For some time, you have been aware of a manager who is underperforming or of a situation involving disruptive personality conflicts. You may have several initiatives in place to address what has now become a critical issue. And still you end up thinking, over analyzing, even talking about it – yet with little forward movement. The problem is consuming too much time, energy, and consideration, yet remains unresolved. You need to maximize your people’s talent and leverage their resources and it is time to recognize that help is required to achieve the desired results.
Asking for help is the sign that the change you are trying to make is imminent. It is the single most important element in change management. Yet often it is experienced as the most risky – What does it mean if you ask for assistance? Solving people problems is not easy is not to be taken for granted. Take a moment and calculate the efficiencies in your operation and calculate the savings if your people communicated more openly and in mutual support of what you are trying to accomplish
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