Low or Low Solid Performer?
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Low and Low Solid Performers need different conversations and levels of support from leaders. In this video, coach Nannette Johnston describes the difference between the two levels and how leaders should think about and interact with each.
Reflection Activity
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Reflection Activity
- According to Nannette, what is the difference(s) between a low and low solid performer?
- Have you ever had to “turn the corner” with a low solid performer?
- How does Nannette suggest leaders interact with low solid performers? Low performers?
View Video Transcript
00:02
my name is Nanette Johnston and I’m a
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leader coach force tutoring as a leader
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probably the most difficult conversation
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we have are with those that are low
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performers within our organization there
00:16
are two kinds of low performers one the
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low solid performer and then there is
00:22
the low performer the difference is the
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low solid performer has the will to do
00:29
better but perhaps they don’t have a
00:32
skill having the will means when you
00:35
have that conversation they’re accepting
00:37
of your suggestions you see some effort
00:41
toward improvement they just perhaps
00:43
don’t have the skill level to improve at
00:46
the level that you want them to improve
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or advance to the level of others within
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the organization
00:53
then there’s the low performer that’s
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the person that comes to the meeting not
01:00
accepting the suggestions not
01:01
acknowledging that they have some of the
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issues that you’re sharing they don’t
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show any effort toward improvement you
01:09
don’t see any initiative taken they
01:12
don’t apply the skills that they do have
01:15
nor do they want to improve the whole
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demeanor and attitude of this individual
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is very different from the low solid
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performer at some point with that low
01:27
solid performer as you are coaching that
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individual there may be a time where you
01:32
don’t see improvement you’ve worked hard
01:35
you’ve had that plan you’ve provided the
01:38
support and the extra help that they
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would need to improve but they just
01:43
can’t get to that level at some point
01:46
you may have to move them to that low
01:48
performer conversation to where you have
01:51
a corrective action plan and basically
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you’re seeing that they’re just not a
01:55
good fit for your organization there’s
01:58
an attempt to try with one individual
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but with the other individual there’s
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not any attempt at all those are two
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very different conversations but those
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that have to be made for the best
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interest of your organization as a
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leader that’s
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but as a leader that’s the most
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important thing that we can do for the
02:19
health of our organization
02:28
you
