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How to Terminate Employees Ethically and Legally

I recently spoke with the VP of Human Resources of a San Francisco Bay Area company regarding providing executive coaching for the company CEO. She asked some very insightful questions to determine fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating changes in thinking and behavior.

The VP of HR and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior based on neuroscience and business acumen are important competencies for coaching executives. We also spoke of the need for her organization to create a culture where innovation flourishes.

The VP of HR is interested in partnering with me in helping an abrasive executive improve his emotional intelligence. We further discussed how high performing company executives can benefit by working with a seasoned executive coach.

Regardless of your company’s success or employee-friendly culture, difficult people pose challenges for managers and team leaders each day. You cannot afford to avoid dealing with difficult people. Whether they’re direct reports or peer managers, their frustrating behaviors will take a toll on your ability to manage others and produce stellar results.

The more serious forms of difficult behavior are, in some ways, easier to deal with, because they are blatant and often illegal. In cases of harassment, sabotage or physical threats, swiftly follow your clearly outlined company policies and implement the appropriate consequences.

Smart managers can develop a plan for managing problem behaviors in the workplace. This may include establishing policies and retaining employee assistance program counselors to help with serious problems. Inevitably, certain employees will behave in an unacceptable way, requiring you to call them in for a disciplinary conversation. Consider investing in a coach who can teach your people about human dynamics in the workplace.

Discharge should be viewed as the failure of the process. Most people placed on a decision-making leave will return with a willingness to correct their behavior. When they do not, termination should be the inevitable consequence of that choice. Follow these procedures consistently to fulfill your ethical and legal obligations. You can then move intransigent employees out of the organization and move forward.

Are you working in a company where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching for leaders? Sustainable leaders tap into their emotional intelligence and social intelligence skills to create a more compelling future.

One of the most powerful questions you can ask yourself is “Does our company have abrasive executives who could benefit by working with an executive coach?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their leadership development programs.

Working with a seasoned cognitive executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders develop their executive presence and become better storytellers. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

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