Performance punishment

“To lead on purpose, we must understand how we diminish by accident.”
Liz Wiseman, Multipliers: How the Best Leaders Make Everyone Smarter

How many times, when faced with an impending deadline or critical situation, have you called upon that person on your team who can always deliver exactly what you need?

In doing so, how often have you also considered that you might be contributing to or hastening their burnout or resignation?

According to a recent article in Fast Company, well-intentioned leaders may be dishing out performance punishment to the well-known overachievers on their teams due to unconscious biases that contribute to hasty decisions and an imbalance of assignments.

In “This is the reason you’re losing your best people according to brain science,” those biases are identified in the SEEDS Model^®: similarity, expedience, experience, distance, and safety.

Enter Liz Wiseman, author of Multipliers: How the Best Leaders Make Everyone Smarter, the groundbreaking leadership book and the basis for one of our most popular leadership development experiences. Her research on leaders who were able to draw out the most talent from all of their people led her to identify and develop workarounds for 9 types of accidental diminishers. These are usually well-meaning leaders whose behaviors can have the opposite effect of what they’re trying to accomplish with their teams.

Expanding your knowledge about how to be a Multiplier, as well as working on building your team’s collective emotional intelligence with BlueEQ^®, can help alleviate performance punishment and elevate everyone’s ability to contribute. We have free resources for each of these.

If you’d like to know more about Multipliers or BlueEQ^®, reach out to your Advantage partner or contact us. We’d love to tell you more.

One great thing for 05.31.22 – The 9 types of accidental diminishers and simple workarounds [infographic]