"They're just not performing."

Every senior lawyer will say this about someone on their team at some point.

And when they do, they usually mean a few things:
They're not billing enough.
They need constant supervision.
They create extra work instead of lightening the load. 
Don't keep people informed.
They can't be relied on. 
They can't operate independently under pressure. 

And these are symptoms, not a diagnosis.

And most leaders go straight to the performance conversation.

Because nobody taught them to look at anything else.

Here's what the data shows: more than half of people who leave say their leader could have prevented it.

Not HR. 
Their leader.

Before you have that conversation, you need to know whether you're dealing with a performance problem or a system problem.

Three questions will tell you.

Answer them and one of two things happens.

You realise the problem isn't with them; it's a system issue, and you know what to fix.

Or you confirm it is them, and you know what you're dealing with. 

Either way, you can start solving it.

✅I've put the three questions into "Before You Call It A Performance Problem. Ask These 3 Questions". It takes less than 10 minutes to read.

→→Download your FREE copy HERE