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Underperforming Leaders: How the Best Organizations Handle Them
Temporary doesn't mean permanent
John Eades
14 Nov
In partnership with
What you are about to read is the definition of a wrestling match between two popular and compelling characters, but the other side doesn’t believe it is very good. It’s Hulk Hogan versus Rick Flair. It’s the PGA Tour versus LIV Golf.
In the same way, two opposing views can be compelling in different situations; organizations have a strategy around underperforming employees, specifically leaders.
The replacement strategy is in one corner, standing at 50% in popularity. In the other corner, the development strategy also stands at 50% in popularity.
If you care about leadership performance, this week is for you.
P.S. Today’s Free Virtual Workshop: How to Increase Accountability on a Team, has 200 leaders registered. Don’t miss your chance to join me live.
I. Current underperformance doesn’t mean permanent underperformance.
No one with a competitive spirit or a relentless will likes to underperform. However, just because performance isn’t where you want or need it to be doesn’t mean the outcomes are in perpetuity.
Remember, failure is not final, failure is feedback. Underperformance is just a wake-up call to make changes or be patient to allow changes to take effect.
Keep going by thinking long-term and acting short-term.
II. One leader can change everything, but one leader can’t do everything.
What it means:
There are countless examples where organizations replace an underperforming employee, and the new leader changes everything. The energy, vision, and standards of performance are dramatically different. Look no further than the world of College Football. Deion Sanders at Colorado and Curt Cignetti at Indiana are phenomenal examples of how a replacement strategy can be dynamite.
However, if you opt for a replacement strategy, you can’t expect one leader to do it all on their own. The only way transformation happens is to support a new leader’s energy and vision with resources and the right people.
III. The downside of development is growth takes time, and there is no guarantee of success.
I should retire today if I didn’t believe people could develop and change. I have repeatedly seen managers mold themselves into more effective leaders.
At the same time, the downside of development is growth takes time. Time you might not have. Knowing how quickly someone can implement the skills necessary to deliver better results is impossible.
However, companies should invest in ongoing employee development from the start, not waiting until there is a performance issue. There is a reason you hired this person. There is a reason you promoted them. Help increase the odds of their success.
Make it a day,
John Eades | CEO LearnLoft
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Personalized Guidance
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Here are some ways we could work together:
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1:1 Executive Leadership Coaching—Get 1:1 Executive Coaching to improve performance. Coaching programs are six months long and include a LearnLoft-certified coach. They are perfect for one executive or a group of executives who want to take their performance to the next level.
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