南施最近接到幾個大jobs，無奈團隊中的一名新成員李奧不但不能幫上很大的忙，而且情緒顯得有點低落。結果，團隊的其他成員開始投訴不公平，覺得能力高的工作量就多，而能力低的就相對地「做少D」。在最需要人手的時候，南施碰到這種情況，實在又著急又懊惱。

　　於是南施決定找李奧談一談。

　　結果一次談話之後，南施發現李奧在面試時，招聘他的那位主管跟他說打算想請他當項目經理。但在李奧入職前，那位主管就已經離職。而李奧發現進來以後，職銜是項目助理，有許多人找他幫忙做這事，忙那事，而他對公司做項目時所用的工具不熟悉，甚至不懂得用。礙於面子問題，也不敢發問。總覺得情況跟預期的有差別，所以心裏很鬱悶。

　　當南施瞭解他的情況後，便解釋職位就如聘書所述是項目助理，當然表現好以後會成爲項目經理。然後問他作爲一名稱職的項目助理需要做些甚麼工作與具備哪些能力。一探討便發現李奧意識中的工作與能力，與公司要求的有相當大的出入。於是南施便補充與闡明公司的要求與標準。

　　她還運用平衡輪，列出關鍵的工作與能力，幷請他給自己打分，10分是非常滿意，1分是非常不滿意。李奧作自我評估時，開始意識到公司的要求與自己實際的能力的差距。

　　南施請李奧考慮他下一步想怎樣，幷表示公司願意給他一些時間去提高目前最關鍵的技能。她也問他在那次談話中有甚麼收穫。

　　李奧看著桌上的平衡輪，想了好一陣子，表示現在對情況有更清晰的瞭解，他的確需要時間消化、想想。他們約好隔天下午再次碰頭。(待續)

　　Nancy just landed with a few big projects.  Unfortunately she found that Leo, a new hire, has not been able to help out the team.  He also appeared moody at work.  Complaints began to flood in.  Other team members complained that workload were heavy because they were capable, whilst the less capable got away with a lighter workload.  Just when Nancy needed all hands on deck, such a situation added to her stress and frustration.

　　She decided to have a conversation with Leo. 

　　Nancy found out that during his interview, the executive who interviewed him mentioned they wanted him to be a Project Manager.  Unfortunately by the time Leo joined, the executive had already left the company.

　　Leo found his title was Project Executive.  Many other people were asking him to do this and do that.  He also realized that he was either not familiar with or did not know how to use the tools to execute the project.  He was too embarrassed to ask and was confused and upset that things were different from his expectations.

　　Nancy explained that the position offered was just as stated on the work contract he had signed.  If he performed well, of course he would be considered for a promotion. 

　　Then she asked him what an effective Project Executive needed to do and what capabilities were required.  The exploration revealed that there was a big gap in what the company was expecting and what Leo had in mind.  So Nancy filled in and clarified the company’s expectation and criteria.

　　With a balance wheel, she listed the critical tasks and capabilities and invited him to rate himself on a scale of 1 to 10.  10 being very capable, and 1 being not capable at all.  The process allowed Leo to realize where he was expected to be and where he was now.

　　Nancy asked Leo to think of what he wanted to do next and assured him that the company was willing to give him some time to improve on the most critical skills.  She also asked him what value he got from the conversation.

　　Staring at the balance wheel on the desk, Leo thought for quite a bit.  Then he said he had gain clarity on the situation he was now in, and that he needed some time to give it some serious thought.  They agreed to meet the following afternoon.

   （to be continued）