What do you do if your Thought Leadership professional is not meeting performance expectations?

Clearly communicate your expectations for the Thought Leadership professional's role, responsibilities, and performance standards. Provide specific examples of what success looks like and clarify any areas where improvement is needed. Offer support and resources to help the Thought Leadership professional improve their performance Monitor the Thought Leadership professional's progress towards meeting performance expectations and hold them accountable for their actions and outcomes. Conduct regular check-ins, performance reviews, or progress meetings to assess their development and address any issues as they arise.

Thought Leadership is a term used to laud Pop Philosophers which has become further adulterated by 3rd rate middle managers trying to justify their lack of results. If you are hiring a thought leader to manifest a transition, and rethink your mission...run.

First, access the environment to which one is sharing to determine how far they are willing to go. Clearly and regularly communicate with others, checking in to determine if there are any questions and concerns they might have. Also, be willing to re-examine your thoughts and how they are being presented, especially concerning language used. Be willing to listen to how people are hearing your message and be willing to change as necessary without giving up the essential core of your message.

First, list the areas you need help in and seek professionals who express their leadership development training suits your needs. Once you have communicated your needs ask for any available examples to demonstrate their understanding of how to approach and instruct. Just so you know, everyone must do their homework before a well-suited partnership can be achieved.

No matter what you need to make sure you communicate expectations. Take some time to allow them to understand and learn the role as well as the expectations of the job. Give honest and open feedback as to needed improvements, and standards. Provide avenues for them to gain the experience and training to efficiently and effectively do the job. This needs to be an ongoing process to allow them the opportunity to grow into the position. Once the proper timeframe has been established and given take the appropriate measure to move forward in the job or an exit strategy for something more fitting their capabilities and skill level!

- Set clear goals and lead by example. - Do not be afraid to have uncomfortable conversations. - Go over and beyond the call of duty - Be vulnerable with your team

When facing a scenario where a thought leadership professional isn't meeting performance expectations, my approach is to pivot towards empowerment and ownership. I find it crucial to involve them in the process of setting their own goals for the upcoming quarter. This starts with a reflective review of their current standing, understanding the gaps, and then, most importantly, crafting goals that are not only ambitious but also realistic and align with our overarching objectives. The key here is to provide clear guidance and support in this goal-setting process, ensuring that these goals are measurable, achievable, and tied to both personal growth and the broader mission of our team.

As a Business Psychologist, I've seen firsthand the challenges of managing thought leaders. Direct approaches often backfire. Here's my strategy: Focus on impact. Instead of criticizing tactics, highlight missed engagement metrics or lukewarm audience reception. This data-driven approach sparks a collaborative conversation about improving results. Example: "Our last article's social media shares were lower than usual. Let's brainstorm ways to craft more audience-centric content." This reframes the issue as a shared challenge, fostering a solution-oriented discussion. Pro Tip: Offer specific suggestions. Don't just point out problems. Suggest alternative content formats, collaboration opportunities, or industry trends to explore.

Failure to meet expectations is an issue that may stem from some common problems. In most cases, your course to success will come from asking the following five questions: 1. How clearly have your expectations been communicated? 2. Are your expectations measurable, and does the professional understand how you are measuring? 3. Are you routinely giving clear and consistent feedback? 4. Did you and the professional agree on the expectations before you hired them? 5. Did you hire the right person or just someone who seemed like the right person? 6. Have your expectations changed, and have you clearly communicated this change?

In my work as a Performance Coach, I've seen thought leaders plateau when stagnant in their approach. Here's my suggestion based on my professional experience: Invest in development. Support your thought leader in attending industry conferences, workshops, or even pursuing relevant certifications. Example: "I noticed a competitor's innovative use of data visualization. Perhaps a similar approach could boost our content's engagement?" This suggestion demonstrates your support and positions you as a partner in their journey. Pro Tip: Align development with goals. Connect skill development to specific performance objectives. For example, enrolling in a storytelling workshop could enhance audience connection and content effectiveness.

As a Business Psychologist, I've seen thought leaders fall into repetitive patterns. Here's my tip: Rethink the strategy. Schedule a brainstorming session to explore new content formats, target audiences, or distribution channels Fresh perspectives can breathe new life into a stagnant thought leadership approach. Embrace experimentation. Encourage your thought leader to test new approaches on a small scale Example: "We've been focusing on blog posts.Maybe experimenting with video content could attract a wider audience on platforms like YouTube?" This approach encourages the exploration of innovative strategies for impactful content. Pro Tip: Embrace data and analytics Analyze past performance metrics to identify areas for improvement

From my Business Psychologist perspective, I would advise to remember about a few more factors: Psychological Safety Thought leaders thrive in environments that encourage creative risk-taking. Ensure they feel safe to experiment with new ideas, even if they don't always pan out. Imposter Syndrome High-achieving individuals can sometimes struggle with imposter syndrome. Be mindful of this and actively celebrate their accomplishments. Acknowledge the challenges and offer ongoing encouragement. Strengths-Based Approach Don't just focus on weaknesses. Leverage your thought leader's existing strengths. Identify their areas of expertise and tailor content or speaking opportunities to maximize their natural talents and passions.

Question - Why you hired this person to begin with? As strange as it seems, sometimes people are hired and placed in positions with no rhyme or reason. No thought, really went into the hiring of the person. But ultimately if you hired them and value is no longer being received, hire someone else.