Why High Performers Might Be Hurting Your Team

My Notes

we measure numbers like sales because it is easy → it is hard to measure trust/love/empathy
how to choice to get somebody on the team? 👇
you should NEVER take high performant person with low trust, and promote them to became toxic leader #leadership/promotion
it is easy to identify toxic person in the team? just ask anybody "who is the asshole on the team?" → everyone will point out to same person
how to identify a good leader? as the team "which person always had your back, who will always stay with you no mather of what" → everyone will point out to the same person → promote him/her to the leader → he may not be the high performing person, BUT they are getting high performance from anybody else on the team #10x-leader
we should coach high performing / low trust person → not the fire (yet) → we dont know their story (the same goes for low performing / high trust person)
only if the person proves themself to be "uncoachable", its time to fire them #firing → there is no growth for them as human being
you cannot innovate if people are afraid of getting fired #firing
you should not reward outcome, you should reward initiative → if you reward the person with huge initiative, you will get even more initiative! (→ this is how to build #engineering/culture supporting innovation)
(we to often reward only results, not the initiatives)

This article was originally published on https://craftengineer.com/. It was written by a human and polished using grammar tools for clarity.