Join Todd Dewett for an in-depth discussion in this video Directing the overly ambitious, part of Managing Employee Performance Problems.
- Sometimes, you can have too much of a good thing.…For example, ambition and competitive spirit.…In general, these are great traits for any professional.…Ambition is a desire to get ahead, a desire to achieve.…A competitive spirit is great…since business is a competition.…But inside the organization and inside the team,…too much of either can cause problems.…Here's the issue.…Some work places are what can be…called high performance cultures.…They make up about 15 percent of workplaces.…Inside of high performance work culture, most people have…above average ambitions and are very competitive.…
It's the norm, and these traits tend…not to surprise or offend people.…In the other 85 percent of workplaces,…the performance culture for better or worse is…a little more relaxed than the overly ambitious.…Overly achieving competitive employees tend…to stand out and not always in a good way.…The overly ambitious usually aren't mean and spiteful…but they share some qualities that can hurt them.…First, they tend to socialize more…
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- Determining the appropriate intervention
- Defusing charged conversations
- Refocusing slackers
- Getting employees to show up on time
- Redirecting habitual complainers
- Engaging employees that always resist change
- Standing up to bullies
- Encouraging employees that can't handle feedback
- Helping people with personal problems
- Dealing with gossips
- Knowing when to say goodbye to an employee<br><br>
- The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.