“So, we must fall back on charisma and integrity, coupled with good communication skills and lead by example.”
I think you have answered your own question really.
If they are not doing anything contrary to their position then there is no sanction possible, so it is either try to shift them into roles that cause least distress for all, encourage them to seek alternative units/hobbies or put up with it. (This all presupposes that all the normal forms of encouragement and motivating techniques have been tried)
Yes, falling back on basic leadership skills is what I’m doing, but just wondered if others experienced the same. It just seems somehow wrong that if you can’t encourage them out, you are stuck with them thats all.
Its almost like having to constructively dismiss them by putting them in positions that as you say cause least distress to all that I find hard to do. However, thanks for those words - it has motivated me to continue to use that method when all else fails!
[quote=“pEp” post=10217]A discussion last night got me thinking:
As an OC, if a member of staff (civilian or uniformed) is showing dissent, how do you rein them back in?
It’s a very difficult situation and one I’m not entirely prepared for - I’d like to think you’d cover it on the Squadron Commanders’ Course.
What do you do?[/quote]
I would suggest a conversation should be had with the individual in which the rules of “The Game” are reiterated and point out that if they wish to discuss a contentious subject or decision with you, they need to do it in private. I would suggest having this conversation with your 2ic present and explain that their presence is to protect both parties from any potential accusations arising from this conversation.
[quote=“blueforyou” post=10401]Yes, falling back on basic leadership skills is what I’m doing, but just wondered if others experienced the same. It just seems somehow wrong that if you can’t encourage them out, you are stuck with them thats all.
Its almost like having to constructively dismiss them by putting them in positions that as you say cause least distress to all that I find hard to do. However, thanks for those words - it has motivated me to continue to use that method when all else fails![/quote]Everyone is good at something. Find a transferable skill that your problematic staff or senior cadets have, and then encourage them to put that to use within whatever task you get them involved in.
Learning and development is not restricted to cadets.
There is a little bit of me which, with the exception of CP/safeguarding or financial wrongdoing, does make me think, sanctions, so what.
What keeps coming back to me is the fact that push too hard and people just walk, which OK you might lose someone who wasn’t pulling their weight, but unless you have them queueing up at the door or more staff on a sqn than you know what to do with, isn’t really a good thing. The chance is, as with cadets, if you push one out their mate(s) might just go as well.
I’m not saying we shouldn’t have rules and expected behaviours as most clubs and organisations have them. But when all said and done it is only a hobby.
If you left due to threat of sanctions and thought sod it, or, got ousted tomorrow, apart from getting two nights a week, numerous weekends back and maybe a healthier bank balance, what real difference would it make in your life? Unless it was a serious CP/safeguarding case which ended up with some of police action, you could turn up and help out at any youth organisation if you wanted or any organisation where you didn’t need a clearance.
[quote=“glass half empty 2” post=11321]There is a little bit of me which, with the exception of CP/safeguarding or financial wrongdoing, does make me think, sanctions, so what.
What keeps coming back to me is the fact that push too hard and people just walk, which OK you might lose someone who wasn’t pulling their weight, but unless you have them queueing up at the door or more staff on a sqn than you know what to do with, isn’t really a good thing. The chance is, as with cadets, if you push one out their mate(s) might just go as well.
I’m not saying we shouldn’t have rules and expected behaviours as most clubs and organisations have them. But when all said and done it is only a hobby.
If you left due to threat of sanctions and thought sod it, or, got ousted tomorrow, apart from getting two nights a week, numerous weekends back and maybe a healthier bank balance, what real difference would it make in your life? Unless it was a serious CP/safeguarding case which ended up with some of police action, you could turn up and help out at any youth organisation if you wanted or any organisation where you didn’t need a clearance.[/quote]
There aren’t any real sanctions you can put in place for staff. Keeping records is another thing though, and rack up too many of them and you really need to wonder why that person is in the organisation. Hence the need for the paper trail, because getting rid of an idiot is a difficult thing unless you do your homework.
Sometimes people need to go elsewhere because they are no value to the organisation.
Sometimes people need to go elsewhere because they are no value to the organisation.[/quote]
or worse they are damaging the effectiveness of the Sqn, a constant distraction to the aim and goals of parade night, more of a hindrance than a help…[/quote]
May be the need is to find their niche and plan them in, which I’m currently doing with a member of staff and so far he seems to be a happier chap. He’s doing what he likes and I don’t see him every night.
A bit like with children you have to give them something they like, in order to get the other bits done. We’re all children at heart.
Sometimes people need to go elsewhere because they are no value to the organisation.[/quote]
or worse they are damaging the effectiveness of the Sqn, a constant distraction to the aim and goals of parade night, more of a hindrance than a help…[/quote]
May be the need is to find their niche and plan them in, which I’m currently doing with a member of staff and so far he seems to be a happier chap. He’s doing what he likes and I don’t see him every night.
A bit like with children you have to give them something they like, in order to get the other bits done. We’re all children at heart.[/quote]
You do talk some utter rot at times old chap. Disruptive staff are a hindrance and need removing before they spread the disease. If they are truly on the unit for the sake of the little 'uns then they will do the job regardless. They aren’t dependant on a wage are they?
I would love to be in the position of being able to get rid of staff who might not be quite ‘on message’ and or being a pain.
Judging by some of the posts, there has to be squadrons out there with loads of staff or people queueing up to join who are fully up to speed on our subjects and potentially with the qualifications you are getting rid of on top of which in an alernative ATC where from intial query to fully certified c.3-4 weeks including DBS.
In the real world “getting rid” of a member of staff for anything less than reasons of safeguarding/CP, serious criminal conviction or extensive financial irregularities, could well create more problems wrt running a sqn.
I would love to be in the position of being able to get rid of staff who might not be quite ‘on message’ and or being a pain.
Judging by some of the posts, there has to be squadrons out there with loads of staff or people queueing up to join who are fully up to speed on our subjects and potentially with the qualifications you are getting rid of on top of which in an alernative ATC where from intial query to fully certified c.3-4 weeks including DBS.
In the real world “getting rid” of a member of staff for anything less than reasons of safeguarding/CP, serious criminal conviction or extensive financial irregularities, could well create more problems wrt running a sqn.[/quote]
Having a wealth of qualified staff has nothing to do with it. One disruptive member of staff can cause more problems than having one less pair of hands. If they don’t want to engage, get involved, do as they are told, upset the balance then they are ultimately causing the boss more work and taking her away from what she should be doing. It’s easy getting rid of someone, especially when they are at their CRB renewal/extension of service point. You just have to think of the bigger picture sometimes and look outside of the box.
