Leading Greats #173

One of your directors runs forty percent of company revenue.
The other two stopped inviting them to planning.

At that meeting, the two directors presented the numbers for the region. The director who built the plan was not on the call.

That director had been left off the list three weeks earlier.

No one explained it. The invitations never came back.

I caught the pattern long before anyone addressed it directly. That director did ask, more than once. The answers stayed vague: a scheduling conflict, an oversight, next time for sure.

What I noticed was simpler than a scheduling problem. The stronger that director's numbers got, the thinner those answers became.

Good work does not protect you from a team that needs someone to blame for its own mediocrity.

A team that freezes out its strongest performer is not protecting quality. It is protecting comfort.

Waiting for them to come around on their own asks your best performer to keep proving a case your other people already decided.

This week, name the person on your team whose good work gets less credit than before. Ask them directly what changed.

If you are leading a strong performer your team has started freezing out, let's talk.

I have been there. I can help.

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