Today someone asked me how you coach the "alpha geek/brilliant jerk" out of being that person. The answer ultimately boils down to two simple things: Have you really, truly, looked them in the eye and told them the problem? Do they want to change?
You are allowed to eventually fire people. But, you shouldn't start with "does this person even want to change?" As I said, this is generally a way of trying to scapegoat and detach. If you're firing people that were hired by the team you must accept some responsibility.
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That’s not what was discussed. The idea was to actually tell the person of the need for change. If after some grace period there is no change then we go our separate ways. This is a different class of feedback than something like tardiness. It has different effects and needs to+
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+be treated differently.
End of conversation
New conversation -
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