A very interesting approach that Buckingham presents as a second option in case the training should fail to yield results is an option that is widely appreciated amongst modern day managers. This option is one that is widely used. Also, the method allows managers to deal with employees who are more assertive in nature than is required (Robin, 2004). Buckingham is of the opinion that by assigning a collaborator to the failing and quite possibly disgruntled employee, matters can be brought into control. However, Buckingham does stress upon the knowledge level of the collaborator and nature of the collaboration to be of vital significance when exercising this approach.
Further on, Buckingham suggests the incorporation of discipline and the rearranging of the immediate surroundings of the troubled employee as the third and the fourth alternatives to tackling an employee’s weakness. However, relying on discipline when instinct has failed to achieve results seems to be a lost bet since the inability of an employee to make use of instinct questions the employee’s capability to function effectively in itself and very few managers would practically choose to keep the same employee assigned to that particular task, rather they would choose to reassign it to another employee.
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