The courteous … reprimander!

Who doesn’t remember a terrible reprimand for quite questionable reasons, received at some point in life by a ham-fisted boss?

Not to mention how embarrassed we’ve felt when, having climbed up into the position of a boss and therefore being fully entitled to reprimand ourselves, we’ve seen our own ham-fisted reprimand meet with the astonished glance of a surprised subordinate.

After all, we’ve been taught that a real leader is good at reprimanding, right?

Well, I think the reprimand plays an essential role: as long as a few key corrective actions are taken.

Having suffered innumerable reprimands myself, and having guided a large number of classroom exercises, I’m now proud to show you a reprimanding model that – according to those who are using it consistently – is proving effective in correcting without depressing.

Would you like to become a … courteous reprimander too?

Then learn all about …

The constructive reprimand

The constructive reprimand is a tool aimed at containing or preventing a behaviour that might lead to ineffective performance or jeopardize effective performance while avoiding the emotional destruction of the subordinate.

When is the right moment to reprimand the unfortunate transgressor?
Immediately after observing the behaviour you intend to correct (tomorrow is too late), and only if well prepared.

What is the best place for the reprimand?
Alone, never in public: how bad can a person feel, when exposed to public humiliation? And what is his professional performance going to be like, in the following days?

How should the difficult task be managed?
– Separate the problem from the person, even the best staff members make mistakes.
– Ask open-ended questions that help the person to get straight to the point, and to become aware of the behaviour to correct and the action to take.
– Share areas calling for improvement and corrective actions, without being long-winded or repetitive (if possible).
– Wait or ask for feedback.
– Bring the matter to a close by reaffirming your esteem and faith in the person, and end the conversation or change the subject.

How long should a good reprimand last?
Ideally, a reprimand is short, rarely longer than 5 minutes.

What communication style should be adopted?
– Never use harsh or – worse – offensive words: not only is an insult a sign of bad taste, it also obscures the content.
– Use a level tone of voice (if you’re angry take three very deep breaths, and only start when you feel ready).
– Never repeat the same argument twice: better to avoid the embarrassment of talking in circles.

Complicated? Maybe. But success comes to those who persevere …

Don’t you think so?