What are the consequences when leaders do not confront issues, solve problems and deal with under-performers? People check out, disengage, lose heart and struggle to find a reason to care about the organization. Those who truly care begin to burn their energy worrying and fretting over opportunities lost. The high performers resent those who are not held accountable for under-performance.
Those who choose to do nothing fall into the trap of thinking that avoiding conflict, and the hard conversation, is least disruptive of the business; however, their omission is an act against the future stability and growth of the very organization they lead.
If you work for a do-nothing leader, here are a few tips…
First, focus on the things over which you have direct control. Emotional energy spent churning over another persons inaction is not in your personal best interest.
Second, be consistent in your own decision-making. The people around you need whatever amount of stability and consistency in direction you can provide.
Third, probe into ways you might support and encourage the leader to take constructive action toward resolution. Look for opportunities to regularly and consistently discuss your observations with your leader and the impact indecision is having on the enterprise. Be as specific and direct as possible.
Fourth, if you have become exasperated over opportunities lost, assess whether or not you’re in the right place. Having something meaningful to work toward is essential to fulfillment and motivation. However, this cannot be an emotional decision, nor can it be made in haste. Think it through and weigh the cost.