Ask Do not Tell Leadership - How do I create accountability as a leader?

Dear Coach,

Question: I own and operate a company, but my leadership skills are sometimes lacking. My Senior Team refers to me as "Mr. Softy," because I can not discipline those who violate company policies. I have problems especially with my vice president of sales. While it does bring in new accounts, always enter incorrectly, causing all sorts of problems for production staff. My team keeps telling me to "Let Him Have It," but I do not know what to say. How do I make him realize just without firing or threatening to fire him?

Answer: Congratulations! Already showing great leadership wisdom, to seek solutions as well as threatening the loss of jobs. The responsibility you ever want would be developed to shoot or threaten to fire, however. exceptional leaders build accountability and empower their employees, asking them questions. My philosophy of leadership is "ask, do not say." Although it has been identified as the vice president of sales due to the current problems, make sure you have all the facts. This could be a great opportunity for you to build a responsibility - not only in this employee, but in all your employees.

I propose to hold a meeting at the company level, focusing on the big picture of how sales orders are processed. Use the situation with the VP of sales by way of example, and ask, "'this representative of the order of business functions like this?" Or everyone will agree, or an interesting discussion takes place between the parties disagree. Sometimes, your role as a leader is to stay out of the center and simply facilitate. Managers of your various departments can understand the facts better than you, and it is perfectly ok to admit it. Enter the meeting with an open mind. Although officials claim, and the finger pointing that will eventually work through the facts. You may need to pepper the conversation with questions, but try not to respond.

Once the group has identified the real problem and the person (s) involved and start discussing solutions. Simply ask, "How can you solve this problem?" Even if you have solutions in mind, great leadership requires trusting others to develop their answers. Given this is the first time they have undergone this process, you should be at the meeting. Just keep asking questions, and if asked your opinion, do not give it. Remind your managers that you trust them to run their departments and make money for your company, so definitely trust them to solve problems like this. Initially, this process could be long and frustrating for everyone. Be assured that you are moving in the right direction! Your employees will soon feel more energized as authorized, and time will prove well worth it. By the end of this process, you too will find your power and realize accountability built by only asking questions. Remember: ask, do not say.