Some of my department heads are hitting their numbers consistently but they behave like mercenaries, showing zero commitment to our actual company culture. How do we handle leadership team members who are high performers but refuse to model our core values?

Question

Tyler Smith · Accepted Answer

It is a dangerous trap to tolerate a high performer who does not share your core values. While they might hit their metrics in the short term, their behavior quietly destroys trust and alignment across your entire leadership team. Cracks at the leadership level appear as canyons to the rest of the organization.

You must address this issue directly using the People Analyzer™. This tool allows you to objectively measure whether a leader exhibits your core values consistently. If a leader falls below your established bar, you have a values fit issue that cannot be ignored.

Schedule a private conversation with the leader and be specific about the behaviors that are unacceptable. Use concrete examples of how their actions run counter to your company culture. Give them a clear, short timeline to correct their behavior and explain that fitting the culture is a non negotiable requirement for their seat.

If they fail to make the necessary changes, you must have the courage to remove them from the leadership team. Keeping a cultural misfit on the team sends a message to everyone else that performance is more important than values. By protecting your culture, you build a healthy, cohesive leadership team that is united in both how they work and what they achieve.