Employees come with their own set of talents and shortcomings.
It’s the Leader who has to intervene.
Medha is a fresher and a part of the admin department of a company. She is a person with a quiet nature and prefers to keep to herself. She also prefers to work alone instead of in a team.
Her boss, Rupa, is a flamboyant personality and likes her team to be around her all the time and participate in discussions, have lunch together and treat work like fun.
But even after trying several times, she found that she could not make Medha participate. Medha, on the other hand, found that she could not get along with others in her team, found little interest and did not enjoy her working. Because she did not enjoy her work, she started making mistakes. Rupa tried to help Medha by guiding her at every step which annoyed Medha. On the other hand, the more Medha made mistakes, the more irritated Rupa was with her.
Ultimately, both became so irritable around each other that Rupa approached HR to change Medha’s department. Fortunately for Medha, there was a suitable vacancy in the Compliance Department and Medha was transferred to the position.
Pramila, the head of Compliance department, welcomed Medha warmly. She was aware of the problems between Medha and Rupa and knew the type of person Medha was. So, she decided to put Medha in a position which she would find comfortable and at the same time the department would also be benefited.
Pramila also started having regular sessions with Medha to understand her better. She came to understand that Medha would do well in projects where she can work individually. She also started noticing and appreciating Medha’s positive traits such as her honesty, her intelligence, her drive not to rest before completing her assigned job.
This made Medha feel confident and she also start trusting Pramila. She knew that anytime she needed advice or help, Pramila would be happy to assist her. Gradually, Medha started enjoying her work. As she enjoyed her work more and more, her performance improved and she could contribute well in the department.
Pramila also understood that Medha wants to prove herself and hence prefers to be left on her own to complete her assigned work. Medha was an innovative person and as Pramila gave her more freedom to complete the work in her own way, she felt encouraged to do the work more creatively. Every successful innovation was appreciated by Pramila, especially during team meetings and this encouraged Medha to give her best.
Patient Encouragement can often improve the situation
Gradually, stories of Medha’s innovative ways of working spread to other departments. People started approaching Medha to help them resolve their problems and showed eagerness to work with her. This made Medha confident and she started communicating with others. Gradually, with Pramila’s help, she learnt how it is sometimes required to work with others and be nice to everyone, even with the people she never liked.
At times, Medha also failed. It was then, when Pramila explained to her why she failed and encouraged her to try again in a different way.
Her relationship with Rupa also improved. Rupa was pleasantly surprised by the change in Medha and appreciated her new avatar. News of Medha’s improvement reached the management and they also started taking notice of her.
Medha is now a confident and very efficient member of the compliance team. Others consider her to be a valuable employee of the company.
So, what’s that moral of the story?
What does Good Leadership mean
- Not every employee is of the same type. To handle team members, a Leader has to understand the nature of each team member and manage them accordingly.
- “A fish cannot climb a tree” – not every individual can be good at everything. A Leader needs to understand the traits of each team member and assign task accordingly. An individual, no matter how good he or she is, will never perform well if she is put on a wrong job.
- It is important that team members identify themselves with the job they are assigned. They should feel that this job will help them in their career path. They should be able to love their job. Only then will they work efficiently and be able to contribute positively.
- It is essential that every team member feels appreciated and valued in the team. This will encourage and Motivate them to contribute further.
- It is the responsibility of the Leader to appreciate team members in public and let others in the organisation, specially the management, know of a team members’ success.
- It is also the responsibility of the Leader to lend a shoulder to a team member in any failure. Encouraging them to try again to achieve success should come naturally to him/her.
- A Leader should leave a team member to work on her own but be available to help and advice whenever needed.
Hopefully, keeping these points in mind while dealing with people, will make our otherwise complex tasks a little easier. It can help us in building a very effective and successful team.