How to know when to let someone go like a leader not a manager 🔥🙌🏻 #management #leader

How to know when to let someone go? Like a leader, not a manager. Well, number one is you want to look at patterns, not just potential. Right? A manager says, "Well, they have so much potential. " And look, I love potential. But a leader steps back and says, "We need to look at what's consistently happening here. Potential doesn't outweigh repeated impact. So, have we seen real sustained change? " And those patterns will tell us the truth one way or the other. And number two is we want to ask if keeping them on the team within the organization is fair to everyone involved. To them, to the team, to us, to the organization. A manager says, "Well, I don't want to be a bad guy here. " The leader is thoughtful and says, "Look, I need to consider what this means for everyone else, even them. " Avoiding the decision often hurts more people than we realize. What message is this sending to everyone involved? So, we want to protect the standard. We want even their potential. And leadership requires hard choices. So, it's up to us to be decisive here. Oh, and real quick, if you're looking for leadership tools, the tips, frameworks, questions, activities, these say this not that cards, everything I talk about, you can sign up here, get a discount, or click the link in my profile, and start using them today. And number three, I think this is one of the most important things that we can do as leaders is we have to be honest with what we've actually tried. A manager says, "Let's just give it one more chance. " But a leader looks at everything. We've coached, we've supported, we've shared the behavior, we've co-created a plan, we've reset expectations, we've shifted from manager to leader approach to the totally different way. We've done everything that we could to this point. And this clarity, it brings peace to these difficult decisions we have to make. Is there anything else left that we haven't genuinely tried. And answering that question, it helps us bring closure. From there, we have a mutual conversation where we decide, "Look, let's focus on your next chapter somewhere else. " And that's okay. And then we support them through that journey. Manager is going to delay the inevitable, but a leader makes the call with care, with responsibility, protecting the standard, but also protecting their potential. And look, leadership is not a title, right? It's a fire. And we have the opportunity to ignite it, not only in ourselves, but in others. Now, if you like these little tips and frameworks, check out my profile and follow me.