Tackling Toxic Traits Head On

Yeah. So that direct approach eliminates the toxic performance because, like, by the time they. You have to do all these things to become toxic. Right. But if you're seeing an activity that could be construed as toxic later on down the road, you're trying to nip it in the bud before. Right? Yeah.

And I think one. One thing for me, too, that I. That is a blind spot is I'm a little intimidating and a little quiet. Right. Like, I'm. I'm not always the one to fill up a room with words. I might listen more, ask more questions.

The.

The outcome of that sometimes is people will impose their own ideas on what I'm thinking.

I think a lot of people are trying to anticipate what you're thinking. And you. You don't play your cards very. You. Very rarely. No.

But I do try very hard that if it's something negative, I go right at it. So nobody's ever surprised for sure, because I feel like. Because my personality is that way, if I do let things carry over, it just is more time and energy than it should be for everybody.

Yeah.

And I never want somebody to be blindsided in the sense of, I mean, you know, somebody being let go or not being a match and them not knowing that.

Yep. I remember you telling me that really early on, way back when I was a client was. One of the things I remember you saying to me was, is if you let somebody go and they were surprised, that's 100% your fault.

Yeah.

Like, they. They see it. It's.

Yeah.

Stocked by a turtle. Right. Like, they knew it was coming for a long time before it gets there. Yeah.

I think the thing for me is if things aren't going good, I push in. And then if I get feedback and I see an attempt for improvement, like sometimes people are trying to improve, but they. They still are bumping into the wall a little bit. That's. So that's okay. If they're taking corrective action and they're honest about it and they're not blaming me, if they're blaming me for it, then it's an impasse. Right. But if they're trying and they're open to collaborate and open to feedback, and then from that feedback you see a change in behavior, we have something to build on. But the good part of that approach also is when you can tell as soon as they give up and they don't want to try, and then it's an impasse. And both parties know very quickly. Well, no, we discussed this, and you didn't do it. So, yeah. You're basically telling me you don't want to do it. You know, you want to be here, Right?

Yep. Yeah. Wow.

So for it to get to the point where you're like, should I tolerate a toxic person? Means there were a lot of. There were a lot of missed opportunities to give feedback and nip this in the bud. Before this moment that we came to.

This.

Realization that we have a toxic high performer.

Yeah. That's great. That really what it means if you've gotten to that point, that person has taken over control, which is to your.

To your list. It's really good. Is. Yeah. Like, they. Well, if they're more talented than you, they will be. They will become the leader. They're leading you. You're not leading them.

That's right.

And you're not collaborating because you don't have the same there. When they're an employee in that mindset, their motivation is them.

If their motivation was the company and the customer, you wouldn't be in that situation.

Right? Yeah. That's fair.

Because then it's. Then we're all just trying to figure out how to get better.

But they're trying to figure out how to make it better for them, how to make it easier for them, how to make it lopsided or, you know, how to have an advantage when really between, you know, between a team of people, it. The advantage is in the marketplace, not against each other.

Do you agree with that?

Yeah, 100%.

Well, you got really quiet when I said the thing about the instant feedback.

Yeah.

And I made that connection. You, like, you started staring at your Did I? Sheet of paper.

That's great.

How many times have you. Have you had the chance to give instant feedback and you like, no, I can eat one tamale. No, I can.

I can eat nachos for lunch way too many times. Nachos?

Oh, no.

Egg rolls.

Deep fried egg rolls. I guess I won't dip them in sour cream. I'll dip them in the sweet and sour.

Yeah. I could probably even go as far to say, then I started to inspire it, like, oh, I love your tamales. I love your taquitos.

And you're inspiring it by your added weight because some feeder likes a plump papichulo.

Yeah.

Barely fits in their shirt.

I can't wait till she sees this episode she watches.

Yeah. Oh, we can never put this out.

That's for me.

That forces me to have a conversation before airs.

I don't understand the carb confusion because I deal with that at home. Too.

Yeah.

I don't understand the. That nutritional thing.

So I believe that if you find yourself asking the question, what should I do with the toxic high performer? You've let it go too far.

Yeah. That's probably where I started looking at the ground, was thinking about that, because I've had toxic performers work for me before, and it's the. There was 10 opportunities to change it before the 1.

The other thing that people say is like, well, I got this advisor, but they're cancer. I got this tech in their cancer. And I'm like, you're describing an employee as cancer. Like, how did you get to that point?

Plus, you're the surgeon.

Yeah. Like at the first sign of cancer. But once again, you go talk to that cancer. And most of the time they're. They're running their own business. They're oblivious to any dissatisfaction.

Yeah.

They think because it's allowed. They think it's, you know, they. They convince themselves that it's okay. Their cognitive bias has kicked in a long time ago.

Yeah, I agree with that.

Thanks so much for watching this clip.

Of Service Driver Revolution.

We're uploading new stuff every day, so make sure you subscribe and click the bell icon so you don't miss out. If you have a question you'd like us to answer on the show, call 8333-ASK SDR and we'll answer your question on the show. That's 8333 Ask SDR. For special deals on our books and training, head over to offers.chriscollinsinc.com now that's offers.chriscollinsInc.com I'm Chris Collins and I. And I'll see you in the next video.