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“those Bears,” etc.) except the uncomfortable situation in question.
Don’t yield to it. Hesitancy to confront the issue now may make
the employee think you’re not serious about the problem. Be
pleasant but persistent.
Take the Initiative
Actively address the reason for meeting with the person. Work
toward resolving the problem ... together ... in specific ways.
Some counselors find it helpful to fill out the worksheet on the
following page (or something like it) during the discussion. As
with a job interview, however, avoid looking like you are keeping
score. Give the employee a clear view of the form ... even give
him a copy to fill out with you, if you feel that might help keep
your discussion mutually focused and controlled.
Remember, problem behavior is like a bruise. Press in the
center and it’s painful! Press on the outside edges and the pain is
much less. But any coach will tell you that a bruise doesn’t heal
until its center is dispersed by heat or massage therapy. What’s the
moral? The problem won’t go away until you deal directly with it.
Don’t dance around the edges.
The Counselor Role: Confrontation and CorrectionBe pleasant
but persistent.