text: Lessons From Bringing out the Best in Others - Leadership Freak
  Lessons From Bringing out the Best in Others
  I asked a group of managers and supervisors what they are learning about bringing out the best in others. One said,
  "Experienced people seek help sooner and more frequently than inexperienced."
  4 reasons new or inexperienced employees don't seek help:
  Experienced team members know where to go for help.
  New employees feel a need to appear competent. They don't want to look dumb.
  Experienced employees feel secure in their position.
  New employees over-estimate their performance.
  The need to appear competent prolongs incompetence.
  5 ways to bring out the best in new employees:
  Set up frequent – brief – check-ins during the first few months of employment. Expect them to set the agenda for check-in meetings at least half the time.
  Where are you most satisfied with your performance? How might you do more of that?
  Where are you least satisfied with your performance? (Use language like "least satisfied," not "unsatisfied".) How might you try something new?
  Be open with strengths on your team. "Mary is really great at organization. She might have some ideas."
  Ask, "What have you tried?" when they bring up problems, challenges, or issues. Communicate the expectation that bringing your own solutions precedes seeking help.
  Affirm help-seeking. People who seek help go further than those who don't (as long as they're committed to deliver results on their own.)
  Implement the practice of feedforward developed by Marshall Goldsmith. Create options. Avoid advice.
  Bonus material: "The Unexpected Secret to Becoming a Superstar." (An article about the importance, power, and methods of receiving help.)
  Why don't new or inexperienced employees seek help?
  How might managers bring out the best in new employees?
  Category : Leading, Mentoring, Personal Growth, Taking others higher
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  15 thoughts on "Lessons From Bringing out the Best in Others"
  Tom Hussey on at 9:04 am said:
  Great post, thanks. It's something that many of us are not very good at, even experienced employees. I think 4 is particularly important, with organizations promoting a culture of help seeking and support across departments.
  Thanks Tom. You're right. Even experienced employees can be reluctant to seek help. Navigating the tension between adding value and needing help is a challenge.
  Robin on at 10:35 am said:
  "The need to appear competent prolongs incompetence"….and delays collaboration!
  Thanks Robin. Great add!
  2thdocbob on at 10:37 am said:
  Another problem is that frequently the new employee doesn't even know what questions to ask. Without experience, we may not know the questions, much less the answers.
  Thanks docbob. Love the compassion and responsbility I see in your comment.
  John Bennett on at 11:45 am said:
  So important to help new employees / people new at anything (Effective Learners for example…) understand the importance of regular self-assessment!! Great questions to get this started!
  Thanks John. You use of "self-assessment" is important. Set up structures and relationships that make space for self-assessment.
  sgtblewis2 on at 12:16 pm said:
  Bam! You nailed this one, Dan. Thanks!
  Thanks SGT. Bam! Right back atcha. 🙂
  Aaron on at 3:43 pm said:
  This post taps in to an old challenge: Kouzes and Pozner rated "competence" as one of the top attributes people look for in good leaders. How do I ask for help from others without appearing incompetent..? What words or phrases could I use?
  Hussein on at 2:00 am said:
  we have to give a hand to young people to build their skills and to upgrade their performance
  this is our challenge now, to support them
  Rommie Ray on at 6:45 am said:
  Understanding is key. When new people feel a part of the family they ask questions and give comments. When we value what they have to say/do regardless of their experience: is grounds for a better relationship, the inexperienced feel more comfortable in coming.
  Jordan on at 8:00 am said:
  Perfect timing! We recently revamped our New Employee on-boarding process. We have been in it about 3-4 months. As a "Phase 2" of our on-boarding process, I am going to be reaching out to our new hires for feedback. These are some great questions to get me started!
  I was, however, wanting to get your thoughts – Group setting? Individual meetings?
  Marge on at 11:08 am said:
  Amen. Knowledge and intelligence is required to ask questions. In karate, as an example, the white belt has few questions. The black belt is always asking questions. I have experienced several times in my career, where questions were not encouraged, and in some cases, discouraged. During meetings, it is my observation that when there are few or no questions, the material was not truly absorbed, and may have been at the wrong level for that audience. If I'm not asking questions, it means I'm quietly agreeing with the material, because I do not have enough information or context to ask. If I am the presenter, and I am not getting any questions, it is likely I have failed to communicate; probably because I do not fully understand my audience.
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