There’s No “I” In Team, But There Is In “Fired”

I have been blessed over the years to work with some brilliant minds.  Leaders who are far more accomplished and insightful than I can ever wish to be.  As I’ve (hopefully) grown in my leadership style, I’ve become painfully aware that without those bright people around me, helping me, guiding me, and often times working for me, my success is in jeopardy.


Getting to this realization is a painful journey.  As leaders, don’t we feel powerful, and start to believe our own self-talk that “our way is the best way?”  After all, I’m the boss, right?  A risky perspective at best.  Why is it that over and over again I see leaders who fail to use the talents of the people around them?  It seems to me they are insecure.  Dr. John Maxwell effectively describes the risks of being an insecure leader and how that approach could be their downfall.

Far too often we see leaders that are allowed to stay on; or worse, a revolving door of employees who feel they don’t have a voice and walk out the door.  None of us can afford to lose good staff.  Ever.  More and more we see organizations breaking through the traditional barriers of complacency and holding leaders, even senior leaders accountable.  Isn’t that our job as HR professionals anyway?  Aren’t we supposed to drive the accountability agenda?

When we step-up and make bold moves to remove failing leaders, we send a powerful message to our colleagues, employees and customers that those behaviors are simply not acceptable.


How have you dealt with the leaders who believe they are the smartest person in the room?  Have you been able to support them through executive coaching, constructive feedback, or formal discipline?  Or, are they sitting in the office next to yours, wondering why your organization is full of imbeciles?

I’d love to hear from you.

No Excuses.