Direct the employee to stay focused on changing his or her behavior and take ownership of resolving the issue instead of putting that responsibility onto the organization. In truth, changing the circumstances does not usually solve the problem. Whatever might be preventing and employee from meeting expectations would most likely still be an issue even if the manager changed the circumstances.
If you are coaching a former high performer who recently developed a behavior problem, what should you do if his or her idea of a resolution is to have the company or you change the circumstances?
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