“If you had to describe the reason for Phillip’s termination, what would it be?” I asked.

Joyce shifted with the uncomfortable question. I had asked her to make a judgment about a team member’s underperformance. And I was looking for objective and measurable evidence.

“I think I would have to go back to his job description and start there,” she replied.

“And if you went back to the job description, what would you find?”

Joyce got up from her chair and paced to the side of the room. “First of all, I would have to find the job description, but I already know it is just a bunch of gobbledygook.”

“So, if I really put you to the test, as a manager, you are holding Phillip to a performance standard that you describe as gobbledygook?”

“Yes, but, I can still tell that he is not doing his job. He doesn’t have the capability. I know that, even without the job description.”

“So, how are we going to capture what you already know in measurable terms to help us? To help us know what to do with Phillip?” -TF

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Our next Leadership class in Fort Lauderdale begins July 16. For more information, visit www.workingleadership.com. We have only four available seats left.