What is the first action leaders should take when counseling a subordinate for specific performance?

The first action leaders should take when counseling a subordinate for specific performance is to explain the purpose of the counseling. This step is crucial as it sets the tone for the conversation and ensures that the subordinate understands the intent behind the meeting. By clarifying the purpose, the leader establishes a constructive atmosphere and prepares the subordinate to engage in an open discussion about performance.

This approach helps the subordinate to view the counseling as an opportunity for growth and improvement rather than a punitive measure. When the purpose is clear, it reduces potential misunderstandings and allows the conversation to focus on specific behaviors and areas for development. This foundational step fosters trust and encourages the subordinate to be receptive to feedback.

Addressing specific behavior and providing positive feedback are indeed important components of effective counseling, but they follow the initial clarification of the counseling's purpose. Remaining neutral is also an important attitude for leaders to maintain; however, it does not directly relate to the initial steps of counseling. Thus, explaining the counseling's purpose is the logical first action in this process.