Today we are talking about the 3 Signs a Team Member May Be In The Wrong Role.
It’s an episode about, simple actions you can take to address poor performance on your team.

I know that you are a frustrated leader if you are doing one of these three things:

  1. Accepted that all teams (including your team) will always have a bell curve of performers (from poor performers to high performers).
  2. Have recently fired or are considering firing yet another poor performer on your team.
  3. You avoid assigning work to your poor performer because you don’t have confidence in their work.

And because you are doing one of these three things, I know that you are:

  1. Spending a lot of time with your poor performer trying to make them a better performer.
  2. Beginning to accept that they just don’t get it.
  3. Feeling like you are overworking other team members because they need to pick up the slack of your poor performer..

If you have been dealing with a poor performer on your team for more than 3 months, then I know that you are either not doing an effective job setting your poor performer up for success, or you have been procrastinating firing them because you are not clear how to fire them with a clear conscience.

Just so you know, inside of the Authentic Leader Framework, I have 6 Factors to bring poor performers to high performers. When you master all 6 factors, you will see huge results in your team’s performance, or you will confident that you have done all that you can do if you ultimately fire them.

We don’t have time to give you all 6 factors today, so I am going to give you one of the most important ones I use now. It’s so effective, you can implement it today, and see results tomorrow.

  • I am about to show you how to bring poor performers to high performance.
  • Here are the mistakes that most leaders make: because there is so much to do on the team and not much time to do it, they focus on the short term solution and simply either do the work themselves or give the work to someone who they know can do it.
  • The problem of doing that is that their effectiveness as a leader erodes over time because the team and others see you as avoiding the problem or worse, accepting poor performance.
  • I have 6 factors to address this, and inside of The Authentic Leader Framework we have all of them covered.
  • I’m going to give you one of the most effective factors because it is one of the most effective, and with this you can implement it today and see results by tomorrow.

Resources Mentioned In This Episode:

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