Supporting a Technically Skilled Leader with Behavior Issues: A Strategic Approach
Leaders with strong technical skills are valuable assets to any organisation, particularly in industries where technical expertise drives success. However, when a technically skilled leader exhibits behaviour issues that negatively impact direct reports and colleagues, it creates a challenging situation for both the individual and the organisation. If this leader lacks self-awareness or is unwilling to change, it may require a well-planned intervention that includes coaching, and, if necessary, a structured and positive exit strategy.
Identifying the Problem
The first step in addressing behaviour issues in a technically skilled leader is to accurately identify the problematic behaviours and their impact. Such behaviours might include poor communication, lack of empathy, micromanagement, or an inability to collaborate effectively. These behaviours can lead to a toxic work environment, reduced morale, decreased productivity, and increased turnover among team members.
Often, these leaders are unaware of the negative effects of their behaviour due to a lack of self-awareness or a belief that their technical expertise outweighs the need for interpersonal skills. In such cases, direct feedback and evidence-based insights from assessments, such as 360-degree feedback or psychometric evaluations, can help pinpoint the disconnect between the leader’s self-perception and how others perceive them.
A Strategic Approach: Engaging a qualified professional
Engaging a Leadership Psychologist for coaching is a critical step in addressing behaviour issues. Unlike traditional coaching, which may focus on skill development or goal setting, coaching by a Leadership Psychologist incorporates psychological principles and evidence-based models to address deeper behavioural patterns and underlying issues. The psychologist works to:
- Increase Self-Awareness: Through reflective exercises, assessments, and feedback, the leader can gain insights into their behaviour and its impact on others. This process often includes examining the leader’s triggers, emotional responses, and thought patterns that drive problematic behaviours.
- Develop Emotional Intelligence: Emotional intelligence (EQ) is crucial for effective leadership. Coaching focuses on building skills in self-regulation, empathy, and social awareness, which can help the leader navigate interpersonal dynamics more effectively and respond to conflict or stress in constructive ways.
- Set Clear Behavioural Goals: Coaching involves setting specific, measurable goals for behaviour change. These goals should be aligned with the organisation’s values and leadership expectations. For example, a goal might be to improve communication by asking open-ended questions in meetings rather than providing immediate directives.
- Provide Ongoing Support and Accountability: Change is not immediate. Regular check-ins, feedback sessions, and progress reviews are essential to reinforce positive behaviours and address setbacks. The psychologist helps the leader stay accountable to their goals and navigate challenges that may arise during the change process.
When Change Isn’t Possible
Despite the best efforts in coaching, some leaders may be unable or unwilling to change their behaviour. This could be due to entrenched beliefs, a lack of motivation, or an inability to see the value in changing their approach. If a leader’s behaviour continues to have a detrimental impact on the team and the organisation, it may be necessary to consider a different role in the organisation, or an exit strategy.
If there is no suitable role for this leader, an exit should not be seen as a failure but rather as a responsible decision to protect the well-being of the team and the health of the organisation. The process should be handled with professionalism and empathy to ensure a positive outcome for all parties involved.
Structuring a Positive Exit
- Clear Communication: It is essential to communicate the decision with clarity and compassion. The leader should be made aware of the reasons for the decision, supported by documented evidence of the behaviour issues and the efforts made to support change.
- Offer Support: Providing support during the transition can help maintain a positive relationship and reduce potential backlash. This support could include career coaching, outplacement services, or references for roles where their technical skills are more critical than their leadership abilities.
- Maintain Confidentiality and Respect: The exit process should be handled discreetly to protect the leader’s dignity and the organisation’s reputation. Avoiding gossip and negative discussions ensures that the transition is seen as a professional decision rather than a punitive action.
- Learn and Adapt: For the organisation, this is an opportunity to learn from the experience. Reflecting on the hiring, onboarding, and support processes for leaders can help prevent similar issues in the future. Considerations could include better assessment of emotional intelligence during hiring, more robust feedback mechanisms, or earlier interventions when behaviour issues are identified.
Conclusion
Dealing with a technically skilled leader who exhibits problematic behaviour is a delicate but essential task for maintaining a healthy organisational culture. Through the use of Leadership Psychologists, organisations can offer leaders the opportunity to grow and adapt. However, when change is not feasible, a structured and positive exit plan can ensure that the transition is smooth, fair, and minimally disruptive. This approach not only respects the individual but also reinforces the organisation’s commitment to its values and to providing a supportive and effective workplace for all employees.
Margie Ireland, has helped hundreds of professionals recognise their behaviour, and provide them effective strategies to change. Margie also has extensive experience in career transition coaching, recruitment and she is also a registered Psychologist. This means she can also support you and the leader through difficult conversations and behaviour change. If you would like to know more about her programs you can reach out to her directly via email margie@margieireland.com
Margie Ireland is one of the few Leadership Coaches who is also a registered Psychologist, who has proven to help CEOs, MDs, and HR Executives uncover and identify hidden weaknesses, and the necessary changes and their implementation to steer clear of potential risks and achieve better results. Margie works with medium-sized organisations and large corporates across diverse industries. For more information go to www.margieireland.com
