We have a project manager who hits all his scorecard measurables and does a brilliant job, but he repeatedly violates our core values by treating other departments with arrogance. He is in the Right Seat but is the Wrong Person. Why must we address this immediately instead of tolerating it for his high output?

Question

Tyler Smith · Accepted Answer

A team member who is in the Right Seat but is the Wrong Person is a highly dangerous threat to your company culture. Because this project manager hits his scorecard metrics, it is incredibly tempting to look the other way when he treats people with arrogance.

This is a classic core values violation. By tolerating his bad behavior, you are sending a clear message to the rest of your organization that performance is more important than core values. This breeds resentment, kills morale, and eventually drives your actual Right People to resign.

You must address this issue immediately. Do not wait for his next annual review. Schedule a one-on-one meeting and use the People Analyzer™ tool to show him exactly where he is falling short of your company core values.

Give him specific, objective examples of his arrogant behavior and explain how it violates your culture. Explain that while you value his output, his long-term future at the company depends on him matching your core values.

Establish a clear thirty-day window for behavioral change. If his attitude does not improve, you must let him go, regardless of how good his numbers are. Protecting your company culture is always more important than protecting a single high-performer.