Prevent Resent

Abba Agathon said: 
I have never allowed myself to go to bed
While I still felt resentement against a person,
And, as far as I was able,
I never allow anyone else to go to bed either,
As long as they felt resentement against me.

Apophthegmata Patrum

We are careless and find no increased value when we wait to deal with the issue at hand. “One more event, one more meeting, one more round,” I have said so many times. In the end though, “When faith turns to hope – all is lost.” Leaders begin to resent followers that will not follow, will not complete and cost more than they produce. Perhaps, though, much of that potential resentment is the the fault of the leader.

If a follower fails in the same area:

• The first time it is a reflection on no one. It is a mistake or a learning process. The follower should then be informed and provided with a situation review that will help to determine the better methods that should have been used.
• If the follower fails the same again, it is now a poor reflection on them for not embracing instruction. They should be reminded of the information provided the first time and set with a clear course of reaction if they fail in this area again.
• If the follower fails a third time, it is a reflection on their dedication, loyalty and/or ability. The clear course of discipline must be followed.

When a follower fails in the same area:

• The first time, it has little reflection or effect upon the leader.
• The second time, it costs the leader time that he does not have and raises question with his leader in regard to his hiring practices.
• The third time, it costs the leader much as his leaders must now question his ability to select, train and to lead.

The only cost higher than the fourth failure is the cost to the leader who fails to deal in good time with the first three failures. Informing, reminding and disciplining are not the fun things of leadership but they are the essential things. Rarely will we see the one who makes a third repeated failure succeed in the task in which they are employed. This applies, as well, to the leader who, for his third or fourth time, cannot hire, train and deal with employees who fail to engage.

We plant the seeds of division and resentment when we do not inform, remind and discipline those who are to follow us. To leave this leadership task undone does nothing for the follower, nothing for the organization and erodes the ability of the leader leaving it undone. Perhaps we can settle some resentment before the sun even comes up.