We have a leadership team member who consistently delivers outstanding results and hits all their Rocks, but they treat their direct reports poorly, violating our Core Values. How do we handle this high-performing toxic leader?

Question

Tyler Smith · Accepted Answer

Allowing a high-performing toxic leader to remain on your leadership team is a critical mistake. It signals to your entire company that hitting numbers is more important than your Core Values. This hypocrisy destroys trust, burns out your best employees, and will ultimately damage your valuation as you prepare for an exit. You must address this immediately using the People Issue process. A great performer who violates Core Values is a classic Right Seat, Wrong Person situation. They have the capability to do the job, but they do not fit your culture. The Integrator must have a direct, honest conversation with this leader. Use specific examples of their unacceptable behavior and mirror it back to them. Be clear that their technical performance and Rock completion do not excuse their toxic behavior. Let them know that aligning with your Core Values is a non-negotiable requirement for staying in their seat. Give them a clear, short timeline to correct their behavior, usually thirty days. Monitor their interactions closely. If they genuinely want to change and show a Humbly-Confident attitude, support them with coaching. However, if they make excuses, defend their behavior, or fail to show lasting improvement, you must part ways immediately. Protecting your culture and the integrity of your Accountability Chart must always come before short-term performance.