This is Part 2 of 4. Check out Part 1.

This post is dedicated to those hard lessons I was taught through either advice or mistakes that I wanted to share.

People want to know what they’re doing wrong

Sometimes I chat with managers who say “don’t they know what they’re doing x, y and z wrong?” And the truth is, about 80% of the time the answer is no in some variation. Either:

1. They fell short of your expectation (because you didn’t set one)
2. They literally had no idea – maybe they don’t have access to the same numbers as you do
3. They know that they did something wrong but have no clue how to do it right (but they want to)

In any of these scenarios the solution is to TALK TO THEM!

This isn’t a scary conversation if approached the right way and from the right place… So, how do you start? Just ask questions. Mine were:

• Your numbers are off, why do you think that is?
• Do you want them to be better?
• What are a few things we can do to improve?
• Can I check up on that in x weeks?

The key to this conversation, don’t blame them, try to help them understand the facts, and create a plan TOGETHER on how to improve

If they don’t respect you they probably won’t follow you

I’m sure you’ve heard this stat before – “People leave managers, not companies.” If you find that you have a high turnover rate you might want to look in the mirror and understand why.

Let’s look at following people at the most Micro of levels – Twitter. If you ask yourself why you follow someone it might be for the following reasons:

• You think they’re funny
• They give you advice
• They keep you posted on the world around you
• They’re interesting
• They’re your friends

In summary if you respect them, like them or befriend them, you’ll follow – simple lessons in leadership.

If you’re valuable to your team they will follow you.

Check back soon for Part 3.