Apply facts before judgment to one real poor-performance situation.
The reframe: Poor performance is a work gap to manage, not a character flaw to prosecute. The idea Managing poor performance is a discipline of converting concern into evidence, support, and a next observable behavior. The SBI/SBII Feedback - Center for Creative Leadership lens matters here because it prevents the manager from collapsing three different jobs into one emotional reaction. First, the manager must define the work gap in neutral terms: what standard existed, what happened, when it happened, and why it mattered. Second, the manager must diagnose the likely cause. A skill gap needs teaching and practice. A will…
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