Making the hard but important people decisions.

In this follow-up video, I dive into one of the most critical dysfunctions discussed last week: making the hard but important people decisions. Here’s why it's crucial and how you can tackle it effectively.Key Statistics: 45% of CEOs and C-suite executives don’t consider their top team to be high-performing. Yet, 93% believe their personal contributions positively impact the organization. This disparity highlights a significant issue in senior leadership teams.Identifying the 7 out of 10s: Many executives fall into the “messy middle” – they’re not poor performers but aren’t exceptional either. It’s vital to recognize these 7 out of 10 players who are just doing enough to get by.Steps to Take:Identify the 7 out of 10s: Recognize those who aren’t contributing at the highest level.Evaluate Potential: Determine if they can be improved to become top performers. If not, it’s time for decisive action.Act Quickly: Don’t let mediocre performance linger. The adage “hire slowly, fire quickly” applies here.Interim Solutions: Sometimes, having someone act up temporarily is better while you find the right replacement.Board Management: Address these issues with your board. You and your chairperson must align on removing average performers to strengthen the team.Why This Matters: Allowing mediocrity to persist drains your time and resources, hinders organizational performance, and creates a drag on overall success. Acting decisively ensures you have a high-performing team that drives your business forward.If this resonates with you, and you’re dealing with similar challenges in your organization, drop me a line. Let's discuss how we can create an action plan to address these issues.Thank you for listening. See you next week!___Videos for all these episodes are on my YouTube channel.If you enjoy my content and you want to get in touch to find out how I could work with you, or someone you know, you can reach me at:My LinkedIn PageOr you can drop me an email.