This is not a pleasant subject either for the person who needs to go or for the person who made the wrong decision to bring them on the team. It requires courage and it must be done well or the moral of the entire organization can suffer.
I always feel to some degree as a leader that I have failed when we finally get to this point. I want to make absolutely sure that I have given this person the right amount of leadership, specific feedback and the necessary resources and training to be successful.
After this due process, how do you know the timing is right? The two questions that are listed in Good to Great offer some incredible perspective.
The first is would you hire this person again? If the clear answer is no, then you know it is time to act. The second is if they were to go on their own would you be disappointed or relieved? If the answer is relieved, then you know what you need to do.
Leaders must have the character to act and make the hard calls. There is clearly one thing worse than having to deal with an appropriate termination. The later realization that your entire team had reached this same conclusion six months ago and were beginning to wonder why you could not see it or pull the trigger.
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