[b]Bottom-line:[/b] One of my directs has a past history with key people he needs to work with that is causing problems within the team. What do I tell him of what he's told me?
I took on this group about 6 months ago. There are 3 different offices put together by mergers that had a lot of trust/communication issues with each other that I've been slowly sorting out.
My latest adventure involves our product management team who is remote from me and the boss is my peer. I delegated my direct some cross team work on process improvement. He also wants to do some major work on his part of the development project. He has some communication delivery issues that I've been working on. Basically he comes up with good ideas and forgets about influencing people to use it versus cramming it down their throats! :cry:
I thought that was the reason they were ignoring him. But I got the product manager to admit that they don't trust him because he's gone behind their back or implemented to the letter of the law but not intent or done what they thought was sub-quality work. When I ask for specific examples, they couldn't give them or they were years ago.
I've convinced them to travel here to work out the plan for the next work done by my direct in about a month. I am not sure exactly what to tell my direct. I personally like to be up-front that he needs to work on his relationship with them and that this is part of his reasons for not being able to influence them. I don't know if I should be so blunt as to tell him that their basic goal is to avoid him doing anything on the project and any contact with him. My concern is that he's a pretty high "C" and I don't perceive him has having good interpersonal skills. So, telling him might just make him angry. Right now he's in total denial that he's doing anything wrong. I just keep pushing that what he's doing isn't working and that I don't care if he's their best friend but he needs to figure out a way to communicate with them to effectively do his job.
I did listen to the podcast on getting feedback from your directs and have done the steps up to giving him the feedback. Now, I'm wondering what to tell him about their feedback. (I did ask if they would be comfortable talking to him directly and got a resounding no! :cry: