Dear Dan: How can I Lead Procrastinators
Dear Dan,
How can I better lead procrastinators?
Sincerely,
Tired of Waiting
Dear Tired,
I can’t figure out why people procrastinate.
After reflection, I confess that I do it. But it’s still stressful when people on my team procrastinate.
Perhaps you’ve procrastinated when it comes to dealing with procrastinators.
Principle #1: Procrastination in others is more irritating than procrastination in you.
Principle #2: No one procrastinates about everything.
3 ways to deal with procrastinators:
#1. Focus on their strengths. Protect them from their weakness.
- Don’t ask procrastinators to perform time-sensitive work. Give them in-the-moment work that takes little preparation. They will end up doing less meaningful work, but so be it.
- Ask them to do simple jobs and menial tasks. Save important work for those with initiative.
- Don’t let procrastinators volunteer for more work. “Thank you for volunteering, but I have someone else in mind for this job.”
Tip: Don’t ask procrastinators to take on long-term projects.
Give procrastinators jobs that need to be done now, not next week. Sadly, this limits opportunities for procrastinators, but it gives opportunities to others.
#2. Have a come to Jesus conversation.
Procrastinators may not appreciate the negative impact of procrastination. One procrastinator shackles an entire team, limits the potential of your organization, and steals your leadership credibility.
Say, “Everyone waits when you don’t deliver on time. Their talent and time is wasted. Let’s find a role where others aren’t depending on you.”
Respond to excuses by saying, “I’m afraid I wasn’t clear. I accept who you are and I’m responsible for the success of the team.”
Don’t argue over excuses.
#3. Design active interventions.
- Establish specific timelines and deadlines.
- Ask for updates at specific times.
- Follow up quickly when they don’t follow through. “Hey Mr. Procrastinator, I’ll stop in this afternoon to follow up.”
Finally, consider their overall contribution. Are you better off with them or without them?
What suggestions do you have for Tired of Waiting?
Giving a professional deadline.
Thanks Gerry. You might try asking them to set their own deadline. Just a thought.
Dan,
I love your leadership messages and I promote your site to my colleagues….they seem come at a time of need…so thank you
This is an interesting conversation. What if the procrastination is due to someone that may be in role that requires them to stretch more than they anticipated when they accepted the position. This includes having to work in a face paced work environment that requires them to manage multiple priorities, tight timelines and changing direction (organization, Senior Leadership). They continue to choose to push back versus lean in; provide excuses, etc. It is natural for them to focus on the work that is familiar and avoid the more difficult and important work that requires them to learn and stretch. And they choose to avoid me…
I follow the active interventions noted above and I continually get push back and I am being considered as micro managing. I am trying to figure out how to get this individual engaged and in the game. I am really trying to support this individual to achieve success in this position – we meet weekly, I make myself available to provide guidance, I am clear in my direction, I let them set their deadlines, etc. I have had ongoing conversations – including ones that require me to reflect on myself, my blindspots, how I can adjust to meet the needs of the employee. In our year-end performance discussion, the individual finally said – I guess you want me to be more accountable. Yes.
In reflection the other piece that I am not seeing is some sort of commitment to the position and to the team. It is okay to fail, however pushing back and not meeting your commitments when others are depending on you ….I really struggle with this. I have started to assign this individual’s work to other team members when there is a tight timeline and I get – well I will try my best- that is all I can do…..
The individual not meeting their key deliverables is impacting the team and the trust we have worked very hard to earn from our Senior Executive.
If I am honest – I also struggle with the fact I hired this individual one year ago – what was presented in the interview process and in references – is not the individual who joined the team. I have to admit I am grappling that I made a bad or let’s call it a challenging hire. I have been considering their overall contribution. Am I better off with them or without them? Letting the individual go is not an immediate option based on organizational processes/protocols. To provide an out for this individual – I recently arranged for a secondment opportunity that would allow this individual to gain the experience they need in a different environment, different manager – allowing them an opportunity to figure out what they really want. They turned down the opportunity and said – you are stuck with me.
Any suggestions?
I am always wary of sticking labels on people. Rather than labeling a colleague as a procrastinator, how about addressing their behaviour? Provide feedback on what you have experienced and how it has impacted team performance. Your coaching may help them to find ways to overcome a tendency to procrastinate.
I agree about labels and I really do want to help this individual to succeed. I believe the procrastination is fear of something new and the individual being willing to stretch. They have low self-esteem and they are looking for a lot of reassurance and recognition. I look for the little wins that I can recognize – directly and in front of the team. I provide just-in-time feedback – following the approach you note. This has been part of our ongoing conversations and getting to the point of individual saying you want me to be more accountable, etc.
I am trying to balance the task and the relationship. It is a journey…
I just wanted to note – I am not the original “Tired of Waiting” ….
Tired of Waiting should fairly consider her own management style; do performers who meet her deadlines get the “reward” of more work, while the procrastinators go home on time with less stress from the work day? It’s possible this manager is being managed by astute subordinates who have adapted their approach to her.