Top Talent Needs Leadership, Too
Everyone deserves to feel that their work matters and to get feedback, both positive and constructive, so they can grow. But you know what? Some people don’t want to grow or are simply too checked out to care.
Therefore, leaders who are also good coaches can get caught in a trap. They can spend 80 to 90 percent of their available coaching time investing in people who don’t want to be coached. Now, I’m not saying you should give up on people too easily, but if you’re doing the hard work of coaching people who are not responsive to it or who are consistently not improving, I challenge you to flip the equation.
Instead, dedicate the bulk of your coaching time to your top performers.
It’s easy to think they don’t need your feedback or coaching. That’s wrong. Just because your top performers are good at getting things done (and making you look good as a result) doesn’t mean they don’t need encouragement, praise, or constructive criticism.
Remember, silence sends a very strong message. Don’t let it convey to your top talent that you don’t care about their achievements, growth, development, or well-being.