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The need for effective face-to-face leadership is becoming more crucial in these turbulent times. All the technological advances and the increasing speed of change has demonstrated a clear need for effective performance management. The challenge of performance leadership is difficult, and going to get more difficult in the future. There has been a gradual decline in respect for authority and a lowering of standards in society. Just remember that when you hear about problems in schools such as drug taking, violence, extortion, bullying, absenteeism, and a failure to learn, you are hearing about your future employees. Fortunately, most people do what they are supposed to do most of the time. They work hard, they are co-operative and dependable. There are a few poor performers who seemed to do it wrong sometimes. Unfortunately, even the good performers do it wrong or not at all. If people can't see the reason for doing a job a certain way, it is unlikely that they will do it that way. If they can't see the importance of doing the job, they probably won't do it at all. The information they need includes, the benefits to the organization for doing it correctly, as well as the harm to the organization if they do it incorrectly. In short, they need to know the consequences of their performance. If your staff don't know the implications of how the job should be done and why the job should be done, you will be facing performance problems. If you are in the business of telling people what to do they are likely to comply when you are watching them. But you can't watch them all the time. The reason for doing things should be important enough to the staff to influence the choices of how to perform when the boss is not watching.
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