Your senior leader is consistently underperforming. How can you address this without harming team morale?

Acredito que preliminarmente o gestor deverá ter uma percep??o sistêmica da situa??o, com o embasamento necessário o mesmo deve ter uma conversa franca e transparente com o indivíduo, saber se está com algum problema de saúde, ou na família, algo que está incomodando nos processos internos, após esse diálogo chegar em um diagnóstico preciso para uma tomada de decis?o.

Focus on the Situation, Not the Person: Frame the conversation around the team's goals and objectives. How can the leader's performance be improved to better support the team's success?

I think the most important and delicate factor to consider is the personal one, and handling it with delicacy is of the utmost importance. Regular skip-level meetings provide a constant thermometer of the situation, allowing discreet assessment of a senior leader’s performance through team feedback. Compare their metrics and outcomes to expected standards. Address the leader privately with empathy, balancing constructive feedback with recognition of their strengths. Offer support through training or mentorship and set clear goals with regular follow-ups. Engage a neutral third party if needed. Maintain confidentiality to prevent rumors and protect team morale, while communicating necessary changes transparently but carefully.

It's important to gather data - as factually as possible - to assess how their performance is impacting the organization. Then have a private conversation to discuss the data and impact, and with compassion and honesty, open a dialogue about how they'll improve their performance and any resources that could help.

Having an open dialogue that creates empathy and rapport is essential for understanding the situation. Once you have a firm grasp of the issue, initiate a private conversation with the senior leader. Approach with empathy, focusing on constructive feedback rather than criticism. Encourage them to share their perspective on the challenges they’re facing. This respectful exchange helps in comprehending the underlying issues and shows your support in overcoming these obstacles. Working together, you can define a course of action that addresses the concerns and facilitates improvement.

After defining the starting situation and understanding the nuances around it, it’s crucial to establish a desired state with measurable objectives (SMART) that the senior leader can realistically achieve. Work together to set clear, specific, attainable goals that serve as a roadmap for improvement. Establish continuous communication meetings to track progress and make any necessary corrective actions. This collaborative approach not only ensures commitment to the objectives but also serves as a motivational tool for the leader to regain their footing.

Encourage Peer Support: Foster a culture where team members support each other. Encourage peer feedback and collaboration, which can help in improving overall performance. Team members can learn from each other’s experiences and expertise. This peer-to-peer learning can help individuals quickly acquire new skills and knowledge, leading to overall improvement in team capabilities.

Líderes sênior executam muito bem suas atividades, deixando-os com bastante autonomia, isso é primordial para o seu desempenho, n?o obstante, no caso onde est?o com baixo rendimento, deverá ter um monitoramento, porém deve ser cauteloso e sútil.

Evaluate Leadership Fit: If the senior leader continues to underperform despite support and development efforts, it may be necessary to evaluate whether they are a good fit for the role. This should be done with care and consideration for all parties involved.