What if you woke up one day to learn your most valued employee has left your team?

Does your stomach tighten when you think he might get a better offer and leave?

Does the thought of him striking out on his own leaving you high and dry, make you break out in a cold sweat?

Not surprising.

Having someone you can rely on and trust has made it possible for you to hit it out of the park each and every day – like Batman and Robin – you two have worked together to stay 3 steps ahead of the competition.

So, what would you do if you learn that Robin plays the affable colleague in your presence but behind your back he’s a bird of another feather.

With you, he’s collaborative, insightful and patient.  And when you’re not around he’s demeaning, belligerent and punitive.  KAPOW!

At first when you hear the rumblings, you hope it’s a trend and make excuses for him.  You tell yourself it was a busy week or maybe he has some “issues” at home that are causing him to behave badly.  ZOK!

But the comments keep coming – as things get worse, the Bat Signal is being utilized 24/7 calling on you to put on your cape and get to work rescuing your team from none other than your trusted confidante; Robin – WAP!

Holy Sidekick!  What to do now?  Are you dealing with the Robin you know or the Joker he has become?  And you have to act fast because the emotional well-being of your team is at stake and your credibility as a leader is on the line too.

Time to get to the Bat Cave and make a plan!  (Here are some Coach Me Quick tips to make Gotham safe again)

  1. Take the time to talk in confidence with members of your team from all levels – establish confidentiality and ask them to give honest feedback about their experience with “Robin” and other leaders in the organization.   Explain that your goal is to optimize the working environment.  Alternatively, you can hire a coach or consultant to conduct a 360 Review for Robin or for all leaders in the company if you don’t want to focus on 1 person.
  2. Depending on your relationship, you may be able to talk to Robin.  Ask questions.  Find out his perspective and ask point blank if he feels he has a good working relationship with the team.  Invite him to share with you why he feels the way he does.
  3. If you are comfortable, share (generically) some of the feedback you have been getting about his performance and offer him Executive Coaching.  Be sure you do not share the names of the people who have been complaining in confidence.
  4. Act quickly.  The more time that is allowed to pass, the more entrenched the behaviors will become and the more resentful your team will be.

Crusading in L.A.,


Photo by aitoff