When you are evaluating talent, it’s important to remember that track records matter. If someone is generally a top talent, they don’t just fall off without a very clear reason. What is that reason? That is up to you to understand.
Too often people make a new assumption about someone based on a single situation or action. If you are pushing your teams to deliver at a high level, you are going to push them too far and into failure from time to time…if you let those failures taint the trust in your top prospects, you are missing the point of leadership.
It’s important to know who your best people are and let them fail…and fail often. That sounds counter intuitive, but the best people are going to give you the best shot at finding new levels of success. The only way to do that is put yourself at risk of failure. So if someone is a rockstar and they fail, they are still a rockstar, you are just letting them push their boundaries and consequently your companies boundaries.
The reverse side of that coin, if someone fails consistently, you have to own up to the fact the proper coaching needs to happen. You can’t ignore it, you can’t avoid it…you have to deal with it. If after coaching, you can’t pivot them to finding success more often than not…then maybe it’s time for them to move on. It sounds harsh, but you impact your rockstars negatively, when you allow sub par employees to linger and bring down the overall team. Give them a fair shake and coach them, but set clear, achievable goals, if they miss, then it’s time to pull in HR.
I hope this is helpful, thanks for being here! Reach out for questions or comments!
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