Our senior leader, who is the person my supervisor reports has concerns that she will have to respond to questions from her management as to why Tom has not grasped his job responsibilities. Our senior leader and my supervisor were both in on the interview process. Our senior leader is not a good leader and that shows in her ability to coach our supervisor who in turn needs to coach Tom on time management, job expectations, and determining if he needs more training.
Toxic behaviors they are exhibiting The toxic behaviors that Tom is exhibiting is his ability to think beyond himself and think about the people on his team, his customers, and the company. He also fails to ask when he clearly needs help figuring out what his job duties entail. Tom often has excuses about why he cannot give his best in his job. Tom does not complete reports or projects on time, he falsifies information on the activities he says he has performed, he doesn’t answer his phone management calls, and most important he is not meeting …show more content…
She is an academic but lacks the skills to manage and coach others. She has let Tom’s issues with being unproductive go on for almost one year. His excuse to her for not being productive is that he is a new employee. After a few months you are no longer new. If she were a leader she would make it her business to understand what drives each person, help build connections between each person’s work and the organization’s mission and strategic goals, give timely feedback, and help each person learn and grow on an ongoing basis. Regular communication around development and having coaching conversations is essential (Valcour, 2014). Another toxic behavior that she demonstrates is that she does not demand accountability from Tom like she does the rest of the team. When she first saw that Tom was struggling she could have built a developmental plan for him and reward him for meeting certain
Toxic behaviors they are exhibiting The toxic behaviors that Tom is exhibiting is his ability to think beyond himself and think about the people on his team, his customers, and the company. He also fails to ask when he clearly needs help figuring out what his job duties entail. Tom often has excuses about why he cannot give his best in his job. Tom does not complete reports or projects on time, he falsifies information on the activities he says he has performed, he doesn’t answer his phone management calls, and most important he is not meeting …show more content…
She is an academic but lacks the skills to manage and coach others. She has let Tom’s issues with being unproductive go on for almost one year. His excuse to her for not being productive is that he is a new employee. After a few months you are no longer new. If she were a leader she would make it her business to understand what drives each person, help build connections between each person’s work and the organization’s mission and strategic goals, give timely feedback, and help each person learn and grow on an ongoing basis. Regular communication around development and having coaching conversations is essential (Valcour, 2014). Another toxic behavior that she demonstrates is that she does not demand accountability from Tom like she does the rest of the team. When she first saw that Tom was struggling she could have built a developmental plan for him and reward him for meeting certain