Sean Glaze argues that leaders' real problem isn't difficult employees but avoiding performance conversations. Postponing these talks damages morale and erodes trust. His fix: identify one avoided conversation each week and have it calmly and directly, not to win but to clarify.
Most leaders don't have a difficult employee problem. They have an avoidance problem. You know the conversation that I mean, the one that you've been putting off. The performance issue, the attitude, the thing that everyone on the team can see but nobody has yet said. You keep hoping that it's going to fix itself, but it doesn't. It gets louder. Here's what I've learned. The conversation that you're avoiding is costing more than the conversation ever would. Your team is watching, and they notice what you tolerate. That becomes the standard. So here's something for you to do this week. Name the conversation you've been avoiding. Just one. Then have it. Calm, direct, and in private. Not to win, but to be clear. You're going to walk out feeling lighter, and your team will trust you more because they'll see you do the thing that you needed to. That's one of the 11 research-based leadership habits in my new book, The Sticky 11 Checklist. It's on Amazon if you want the rest. But that hard conversation, have it this week. My name's Sean Glaze, and I help leaders build great workplace cultures where people can thrive.
