust and rapport, which are critical for long-term employee engagement and retention. 

Tune in to find out more about how to engage while reviewing performance. Filled with real-life examples and actionable advice, this episode is a vital resource for any leader navigating these complex responsibilities. We emphasize the importance of leadership training in empathetic communication and emotional intelligence that equips leaders with the skills to conduct these reviews more effectively. Such an approach not only makes the experience more positive for the employee but also significantly enhances the leader’s ability to truly engage with and understand their team. 

If you want to know more about leading effectively, check out our book, "So, You Think You Can Lead?": www.amazon.ca/dp/B07QMVKNSV/  

Register for our webinar "Why Leaders Avoid Fostering Accountability": https://www.leadingwithauthority.com/accountability 

IN THIS EPISODE:  

[01:34] Episode Introduction  
[02:57] Increased Leadership Responsibilities 
[07:28] Why Leaders Don’t Engage with Employees 


[14:12] Employee (Dis)engagement 
[25:45] Episode Gem 
[29:30] Episode Wrap Up 

KEY TAKEAWAYS:  

Leaders who have been brought up in very traditional corporate cultures might view employee engagement as a "soft" or "modern" concept. They may believe in a clear divide between management and workers, and that it's not necessary to engage employees beyond ensuring they complete their tasks.  
Employees can be hurt by their leader's lack of interest or availability. Their need to feel they are valuable is diminished, as is their need to feel their work is important to the overall goals, leading to disengagement and resentment. When leaders don’t prioritize their ongoing relationship with their employees, misunderstandings and hurt feelings arise.  
Strengthening relationships with employees during the accountability cycle is crucial for fostering trust, understanding, and collaboration. Asking questions, letting the employee lead, empathizing with the employee experience show respect and understanding. We invite employees to have a conversation about their performance, not to talk to them. 
Whether you're a seasoned leader or a new manager, join us in this enlightening Accountability series on the Dismantling Dysfunction Podcast, as we pull back the curtain on what's really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us. 

Ever heard a leader say they skipped reviewing their employee performance because they “don’t have time” or because "Mercury was in retrograde"? While we all chuckle at the latter, there's an underlying truth we can't ignore - leaders often dance around performance evaluations, and in this episode, we unpack why. 

It's hard to believe, but some leaders sidestep evaluating their team's performance, opting out of what they view as a judgmental process. No clear expectations, no celebration of successes, no pinpointed development areas - just a pat on the back and a vague “good for you” or "better luck next time." It sounds almost fictitious, but it happens more often than you might think! 

Often, this reluctance can be traced back to a lack of proper leadership training. Leaders may not have been equipped with the necessary skills to conduct effective, empathetic, and empowering performance evaluations. From the assumption that "my employees already know how they're doing" to the fear of difficult conversations, leaders find themselves avoiding reviewing performance. But what if we told you that this doesn't have to be a once-a-year, suit-and-tie, cold-sweat kind of ordeal? What if performance reviews could be as natural as a morning huddle, as constant as the daily coffee run, and as engaging as a team brainstorm? 

Join us as we dissect the misconceptions and reveal the truths about ongoing performance reviews. We'll explore how to keep them simple, organic, and an integral part of the leadership journey. So stay tuned as we navigate the intricacies of performance reviews and how, with the right approach and training, they can become a positive force for leadership and team development. 

If you want to know more about leading effectively, check out our book, "So, You Think You Can Lead?": https://www.amazon.ca/dp/B07QMVKNSV/  

IN THIS EPISODE:  

[01:29] Episode Introduction  
[07:07] Why Ongoing Performance Review Matters 
[11:47] Why Leaders Avoid Performance Reviews  
[16:17] Episode Gem 


[30:20] Episode Wrap Up 

KEY TAKEAWAYS:  

Reviewing for growth is when leaders take the time to reflect on performance relative to expectations and determine what was completed effectively and what wasn’t. This allows thought about the next steps for development or improvement.  
When leaders say, "It's too time-consuming," they're often expressing a reluctance to engage deeply with their team. The underlying reason could be a lack of confidence in their leadership skills or feeling overwhelmed with their responsibilities. Reviewing frequently would mean they'd have to be consistent and present; not everyone feels equipped for that.  
In avoiding performance reviews, leaders miss out on valuable opportunities to foster closer connections, understand employee aspirations, and identify latent challenges that might not manifest as obvious complaints. This proactive approach not only bolsters the leader-employee relationship but also meets the need of employees to feel a sense of belonging and recognition.  
Whether you're a seasoned leader or a new manager, join us in this thrilling Accountability series on the Dismantling Dysfunction Podcast, as we pull back the curtain on what's really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us. 

 

Every leader has had to confront an employee's performance when a simple correction hasn't worked at some point in their career. It's part of the job. But when leaders mistake confrontation and consequences with punishment, they make the idea of a candid conversation even more daunting. Add to that the lack of training leaders receive to conduct an issue-resolution conversation about performance, and you get leaders going in the other direction – avoiding performance.  

Join us as we discuss how the lack of training leaders to confront performance leads to taking employee performance personally, using (un)intentional shaming or guilt-inducing, and impulsive and emotionally driven behavior that results in diminished accountability, employee morale, and engagement.  

And that's not the best part. We tell you how to effectively address performance issues while engaging your employees. From much-needed preparation to crystal-clear communication, we emphasize the importance of aligning consequences with specific behaviors. The aim? To create mutual understanding and foster an environment where both leaders and employees can thrive. 

If you've ever felt that knot in your stomach when confronting performance or been unsure how to guide a team member back to their best self, this episode is tailor-made for you. Through personal anecdotes and lessons learned, we highlight the fine line between punitive actions and steering team members back on track. So, grab a notebook, take a deep breath, and join us—it's time to transform apprehension into actionable insights for leadership success. 

If you want to know more about leading effectively, check out our book, "So, You Think You Can Lead?": https://www.amazon.ca/dp/B07QMVKNSV/  

Register for our webinar "Why Leaders Avoid Fostering Accountability": https://www.leadingwithauthority.com/accountability 

IN THIS EPISODE:  

[01:39] Episode Introduction   [03:15] What Consequences Are  [08:31] How Not to Confront Performance  [11:16] How to Confront Performance Effectively  [29:37] Episode Gem  [32:23] Episode Wrap Up 

KEY TAKEAWAYS:  

One of the most critical requirements of leaders is knowing when they are taking their employees' misaligned performance personally and how to depersonalize to remain objective. It's essential to focus on the performance issue rather than making it about the employee as an individual, separating the performance issue from the individual employee's character.  
As leaders, managing our emotions and frustrations during these discussions is paramount. It begins with self-awareness. Leaders must recognize their emotions and judgments regarding employees and acknowledge how these feelings impact the conversation. In the absence of emotional self-awareness, leaders are more likely to use employee guilt- or shame-inducing statements that lead to demotivation and disengagement of employees.  
Consequences act as a catalyst for change, ensuring that employees grasp the seriousness of performance issues. However, ensuring that consequences are fair, proportionate, and directly related to the performance problem is vital. Transparency is key when delivering consequences.  
Whether you're a seasoned leader or a new manager, join us in this thrilling Accountability series on the Dismantling Dysfunction Podcast as we pull back the curtain on what's really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us. 

 

In the bustling corridors of a rapidly growing tech firm, CEO David found himself grappling with a dilemma. His teams were vibrant and intelligent, but something was amiss. Projects were lagging, and the quality wasn't consistent. At team meetings, David provided clear instructions, trusting that would suffice. Yet, when milestones were missed, he hesitated to step in, fearing confrontation. Does this sound familiar? In this podcast episode, we explore the challenges faced by leaders like David. Why do so many of us, despite our best intentions, shy away from setting clear benchmarks and guiding our teams effectively? 

Here's a prevailing myth: correcting performance equates to confrontation, damaged relationships, or quiet quitting. This misconception, driven by fear, often leaves employees abandoned post-instruction, leading to an environment of neglect rather than empowerment. We'll uncover the layers behind this avoidance and the price organizations pay for such omissions. Imagine a world where mere instructions magically lead to flawless execution—a world many leaders, unfortunately, believe exists. But as we'll explore, this belief is not only detached from reality but can also be detrimental. 

We want to emphasize a vital message: leaders have the opportunity to elevate their impact by embracing authentic, transparent conversations about performance and accountability. While celebrating achievements is essential, combining it with clarity brings out the best in everyone. If you're looking to cultivate a culture of accountability that thrives on both commendation and constructive feedback, join us! Let's redefine leadership and reshape the narrative around performance correction together. 

If you want to know more about leading effectively, check out our book, “So, You Think You Can Lead?”: https://www.amazon.ca/dp/B07QMVKNSV/  

Sign up for our newsletters: https://bit.ly/dismantlingdysfunction 

IN THIS EPISODE:  

[01:30] Episode Introduction  
[10:11] Why Corrective Feedback Matters 
[11:56] Fears Surrounding Giving Feedback 
[23:41] Episode Gem 


[28:06] Episode Wrap Up 

KEY TAKEAWAYS:  

Observing how prevalent it is for leaders to delegate tasks to employees and then leave them to navigate the complexities alone is concerning. This “sink or swim” approach is far from conducive to nurturing employee growth. It creates an environment where people feel unsupported and undervalued, often leading to a lack of motivation and underperformance. 
Leaders often hesitate to address misalignments or mistakes, fearing their feedback might be perceived as an attack or criticism. The root of this misconception lies in the often-held belief that correction inherently carries a negative connotation. As a result, leaders tend to avoid these essential conversations, hoping to maintain a harmonious workplace environment. 
Leaders’ hesitation to say anything can stem from various concerns – worrying about how the course correction will be received, the potential impact on the relationship, or even fearing retaliation.  


Whether you're a seasoned leader, a new manager, or just curious about what's been tearing organizations apart, join us in this thrilling Accountability series on the Dismantling Dysfunction Podcast, as we pull back the curtain on what's really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us. 

 

Did you know that a whopping 60-70% of employees feel that leaders are not clear with their expectations? That’s more than half of the workforce saying they feel lost in their roles. Concerning statistics for leaders, isn’t it? 

Join us in this informative episode as we explore the reasons many leaders hesitate to clearly outline and guide performance, teams, and organizational processes. As we continue our series on the prevalent issue of Accountability Dysfunction, we aim to understand how our fears and fixed beliefs can prevent us from setting clear expectations.  

We discuss how the belief that accountability is a one-time confrontation gets in the way of accountability. With this mindset, leaders are so busy avoiding uncomfortable confrontation that they abdicate their responsibility to give corrective feedback. It is also seen as something that people either have or they do not have. These beliefs result in leaders feeling too powerless to lead. We provide insight into the reality of accountability as an ongoing, proactive approach essential to every phase of a task or project. 

We will investigate how a combination of internal and external pressures, a fear of confrontation, and a desire to maintain good relationships can often deter us from fulfilling our leadership duties. That can be tough for any seasoned leader, let alone folks transitioning from being an individual contributor into a leadership position. 

This episode promises to be highly relevant for leaders looking to understand and navigate the complexities of leadership and accountability in today’s organizational environment. Don’t miss your chance to become the leader your team deserves. Remember, true leadership begins with self-accountability. 

If you want to know more about leading effectively, check out our book, “So, You Think You Can Lead?”: https://www.amazon.ca/dp/B07QMVKNSV/  

Sign up for our newsletters: https://bit.ly/dismantlingdysfunction 

IN THIS EPISODE:  

[01:19] Episode Introduction  
[11:58] Fears Surrounding Accountability  


[15:13] Lack of Leadership Training 
[26:30] Episode Gem 
[31:03] Episode Wrap Up 

KEY TAKEAWAYS:  

Most leaders mistakenly perceive accountability as a confrontational, one-time corrective action rather than an ongoing responsibility. These leaders dread holding others accountable, fearing it will make them appear mean or unsupportive.  


Setting clear expectations and directions might be seen as laying the groundwork for potential disagreements or disputes. The apprehension isn't just about appearing strict or autocratic; it's the emotional and psychological toll that confrontations can take.  
Leadership is as much about interpersonal skills as it is about strategic oversight. Not every leader has been trained in dealing with resistance, effective communication, and non-defensive communication skills. Without adequate training, leaders might feel ill-equipped to effectively define expectations or guide their teams.  
Whether you're a seasoned leader, a new manager, or just curious about what's been tearing organizations apart, join us in this thrilling Accountability series on the Dismantling Dysfunction Podcast, as we pull back the curtain on what's really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us. 

Leaders today are burdened by increased expectations to achieve results without appearing to micromanage, define things too clearly (for fear of being labelled a control freak) and manage employee engagement. Some leaders seem to naturally possess the knack for seamlessly getting their team aligned with expectations, achieving exceptional results. But increasingly, leaders are struggling to know what to do to get employees to get their work done in a timely fashion. Despite telling employees exactly what to do and when to do it, leaders are dealing with their own frustration with inertia, quiet quitting, and overt opposition to their expectations.  

If you are experiencing this with your team or in your organization and are curious to find out what to do about a lack of accountability, join us live. In this episode, we explore the pivotal role of Emotional Intelligence (EI) in leadership and why a lack of it is contributing to the issue. Drawing from our collective experiences, we'll discuss how underlying emotions, especially fear, frequently manifest as the common refrain, "I’m too busy." Tuning in LIVE, we'll also emphasize the importance of defining clear expectations for our teams. (Spoiler alert - a key takeaway will be understanding that without clear expectations, even the best of efforts might fall short in promoting accountability.) 

For all of us in leadership roles, seeking to understand the intricate balance between EI, performance accountability, and the art of setting clear expectations, this episode will offer clarity. We hope you'll join us in this exploration, aimed at enhancing our roles as leaders and building stronger, more accountable teams.  

If you want to know more about leading effectively, check out our book, “So, You Think You Can Lead?”: https://www.amazon.ca/dp/B07QMVKNSV/  

Sign up for our newsletters: https://bit.ly/dismantlingdysfunction 

IN THIS EPISODE:  

[01:16] Episode Introduction  
[05:24] Fear in Leadership 
[08:29] The importance of Emotional Intelligence in Leadership 
[24:30] Defining Expectations 


[27:39] Episode Gem 
[35:13] Episode Wrap Up 

KEY TAKEAWAYS:  

While as a concept Accountability is a straightforward, objective process, the reality is that it’s laden with personal feelings, doubts, and, honestly, a whole lot of avoidance. Teams pick up on that energy, sensing when things are skewed, unclear, or just plain unfair. And when morale dips, the entire organization's productivity and cohesion suffer. 
Emotions are like the silent puppeteers behind the scenes, making us dance to their whims, often without us even realizing it. As leaders, there are moments when we know what needs to be done, but fear holds us back. Maybe it's fear of confrontation, fear of rejection, or even fear of admitting we might be wrong. But here's the issue: rarely do leaders admit to themselves that they are afraid. 


By really tackling those fears and separating emotions from the actual metrics, leaders have the power to turn things around. This makes Accountability not something to dread, but a powerful tool that drives growth in the organization. 
Whether you're a seasoned leader, a new manager, or just curious about what's been tearing organizations apart, join us in this thrilling Accountability series on the Dismantling Dysfunction Podcast, as we pull back the curtain on what's really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us.