Someone isn't performing

Work out what's actually wrong — skill, will, or fit — before you reach for a process that assumes the wrong one.

PerformanceCapabilityDifficult conversationsRole clarityManagement

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How to have difficult conversations at work, with Kathleen Troyer and Liz Bronson

HR experts Kathleen Troyer and Liz Bronson join Al and Leanne to talk through the conversations most managers avoid — and what it costs when they keep avoiding them.

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PodcastDemo

Why managers fail (and how to become a world-class manager), with Dave Kline

Management accelerator founder Dave Kline joins Al and Leanne to explain the most common reasons new and experienced managers fail — and what world-class management actually looks like day to day.

44 min

Real questions

Workplace SurgeryDemo

Do I need to deal with someone who hits their numbers but is making the team miserable?

Yes — and the fact that they hit target is exactly why this has probably gone unaddressed for too long. "Performance" isn't only output; it's output achieved in a way that doesn't quietly cost you everyone else's. Get specific about the behaviour, not the personality — what they do, in what situations, and what it costs the team — and have that conversation as directly as you would a missed target. Protecting a high performer's behaviour because the numbers are good is a decision, even if it doesn't feel like one.

Senior Manager · 50-100 employees

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