Q. How can I get people to do the boring detail stuff that just has to be done?

A. This is one of those questions I am often asked. It must be the bane of many a manager or team leader.

One of the best ways is to set clear performance targets.

Why? It needs to be perfectly clear that these tasks are not optional extras but a core part of people’s jobs.

So clarify exactly who is responsible for doing what and when.

Start by establishing (or reviewing) written position descriptions and key performance indicators, then insist on regular reporting of results against these and remember to recognize and reward good performance.

You might also like to read an article called ‘Getting what needs to be done, done’ that I wrote a while back for my ezine, Leading Well. The article outlines seven things I suggest you focus on when you need to overcome someone’s reluctance to do a task which is part of their role.

You will find many more helpful ideas when you collect your free Top Leadership Tips Workbook when you sign up for Leading Well.

Q. Sometimes I feel as though no one does anything I ask until I nag them. I’m starting to feel like my mother must have. What can I do?

A. Maybe they don’t understand why you want them to do the task you are assigning to them so they are focused on completing the tasks they think are more important.

If you explain the purpose behind each of the tasks you assign you will see that people are much less resistant to doing them.

Have a look at my article on The Leadership Power of Purpose for more details of how this works plus some examples.

Q. What can I do to manage change where staff are not used to change and are fearful of it, believing every rumour and having no trust in management?

A. Help them trust you.

Until you can build their trust in you they will continue to resist any change you propose.

So give them as many reasons to trust you as you can.

• Do what you say you will do.
• Communicate openly and honestly about what will change and how.
• Point out the things that will NOT change as well as what will be different.
• If you don’t know something, say so.
• Be consistent and demonstrate your own openness to change.

And brush up on your change management skills.