Hi ,
Team I work in an RPO, and I am facing major issue in getting hold of the Team leaders.
All what I have discovered is that , they are very good performers, however, when it comes to professionalism, they are lacking in all the traits .
I am finding it difficult to crack the nut and make them learn the couple of traits:
Communication skills(Business Communication)
Team Handling(no Favorism)
Inter Team interaction
Cut the stubbornes and improve the flexibility.
Promote the team to develop themselves to increase the throughput
the points i have mentioned are not the casual ones, however, these are more practical problems i am facing with them.
And those who are presently working with a BPO/Call centre/RPO, or who have worked earlier in past with these industries, can understand the depth of my problem .
Suggest me on this through words, PPT's or ne means
Thanks and Regards
Ankita Kohli
From India, New Delhi
2Team I work in an RPO, and I am facing major issue in getting hold of the Team leaders.
All what I have discovered is that , they are very good performers, however, when it comes to professionalism, they are lacking in all the traits .
I am finding it difficult to crack the nut and make them learn the couple of traits:
Communication skills(Business Communication)
Team Handling(no Favorism)
Inter Team interaction
Cut the stubbornes and improve the flexibility.
Promote the team to develop themselves to increase the throughput
the points i have mentioned are not the casual ones, however, these are more practical problems i am facing with them.
And those who are presently working with a BPO/Call centre/RPO, or who have worked earlier in past with these industries, can understand the depth of my problem .
Suggest me on this through words, PPT's or ne means
Thanks and Regards
Ankita Kohli
From India, New Delhi
Dear Ankita,
First we need to make them understand that they have a problem, the options for doing the same is:
1. to show them what communication is all about with a game. like draw something, and ask someone to explain it to the other person and make the other person draw. they may give any instruction, but should not show the picture. this may reveal to them their problem.
2. Take a practical case, work with them to the root cause, which will eventually be one among the many that you have listed.
Please do not attend to train them if they are not ready to get trained.
s.K.Sundararajan
9282103900
From India, Madras
First we need to make them understand that they have a problem, the options for doing the same is:
1. to show them what communication is all about with a game. like draw something, and ask someone to explain it to the other person and make the other person draw. they may give any instruction, but should not show the picture. this may reveal to them their problem.
2. Take a practical case, work with them to the root cause, which will eventually be one among the many that you have listed.
Please do not attend to train them if they are not ready to get trained.
s.K.Sundararajan
9282103900
From India, Madras
Hello Ankita :
>... I am facing major issue in getting hold of the Team leaders.<
Do you mean you are having hard time changing their behaviors?
> All what I have discovered is that , they are very good performers, however, when it comes to professionalism, they are lacking in all the traits.<
That is a common problem when we make good performers team leaders. Are they team leaders or supervisors?
>I am finding it difficult to crack the nut and make them learn the couple of traits:
Communication skills(Business Communication)
Team Handling(no Favorism)
Inter Team interaction
Cut the stubbornes and improve the flexibility.
Promote the team to develop themselves to increase the throughput<
More often than not we select good employees for such positions whose behavioral traits make them hard nuts to crack.
>Suggest me on this through words, PPT's or ne means <
Changing other peoples' behaviors is a hard nut to crack in most all situations.
Are employees trained to be effective team leaders before they become team leaders?
Bob Gately
From United States, Chelsea
>... I am facing major issue in getting hold of the Team leaders.<
Do you mean you are having hard time changing their behaviors?
> All what I have discovered is that , they are very good performers, however, when it comes to professionalism, they are lacking in all the traits.<
That is a common problem when we make good performers team leaders. Are they team leaders or supervisors?
>I am finding it difficult to crack the nut and make them learn the couple of traits:
Communication skills(Business Communication)
Team Handling(no Favorism)
Inter Team interaction
Cut the stubbornes and improve the flexibility.
Promote the team to develop themselves to increase the throughput<
More often than not we select good employees for such positions whose behavioral traits make them hard nuts to crack.
>Suggest me on this through words, PPT's or ne means <
Changing other peoples' behaviors is a hard nut to crack in most all situations.
Are employees trained to be effective team leaders before they become team leaders?
Bob Gately
From United States, Chelsea
Dear Ankita,
How come these weaknesses were not identified in their Performance Appraisal? PA feedback is very important. Based on the PA review, you can recommend them for the required training.
Thanks,
Dinesh V Divekar
From India, Bangalore
How come these weaknesses were not identified in their Performance Appraisal? PA feedback is very important. Based on the PA review, you can recommend them for the required training.
Thanks,
Dinesh V Divekar
From India, Bangalore
Hey Bob,
You got me right, they have a very lay back attitude to groom themselves as Leaders.
As end of the day they generate good revenues, this becomes secondary for them , and they always have points of arguments mentioning that , their team gives the results.
To be very honest, they got this position based on insufficient resource allocation at the point of organizational changes almost an year back, which was in their favor
Now we don’t want to loose on them , and want to take it as a challenge to groom them in their overall personality.
The bitter fact is that, they have never undergone a training on leadership skills. Its more or like inborn or influential traits that they are implementing all the time.
I want to have a very modularize approach, and I first want to achieve a self realization for them. This will give a scope to make them understand the need to fill in the gap.
Any activity which will help me to implement on them to achieve the self realization will be a great input
From India, New Delhi
You got me right, they have a very lay back attitude to groom themselves as Leaders.
As end of the day they generate good revenues, this becomes secondary for them , and they always have points of arguments mentioning that , their team gives the results.
To be very honest, they got this position based on insufficient resource allocation at the point of organizational changes almost an year back, which was in their favor
Now we don’t want to loose on them , and want to take it as a challenge to groom them in their overall personality.
The bitter fact is that, they have never undergone a training on leadership skills. Its more or like inborn or influential traits that they are implementing all the time.
I want to have a very modularize approach, and I first want to achieve a self realization for them. This will give a scope to make them understand the need to fill in the gap.
Any activity which will help me to implement on them to achieve the self realization will be a great input
From India, New Delhi
Hi Ankita,
My thoughts for Hard Headed members is to involve them and let them be in your footsteps in terms of training seek their level of competency and based on a one- one non confrontative approach table issues and topics you would want to share and keep them specific to the training.
I agree to one of the cite hr members quoting that we generally intend to promote performers in purview of their performance and also in regards to loosing them but for us it becomes difficult to set realistic expectations to their peers and subordinates.
I wuld share few more info in the next section!
Foremost set ur groundrules to no non-sense and see the change ...the problem here is not what do we give our employess but how do we give it !
Regards,
Arjun
9871950905
My thoughts for Hard Headed members is to involve them and let them be in your footsteps in terms of training seek their level of competency and based on a one- one non confrontative approach table issues and topics you would want to share and keep them specific to the training.
I agree to one of the cite hr members quoting that we generally intend to promote performers in purview of their performance and also in regards to loosing them but for us it becomes difficult to set realistic expectations to their peers and subordinates.
I wuld share few more info in the next section!
Foremost set ur groundrules to no non-sense and see the change ...the problem here is not what do we give our employess but how do we give it !
Regards,
Arjun
9871950905
Perhaps one way would be to tackle each team leader separately; have a brief discussion on the necessity of forming a synergetical group of team leaders rather than individual star performers as leaders. Point out common weaknesses and lacks which need to be rectified.
Then get them together for a preliminary interactive training session. Find out their perceptions of what is needed by them, and tell them your perception of what they need. Rally them into agreeing to be trained.
If in spite of this approach, if there is constant abrasion and resentment, yes, it might be better to let one of them go as an example to the rest. This should hopefully do the trick.
Worth tryin.
Jeroo
From India, Mumbai
Then get them together for a preliminary interactive training session. Find out their perceptions of what is needed by them, and tell them your perception of what they need. Rally them into agreeing to be trained.
If in spite of this approach, if there is constant abrasion and resentment, yes, it might be better to let one of them go as an example to the rest. This should hopefully do the trick.
Worth tryin.
Jeroo
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
SPECIAL HIGH INTENSITY TRAINING (S.H.I.T).gif
HR Generalist Practical Training in Delhi.pdf