This week’s Quick List is a follow up to our Quote of the Week:  On Jackasses & Carpenters.

I’m not sure how LBJ was defining “jackass” when he said this.  He could have been using the typical definition of “jerk”.    I was thinking in visual terms of  a donkey kicking down a barn.   And thinking in metaphorical terms of people who complain, blame, criticize, make fun, rip apart and tear down people, policies, departments, organizations, corporations…and whatever else comes their way.   With no ideas or plans for making things better – no intention of doing anything to make it so.

And using that definition, I see a bunch of jackasses kicking down barns in the business world.  Pulling morale, productivity and performance of all around them deeper and deeper into the dump.

Do you have any jackasses on your team?

If you want to protect morale, productivity and performance…you know you must stop them, right?

Wouldn’t it be great if everyone on your team was helping you build barns instead of just kicking them down?

Hear are ten leadership tips for helping jackasses become good carpenters.

1. They may not even realize they being jackasses.   Or may not know how to do anything different than that.  If you want them to help you build barns,  you must take a stand for constructive behavior.

2.  If you are going to take that stand, you must set a good example. Do an awareness check on yourself.   Are you spending lots of time tearing things and people down?    And not as much time on good carpentry?  It’s amazing how easily it becomes a habit.

3.  Hire positive people.  And also make expectations clear that you have and want to keep a positive and productive  work environment.

4. If you’ve already hired someone prone to negative-ism, clarify your expectations by telling her that having a positive work environment is important to you and that you need her help.  Who knows?  Maybe  she doesn’t realize she has become a frequent complainer.   That may be enough to help her stop.

5.  It may be that the person just needs more  attention.  In section #6 of  Basnight Family Secrets,there is a story about Terry and Joe.  Terry was feeling challenged by a hard-to-get-along-with member of the staff named Joe.  She mentioned the situation to her manager and he said,  “You are the one that needs to make it work. When’s the last time you asked Joe about his family? When’s the last time you asked Joe about something that’s important to him? ”  Terry did as suggested and saw her manager’s  point – that people are easier to understand when you sit down and spend some time with them. Though she and Joe never became best buddies, they did form a better relationship.

6.  If you hear, overhear or hear about someone doing some barn ripping, go to him and ask him about it.  You don’t have to reveal your sources.  Just a simple something like, “I heard you have a problem with ____.  I’d like to hear more about this.  Not sure I can do anything about it.  But I value your opinion and would like to hear it.”  After listening ever so patiently (which may be difficult to do), say something like, “Thanks for telling me about this.  Is there anything more I should know about it?”  When the answer to that is “no”, your next question can be, “As I said earlier, I’m not sure if I CAN do anything, but I’d like to know…what are your suggestions for what to do about it?”  By doing this, you are helping the person see how to become a good carpenter.

7.  Even if you don’t hear or overhear complaints,  your team members are sure to have them.   Draw them out by giving people opportunities to complain.  See Complaint Land and How To Have a Great Gripe Session.

8.  Then be sure to close the loop by getting them  involved in coming up with solutions for these complaints.  See #6 above, plus  How To Have a Great Gripe Session and  Complaint Land.  By doing this you help them learn to become good carpenters.

9. Sometimes, it’s best to take a break from the problem.  For examples, see What would you like to do instead? and Spur of the Moment Nonsense.

10.  Remember that there are lots of jackasses out there so people get kicked around a lot.   Be sure to tell them how much you appreciate them and what they do for your organization.   See:  10 Reasons to Show Appreciation and 10 Tips for Showing Appreciation.

11. Bonus tip – ask your coach for help!

This weekly feature is for managers who don’t have time or don’t want to make time to read lengthy articles or even short paragraphs. We call it a Quick List. AKA – 10 by 10 on Tuesday. 10 ( ideas or tips or questions or steps or ways to Get 2 Goal or Be a Better Manager, etc) by 10 (AM – EST) on Tuesdays. Click here if you’d like to see all Quick Lists created to date.

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