Lead With Compassion
We often talk about the importance of effectively leading a team to better perform, surpass their own expectations, and achieve greater success than any had hoped for. But what if the position doesn’t fit the talent or skill of a teammember? What happens when no training or professional development will get someone to the level they need?
How does a leader handle this type of situation? As LinkedIn CEO Jeff Weiner suggests, one of the most critical situations an effective leader must handle well is knowing when someone isn’t able to perform in their current role. He points out knowing this is the leader’s job not the employee’s job. It’s also a good leader’s responsibility to help an employee make that transition.
‘The least compassionate thing you can do when someone is not equipped for the role, is to leave them in that role.’ – Jeff Weiner, CEO LinkedIn
From organizational psychology research, we know this to be true as well. The job-person fit model describes ‘the compatibility between individuals and the job or tasks that they perform at work.’ We know a lack of person-job fit leads to lower levels of satisfaction, mental and physical well-being, and less satisfaction with their work (Tinsley, 2000.)
Watch this short clip on the topic and identify how you can, as an effective and compassionate leader, help others transition out of jobs that aren’t a good fit for them. It will be better for them, for you, the team, and the organization.
Tinsley, H. E. (2000). The congruence myth: An analysis of the efficacy of the person–environment fit model. Journal of vocational behavior, 56(2), 147-179.