I
suggested that you read
The 48 Laws of Power. The feedback has been incredible. Over the top, actually. The book is that good.
So every once in a while, I'll examine one of the laws. Today's is pretty ruthless, and thus true:
Law 42
Strike the Shepherd and the Sheep will Scatter
Trouble can often be traced to a single strong individual – the stirrer, the arrogant underling, the poisoned of goodwill. If you allow such people room to operate, others will succumb to their influence. Do not wait for the troubles they cause to multiply, do not try to negotiate with them – they are irredeemable. Neutralize their influence by isolating or banishing them. Strike at the source of the trouble and the sheep will scatter.
The old adage that a chain is only as strong as its weakest link is true....for a chain. Fortunately, it's not really true in business. Unlike a chain pulling a truck, you can find ways to give the incompetent less important tasks to do, and still derive value from their efforts.
It's not the incompetent within your startup that you need to concern yourself with (they are easy to manage or get rid of)....it's the selfish and arrogant.
You know the bastard I'm talking about. He questions your plans, yet never offers concrete alternatives. He plays the politician of the office, always trying to win the favor of others for reasons unrelated to job performance. Her stories don't add up, and others in the office are often quoting her in vague objections to your strategy and requests.
Caution: There are lots of people in startups who are legitimately curious, full of great ideas and genuinely challenge you for the betterment of the team. You must embrace this and encourage it. You must be confident and competent in your leadership to know the difference between team-play and subversion.
But when someone on your team is actually subverting the goals of the team for personal gain, that's a different story. That is when you must be ruthless, quick and right.
You have two options:
1. Squash them publicly. Show that you retain the wheel, that their efforts to undermine you will fail. Do this with humor and grace, while lauding their positive contributions to the team. If done properly, the rebellion will seem unnecessary and foolish to him and his followers. Keep him working with only your most loyal employees and partners for a while....
2. Fire him. Get the cancer out of the system quickly and quietly. Don't embarrass or attack him. Pay him severance and compliment him. Build him up to do something on his own....because he "is obviously interested in being the captain of his own ship."
In either case, it's time to sit down and figure out where YOU failed as a leader. Are you ignoring the ideas of your team, causing them to be frustrated and bond together? Did you simply hire the wrong person? Are you not giving intellectual ownership to the all-stars on your team?
Remember, when you have to take action against a member of your team, it's because you have failed in some way. Isolate it. Neutralize it. Learn from it. Correct it.
Win.