Dear Coach,
I’m intrigued by your proposal to fundamentally change the conventional approach to employee discipline as described here. Can you say more about the “Crossroads Conversation”?
Best,
Jared
Dear Jared,
In essence, the Crossroads Conversation says we currently have three options: (1) Continue the status quo, despite ongoing problematic employee behavior; (2) Come up with an intervention by which the employee behavior problem will be permanently solved; or (3) Part ways. The Crossroads Conversation begins by stating Option (1) is no longer on the table. It’s either Option (2), an intervention designed to produce long-term success; or it’s Option (3), and we say goodbye.
When initiating a Crossroads Conversation, I recommend using the No-FEAR technique as described here. The “Frame” is your matter-of-fact statement that Option (1) is no longer on the table. It’s either Option (2) or Option (3). After the Frame, you shift into active EAR listening mode: “What are your thoughts?”
I have coached and applied the Crossroads Conversation technique in numerous situations. If done correctly, it achieves one of two things: (a) it hits the reset button in a way where the employee remains employed, and the employer is happy to have them; or (b) there’s a respectful, dignified parting of the ways.
To learn more, I suggest you take a look at Chapter Six in my book, The HR Renaissance: From Legal Guard to Growth Partner.
Best,
Jathan
Jathan Janove is a Marshall Goldsmith Stakeholder Centered Coaching Master Coach and Practice Leader. You can learn more about him here.
