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<v Speaker 1>Helping leaders motivate their people to a higher level of

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<v Speaker 1>performance through strong human relations, team building, and goalagiving. This

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<v Speaker 1>is the seven Minute Leadership Podcast with your host Paul

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<v Speaker 1>fella Aledo.

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<v Speaker 2>Hello everyone, and welcome to the Seven Minute Leadership Podcast,

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<v Speaker 2>Episode two thirty two, and today we're talking about a

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<v Speaker 2>frustrating and all too common challenge, the talented, skilled employee,

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<v Speaker 2>or even worse, the leader who undermines their own potential

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<v Speaker 2>through immaturity and toxic behavior. So first, we have to

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<v Speaker 2>talk about the double edged sword of talent, and we've

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<v Speaker 2>all encountered someone like this in the workplace. Their talent

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<v Speaker 2>is undeniable, their skills are unmatched. On paper, they should

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<v Speaker 2>be a super star, but their attitude, immaturity, and inability

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<v Speaker 2>to collaborate create an atmosphere of frustration and dysfunction. And

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<v Speaker 2>what makes the situation particularly difficult is the wasted potential.

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<v Speaker 2>As leaders, we see what could be, but we're faced

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<v Speaker 2>with the reality of what is. And when this individual

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<v Speaker 2>is in a leadership position, their behavior doesn't just affect

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<v Speaker 2>their own performance, it ripples through the entire team, poisoning

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<v Speaker 2>morale and stifling productivity. Next, we have to talk about

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<v Speaker 2>identifying the root cause before taking action, It's important to

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<v Speaker 2>understand why this person is behaving the way they are.

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<v Speaker 2>Immaturity often stems from a lack of emotional intelligence. Toxic behavior,

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<v Speaker 2>on the other hand, can be a result of insecurity,

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<v Speaker 2>unresolved personal issues, or even an inflated ego. And while

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<v Speaker 2>these factors don't extxkews the behavior, they do provide a

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<v Speaker 2>lens through which we can approach the problem. So the

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<v Speaker 2>steps to address the issue. Number one have a direct conversation,

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<v Speaker 2>don't beat around the bush. Schedule a one on one meeting,

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<v Speaker 2>and clearly outline the behavior you're observing. Use specific examples,

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<v Speaker 2>and explain the impact their actions are having on the

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<v Speaker 2>team in the organization. And number two offers support and development.

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<v Speaker 2>Because sometimes toxic or immature behavior stems from a lack

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<v Speaker 2>of self awareness, offer resources like coaching, mentorship, or professional

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<v Speaker 2>development to help them build the emotional intelligence that they

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<v Speaker 2>need to thrive, and set boundaries and expectations. Be clear

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<v Speaker 2>about what is and isn't acceptable. If they're a leader,

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<v Speaker 2>their behavior must align with the organization's values. Create a

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<v Speaker 2>performance improvement plan if necessary, and hold them accountable for

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<v Speaker 2>their progress and monitor their progress us closely. Change takes time,

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<v Speaker 2>but there should be measurable improvements. If the individual makes

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<v Speaker 2>genuine efforts to grow, celebrate their progress, and if they don't,

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<v Speaker 2>be prepared to escalate the situation and what happens when

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<v Speaker 2>the leader won't change. Sometimes, despite your best efforts, the

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<v Speaker 2>individual refuses to grow. If their toxic behavior persists and

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<v Speaker 2>they're in a leadership position, you must prioritize the health

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<v Speaker 2>of your team over the individual. This could mean removing

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<v Speaker 2>them from their role or in extreme cases, letting them

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<v Speaker 2>go entirely. Remember it's not easy to make this call,

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<v Speaker 2>but toxic leaders are a liability to your culture and

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<v Speaker 2>can cause long term damage to your organization. As leaders,

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<v Speaker 2>it's tempting to focus on the frustration of wasted talent,

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<v Speaker 2>but frustration won't solve the problem. Action will steps to

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<v Speaker 2>address the issues head on, Offer resources and support, but

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<v Speaker 2>always prioritize the well being of your team and the

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<v Speaker 2>culture of your organization. Leadership isn't just about recognizing potential.

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<v Speaker 2>It's about creating an environment where that potential can thrive,

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<v Speaker 2>and sometimes that means removing barriers, even when the barrier

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<v Speaker 2>is a talented but toxic individual. This has been the

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<v Speaker 2>seven Minute Leadership Podcast, and I thank you for listening.

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<v Speaker 1>For more Paul fell of Alito podcasts, visit paulfellowalito dot

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<v Speaker 1>com