Here’s a controversial thought… as leaders, we’re only as good as our poorest performing team member. Why?
Well, our job is to maximise our team’s impact over the long term.
In doing so, we guide and support each of our people to meet the minimum performance requirements. And to go as far beyond that as they can.
And when someone doesn’t meet the minimum requirements, it’s on us to work out what to do about it.
Usually, this means providing them with kind clarity on how they’re falling short. And to give them the support and time reasonably required to address things.
If they can’t (or won’t) close the gap, it’s our job to compassionately move them on.
Either way, we lift the minimum performance in the team.
But, when we dither on taking effective management action (I have 🙋♂️… it’s hard), that’s on us. That’s a limitation in our own management ability.
And hence our leadership ability is reflected in the performance of our least effective team member. Make sense 🤔?
