Call it what it is. Weak leadership.

As a leader, one of your primary responsibilities is to:

1. Clarify the key roles that are pivotal to move the organization forward.
2. Cultivate individuals who are appropriately skilled to fill those roles

If you don’t clarify, you end up with a huddle of wasted energy similar to 5 year olds “playing” soccer.

If you don’t cultivate the right person, you end up with frustrated team members who end up managing around the individual.

Neither one is a win.

Once you have placed someone in a role, you MUST believe to the core of you that THEY ARE COMPETENT.

If you think they are incompetent, it will show:

• You will micromanage.
• Your voice tone will be controlling.
• You will babysit.
• You will talk behind their back.
• You will assume failure.

When this happens, you have two options:

1. Train the individual to a higher level of ability (if possible).
2. Move them out.

It is not good leadership to keep someone in a job they are losing in. It is not loving and it is not grace. Call it what it is. It is weak leadership.

To move the person to a place they can serve with strength, competence and passion is a gift to them and those they work with. If you can move them to somewhere within the organization, great, but that may not always possible. Either way, they DESERVE to be in a role they thrive in. And your team deserves to work with people in the center of their strengths.

There is a huge WHY for your organization. A big REASON for why it even exists. A MISSION it aims to solve.

Doesn’t that mission deserve to have the very best people in positions that bring out the best in them?

Look around your organization. Where have you allowed low performance? Where has the mission of the organization been diluted because of great individuals that are serving far outside their strengths? What can you do to rectify that?

Lead well. Encourage often. Make room for others to do the same.

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