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The Role of the Resilience-Building Leader Program (RBLP) in Boosting Employee Performance

By Dr. Vaughn Eason

Introduction

As organizations strive for success, it’s inevitable that they will encounter underperforming employees at some point. However, rather than resorting to punitive measures, forward-thinking leaders understand the value of coaching and developing their workforce. One effective approach is utilizing the Resilience-Building Leader Program (RBLP). This program offers a comprehensive framework that incorporates inclusion, team-building, active communication, and managing high-performance teams in order to improve organizational effectiveness and employee engagement. Influential leaders understand how RBLP can be leveraged to coach underperforming employees, ultimately fostering their growth and improving overall team performance.

Why RBLP?

RBLP offers three certifications: RBLP for front-line supervisors, RBLP-C (coach) for middle managers, and RBLP-T (trainer) for senior leaders. These certifications demonstrate a leader’s ability to master competencies in team-building, conflict management, and problem-solving – all necessary components for building resilient teams.

Building Resilient Teams

Effective leaders understand the importance of building and managing high-performing teams. The RBLP offers valuable strategies to create a cohesive and motivated team by engaging candidates in reflective learning events facilitated by a program mentor.  These collaborated sessions encourage candidates to apply critical thinking and emotional intelligence that solidify leadership foundations, including:

1. Clear Vision and Purpose: Clearly articulate the team’s vision, mission, and goals. Ensure that all team members understand how their individual contributions align with the broader organizational objectives.

2. Role Clarity: Define and communicate roles and responsibilities to team members. Clarify expectations and provide the necessary resources and support for team members to excel in their roles.

3. Trust and Psychological Safety: Foster an environment of trust and psychological safety, where team members feel comfortable taking risks, sharing ideas, and challenging the status quo. Encourage open communication and create a culture that values constructive feedback.

4. Conflict Resolution: Efficiently manage conflicts within the team by promoting healthy dialogue and facilitating constructive resolutions. Encourage open discussions, active listening, and finding win-win solutions.

The Power of Active Communication

Active communication serves as the bedrock for effective leadership and coaching. It involves actively listening, providing constructive feedback, and engaging in open and honest dialogue with employees. When coaching underperforming employees, the RBLP encourages leaders to adopt active communication strategies, such as:

1. Active Listening: Taking the time to truly understand the concerns, challenges, and aspirations of underperforming employees is key. By listening attentively and empathetically, leaders can gain valuable insights into the underlying reasons for their lack of performance. RBLP encourages candidates to practice active listening by giving full attention to others, seeking to understand their perspectives, and validating their opinions. This fosters trust and demonstrates respect for team members’ contributions.

2. Constructive Feedback: Instead of simply criticizing or reprimanding underperforming employees, the RBLP emphasizes providing constructive feedback. Leaders should focus on highlighting strengths, addressing specific areas for improvement, and offering actionable suggestions to help employees enhance their skills. Candidates learn to provide timely and constructive feedback to team members, recognizing their achievements and offering guidance for improvement. Celebrate successes and acknowledge individual and team contributions to foster a positive and motivated work environment.

3. Two-Way Dialogue: Facilitating open and honest conversations is crucial for coaching underperforming employees. Leaders should encourage employees to share their perspectives, concerns, and ideas, fostering a sense of psychological safety and mutual respect. This approach enables leaders to gain a deeper understanding of the challenges faced by employees and collaborate on finding effective solutions. Candidates learn to establish a culture of open and transparent communication, where information flows freely and team members feel encouraged to share their thoughts and concerns. The program encourages participants to regularly update their team on progress, challenges, and organizational developments.

Fostering Employee Engagement

Employee engagement is a vital factor in individual and organizational success. Underperforming employees often lack motivation, which can be addressed through the implementation of the RBLP. Here are some key strategies that leaders can employ to foster employee engagement:

1. Goal Setting: Collaboratively establish clear and attainable goals with underperforming employees. Ensure that these goals align with the employee’s skills, interests, and the organization’s objectives. Regularly review progress and provide support to ensure employees remain engaged and motivated.

2. Skill Development: Offer training and development opportunities to underperforming employees. This not only enhances their skills but also demonstrates the organization’s commitment to their growth. Encourage employees to take ownership of their development and provide them with the necessary resources to succeed.

3. Recognition and Reward: Recognize and reward the achievements and improvements made by underperforming employees. Celebrate milestones and acknowledge their efforts, fostering a positive work environment that motivates employees to continue improving. This recognition can be in the form of verbal praise, public recognition, or tangible rewards.

4. Autonomy and Inclusion: Empower underperforming employees by granting them autonomy in their work and involving them in decision-making processes whenever possible. When employees feel valued and included, they are more likely to become engaged and take ownership of their performance.

Conclusion

Coaching underperforming employees requires a holistic approach that focuses on active communication and employee engagement. The Resilience-Building Leader Program (RBLP) provides leaders with the tools and strategies to effectively coach and develop their workforce. By implementing active communication techniques and fostering employee engagement through goal setting, skill development, recognition, and autonomy, leaders can transform underperforming employees into motivated and high-performing contributors. Ultimately, investing in coaching and development not only benefits individual employees but also enhances team dynamics and overall organizational success.

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Connect with Dr. Vaughn Eason on LinkedIn.

Dr. Eason has been RBLP-T certified since July 2021.

The RBLP® Blog is a place for contributors to express their views on teamwork, leadership, learning, change, and other topics relevant to the workplace.

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