Leadership Gut Check: Is Someone on Your Team a Phony?

Have you ever had that uneasy feeling that someone on your team isn’t as genuine as they seem? Maybe their words don’t quite match their actions, or they always seem to be in “sales mode” rather than contributing real value. As leaders, we rely on trust, and when that trust feels shaky, it’s worth paying attention.

I’ve learned over the years that when my gut tells me something is off, it’s usually right. A phony team member can do more than frustrate you—they can erode team culture, create unnecessary drama, and take credit for work they didn’t do. The tricky part? They’re often great at talking their way around things, making them hard to spot right away.

If you’re in a leadership role, you’ll likely face this situation at some point. The best teams are built on trust, authenticity, and accountability. When someone on your team doesn’t operate from those same principles, their presence can slowly chip away at team morale and productivity.

So, how do you spot a phony before they do too much damage?

Red Flags of a Phony Team Member

?? They say one thing but do another. They might talk about how hard they work, how committed they are to the team, or how much experience they have, but when it comes down to execution, they fall short. Talk is cheap—results are what matter.

?? They avoid accountability. We all make mistakes, but true professionals own theirs and learn from them. A phony, on the other hand, will have an excuse for everything. If they’re always blaming others, external circumstances, or a lack of resources, it’s a sign they’re dodging responsibility.

?? They struggle under pressure. It’s easy to look confident when things are going smoothly, but how does this person perform when deadlines are tight, clients are upset, or unexpected challenges arise? If they crumble under pressure but act like rock stars when things are easy, their confidence might be an act.

?? They take credit for others’ work. This is one of the biggest red flags. A strong team player lifts others up and shares recognition. A phony will find a way to position themselves as the hero, even if they had little to do with the success.

?? They focus more on perception than performance. Have you ever met someone who is always “busy” but never actually produces results? They might be great at talking about their strategy, networking, or throwing around industry jargon, but when you strip away the buzzwords, you realize they’re not moving the needle.

?? They’re always in “sales mode.” This doesn’t mean they’re in sales—this means they’re constantly selling themselves to the team rather than contributing. They’re more focused on being liked or admired than actually making a meaningful impact.

If you’re noticing these patterns in someone on your team, it’s time to take action.

How to Handle It

If you suspect someone on your team is a phony, don’t ignore it. The longer you allow someone like this to operate unchecked, the more damage they can do. Here’s how to address the issue:

? Observe their actual contributions. What results are they producing? Are they moving the team forward, or are they just making noise? Track their performance based on measurable outcomes, not just their ability to talk a good game.

? Set clear expectations. A phony thrives in vague environments where they can blur the lines. Set specific, measurable goals and hold them accountable. When results (or lack thereof) are black and white, there’s nowhere to hide.

? Ask specific questions. People who exaggerate their abilities or fabricate success often struggle when pressed for details. Ask for specifics: “How did you achieve that result?” “What was your exact role in that success?” If their answers are vague or inconsistent, that’s a sign that something isn’t adding up.

? Gauge their reaction to feedback. If you provide constructive criticism, do they accept it and improve, or do they get defensive and make excuses? Genuine professionals see feedback as an opportunity to grow. Phonies, however, often become evasive or shift blame.

? Trust your instincts. If something consistently feels off, it probably is. Leadership isn’t just about strategy and operations—it’s also about reading people and making judgment calls to protect your team’s integrity.

? Decide if they can improve—or if they need to go. Some people simply need better structure, coaching, and clear expectations. Others are fundamentally wired to prioritize appearances over real work. If someone is willing to change and grow, help them get there. But if they continue to undermine the team’s culture, it may be time to part ways.

The Bigger Picture

Leadership isn’t just about hitting targets—it’s about building a team that operates with trust, authenticity, and accountability. A single phony team member may not seem like a major issue at first, but over time, they can poison the culture, create unnecessary friction, and reduce overall team performance.

Your job as a leader isn’t just to spot the issue but to act on it. Don’t let a phony derail the hard work of your entire team.

Have you ever had to deal with someone who turned out to be all talk? How did you handle it? Drop your thoughts in the comments. Let’s discuss. ??