Once upon a time, I worked with a guy with a major attitude problem. Among other things, he had issues identifying the line between professional and ‘inappropriate at the workplace’ behavior and, somehow, it was always “someone else’s fault” when his projects went sideways… which was most of the time.
Human Resources met with him and indicated he had “opportunity for improvement.”
Opportunity?!
Yes, and the RMS Titanic had “navigational opportunities and iceberg challenges!”
HR sugar-coated his problem by labeling it an “opportunity.” This guy was a die-hard smart ass with Tourette syndrome-like tendencies who destructed more than he built.
Labeling his problem an opportunity was “making lemonade out of lemons.”
But sometimes…
When life gives you lemons, you chop down the tree.
Don’t disguise the problem. Fix it. Go to the source – the root of the problem.In this case, no one wanted the dirty job of ‘fixing the problem’ with this employee. While you don’t want to crush someone’s spirit by calling them a ‘problem,’ HR was doing him a disservice by not helping him either, fix his problem, or fire him so he could find a more suitable place to work.
A Problem With The Word “Problem”
The word “problem” has become a problem. At some point, it was collectively decided that “problem” meant dead-end and failure. By re-branding them as opportunities, it gives the situation a second chance.
Besides, who wants to admit they have a problem?
You do.
We all should.
As they say, the first step to a cure is admitting you have a problem… Address the source instead of running for a pitcher, sugar and water.
If you disguise a problem – labeling it something else – you risk never addressing and solving it. While you let “the opportunity work itself out” it may have upgraded from a problem to a catastrophe.
Less Work In The End
Making lemonade isn’t all it is cracked up to be. It takes a lot of extra work squeezing lemons again and again… dissolving sugar in water. And you darn well know… as soon as you finish drinking this batch, another crop of lemons will be waiting for you.
It is okay to have a problem.
It’s okay to have lots of problems. What is not okay is ignoring them and not fixing them.
Yes, “behind every cloud is a silver lining.” But it first takes someone to admit there are clouds to know where to look for that silver.
Calling a problem a problem provides an express route to the remedy.
Fine. Got It. No More Lemonade. Now What?
The best way to fix a problem is to figure out the root cause. You feel the pain. You have a perceived problem. Let’s get to the root of it.
The best method I have found it so take that perceived problem and ask “What issue or problem has caused this?”
Then, with the results from that line of questioning, ask again… “What issue or problem has caused this?”
These questions allow you to follow the trail of breadcrumbs back to the original issue that is the source of the problem.
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Great post Paul.
Just imagining the crew of Apollo 13 calling in to say “Houston, we have an opportunity.”
Hahaha, Paul I laughed so hard when I read beginning of this. Definitely a bright spot in my work day. I agree that if there’s a problem you’ve got to call it out, state it like it is, and then fix it. Sugar coating things only makes it worse because then it continues to fester. The best solution is to solve the problem either by fixing it or as you said “cut down the tree.” Excellent post!
Dan-
That is awesome… May I steal that?!
Thanks for commenting.
Elizabeth -
Happy to have brightened your day. Thank you for the kind words and for taking time to leave your reaction.
Keep in touch!
There are no problems, only opportunities. A good question to ask is “what can I do differently next time?”
Thanks Paul, I really enjoyed this one! It’s a serious thing when companies ignore their “opportunities” because they don’t want to deal with the hassle of fixing them. Been there done that.
BTW, did you know there was an Ugg Sale?
Paul:
I would be flattered — steal away!
Dan
Great post Paul! Too often no one wants to take responsibility for what’s happening, it’s considered someone else’s problem. Too much emphasis of teaching to protect self esteem without tackling the problem.
As Dr. Phil would say: “How’s that working for you?”.
There are times I would rather not deal with something but I know I have to – strangely, there are times the result is very positive and unexpected. By assuming it will be difficult and there will be a very negative situation is a self fulfilling prophecy. Much of it depends on the approach to the “problem” person.
Right On! Failing to communicate the problem clearly to all involved is the Managers first responsibility. As my grandmother used to say “You have to break a few eggs to make an omlette.” Deal with it quickly and privately with compassion but be direct, don’t dance around the problem. Ask the employee to enter into a contract to improve specific problems or consider other employment that is more suitable.