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I completely disagree with the approach being suggested in this blog post. Calling people out by name in the middle of a team meeting is not productive, it's on
by ebbv 14y ago
I completely disagree with the approach being suggested in this blog post. Calling people out by name in the middle of a team meeting is not productive, it's only going to cause everyone to be uncomfortable and the person called out to feel terrible and embarrassed. Depending on their personality they may not be able to function well or think clearly for the rest of the meeting.
It will also cause people to feel a ton of anxiety about missing a deadline because they know what follows is being called out in the meeting in front of everyone.
It's much better to talk about these things in private. It's less stressful and allows you to have a more in depth conversation if necessary without everybody being present. In particular if the problem is stemming from the interactions between team members, having everyone present will make it harder to get to that point.
Let me give an example; say the problem is like that in the article, that Ted has missed two deadlines. But say the problem is due to Ted needing something from Joan he didn't get in time, which pushed him back. Or Joan's code was buggy and Ted had to spend time debugging it, etc.
If you call out Ted in the middle of the meeting one of two things happen depending on Ted's personality:
1) Ted clams up and just takes the blame as a pariah for the team, not wanting to make further waves.
or
2) Ted says it's all really Joan's fault and the whole meeting degrades into a shit storm.
Neither of these is good.
Calling people out in public is a horrible practice, and it's amazing to me it's being seriously suggested here.
You can absolutely make the team feel included and feel responsible to each other to deliver without calling people out by name. In the meeting you can say "We've had some slipped deadlines lately, and after talking to everybody it seems like the problems are stemming from A, B and C. Do you all agree? Is there anything else? Ok let's find some solutions to these problems. My ideas are X, Y and Z." etc.
- lifeguard 14y agoebbv is correct. NEVER criticize a worker in front of others. ALWAYS praise a worker in front of a group; or better yet -- do not single individuals out at all. TFA is a false dichotomy. Publish metrics to promote team accountability.
- lifeguard 14y agoFor any leaders reading this: http://www.barnesandnoble.com/w/essential-drucker-peter-f-drucker/1111417667?ean=9780061345012 http://www.barnesandnoble.com/w/essential-drucker-peter-f-dr... http://en.wikipedia.org/wiki/Peter_Drucker http://en.wikipedia.org/wiki/Peter_Drucker
- MartinCron 14y agoNEVER criticize a worker in front of others Especially if that "worker" is your boss, and the "others" is the entire team. I figured that one out exactly one day too late.
- lifeguard 14y agoI advise one only have "frank exchanges of ideas" with one's boss!
- Nick_C 14y agoThe HBR article is about a team of managers reporting to their boss, middle and senior management. At that level, they are presumed to have some sort of ability to effect change and hence have empowerment. They are also expected to step up and proactively manage their circumstances if things change or get out of kilt. The article is not that revelationary, I've seen similar ones in other management journals. I agree with you and the people replying to you for a team of workers reporting to their manager.