Meeting the Challenge of Difficult Situations at Senior Level

Executives who have experienced difficult situations with senior managers know how complex and awkward the situation can be.

Dealing with difficult situations at senior level requires a considered approach and careful planning, therefore, it’s vital to consider the situation and its implications for the senior manager involved and the wider organisation. We will examine three situations executives may need to deal with and the steps experienced executives take in these situations.

Issues with performance

When a senior manager consistently fails to meet targets, it may be necessary to address the issue at the executive level. Experienced executives approach this situation by developing an understanding of the reasons behind the performance issues. They do this by gathering data and discussing the issues with the senior manager according to the organisation’s recognised performance policies and procedures.

They also agree on measurable objectives with the individual and confirm timelines for expected improvements to happen. At this time, all necessary resources and assistance are provided to the manager to allow them to make the required improvements. Following initial discussions, executives monitor and record the performance of the individual involved.

Taking this positive, collaborative, and supportive approach is the most productive way of discussing poor performance and helping senior managers make the required improvements.

Conduct issues

It’s easy to believe that senior managers always behave appropriately, but executives often know this is not the case from personal experience. For example, bullying can be an issue at a senior level.

Top executives realise that in this situation, fast and decisive action is necessary. They recognise that this action must follow the organisation’s disciplinary process and include a thorough and fair investigation. Aspects of this investigation include information gathering, interviewing relevant parties, and ensuring all findings are carefully documented.

If allegations are proven, the most effective directors act quickly. Depending on the offence, this action can range from a warning to dismissal. Acting in this fair and decisive manner ensures that a safe and respectful environment is maintained within the organisation.

Non-alignment with the organisation’s goals

Sometimes, a senior manager disagrees with the organisation’s goals and tries to undermine them. When this happens, the first step for an executive to take is to speak to the individual involved. Experienced executives ensure this discussion is two-way and that they approach it with an open mind.

After the conversation, the executive makes a reasoned and fair decision. This may mean that they address any valid points of the senior manager and encourage the board and CEO to make appropriate changes. Alternatively, they may reinforce the rationale behind the current organisational goals and explain why they represent the best way forward.

Being fair and transparent with senior managers helps alleviate their concerns. Having an open mind during conversations also benefits the organisation, especially if the individual has relevant points to make.

An open-minded approach is always helpful when dealing with any of the issues we have mentioned. It ensures that executives deal with difficult situations at a senior level fairly and effectively.