6/20/2023 0 Comments Come to jesus moment![]() ![]() When employees have to rely on a “come to Jesus” discussion to get the full picture of their esteem with management, it completely erodes their trust in leadership. Leadership discussed the situation frequently behind closed doors, and at one point, a VP of engineering joked, “Please don’t inflict on us!” Everyone laughed, but it exposed a hidden truth: The product manager had no idea his team didn’t like working with him until he was passed over for leading a new project, forcing a “come to Jesus” chat about his behavior with his boss. I’ve seen this last bulletpoint firsthand with a product manager who was not well liked by his engineering team. They want transparency from leadership, but “come to Jesus” talks reinforce the old “behind the curtain” style of leadership in which judgments about employees are shared privately in management circles but not with the employees themselves. ![]() Research consistently shows that employees want to know where they stand. It puts the person on the defensive, breeding anger and resentment. Telling an employee “This has been a problem, and we can no longer tolerate it” immediately prompts him or her to comb through past behavior to try to figure out where things went wrong rather than focusing on how to improve. Dissecting past events won’t change the past. Threatening someone’s job is rarely part of any productive conversation. If the employee was aware of the problem but not the severity, the person will feel he or she is being “put on notice” rather than being given a genuine opportunity to improve. If the employee wasn’t aware the behavior was an issue (which is often the case), he or she immediately feels attacked or that he or she has already been blacklisted. Threatening someone’s livelihood (implicitly or explicitly) instills feelings of dread and defeat right off the bat. In either scenario, this conversation makes the problem worse for three reasons: This happens when managers struggle to give corrective feedback, despite research that shows employees actually prefer negative feedback over praise or recognition. Why? Either the employee has no idea the behavior is an issue, so he or she naturally goes into panic mode when his or her livelihood is threatened without warning, or the employee is aware of the issue but hasn’t fully grasped the severity. If you’re ready to lower the boom with an employee and issue an ultimatum (“Either this gets better or you’re out of here”), you’re sabotaging any chance for recovery. If we're going to get back in this series, we've got to figure it out again.In the workplace, a “come to Jesus” meeting often only takes place when an employee’s behavior or performance has become so problematic that management is at a crossroads: There must be immediate improvement or you’re fired.īy this point, a “come to Jesus” conversation actually compounds the problem rather than fixes it. We are here in the Finals for a reason because we figured it out along the way. It's the first time for a lot of things with this particular group. "You said it's the first time we've been down 0-1. It's a collective effort of a focus on the defensive end first and foremost, and just an understanding of how we all work together to create good shots from the offensive end. How are we going to flip the script and get things back on the right track? We usually responded pretty well. Even moments throughout the regular season where things are starting to get away from us a little bit at times and kind of have your come-to-Jesus moment like we need to play right. "Look at how we responded from Game 5 to Game 6 in the Memphis series," Curry said. Steph recalls previous “come to Jesus” moments that helped set the tone after earlier postseason losses /iYqhLagOOt- Warriors on NBCS June 4, 2022 ![]()
0 Comments
Leave a Reply. |