You have a top performing individual, but they have one major flaw–They are great and they know it! How do you handle a top performer who is arrogant?  What do you do when one of the most irritating people on your team is responsible for the majority of your team’s success? You want them to to stay on the team, but only if they change their behavior!

 

 

TODAY’S QUESTION

Q: “I’m a new boss and I’m younger than most of my direct reports. Any leadership advice?” -Sylvia, Chicago

A: Be bossy! Younger bosses get better ratings and results from their teams when they take charge, set the course and provide subordinates with specific direction and guidance. More important than being inclusive is making sure you take the role as leader, it sets the tone and shows you can lead the team.

 

STUFF WE LEARN IN THIS EPISODE

Coach top performers on performance. It is easy to let certain behaviors slip by unnoticed when performance is excellent.  But remember, they will not always be at the top and if you let their behavior become a habit then you’re breeding problems.  Hold top performers accountable and focus on development.

Provide developmental feedback and motivate the top performers to maintain their positive behavior and teach others on the team how to be successful. Address rude behavior immediately–if you don’t things will only get worse.

How to coach them? Talk about their positives. Ask them: “How can you help increase the performance of others on the team?” or “What are some other areas of your job that you can be at the same level of performance?” Show them their branding is not consistent across the spectrum and what the future may hold if they don’t change their arrogant behavior.

QUOTES BY CHRIS

“The rest of the team is watching you.”

“The future of the company rests on future leaders.”

 

ACTION ASSIGNMENTS


 

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