The Leadership Move That Saved a Career
Some leadership challenges come without a clear path forward, and the easy answer may not always be the right one. The best leaders approach these moments with patience, curiosity, and a commitment to doing what’s right and what’s fair.
A few months ago, a manager came to us with a situation that had been unfolding for some time. One of their team members was underperforming, pushing back against supervisors, struggling to communicate effectively, and having difficulty in meetings. The employee often appeared overwhelmed, disorganized, and reactive under pressure.
Other organizational leaders, including the manager’s own leadership, were frustrated and pushing for action. Some advocated for termination, citing continued underperformance as a drain on the team.
During our conversation with the manager, they did not default to pressure or politics. They demonstrated curiosity. Instead of viewing the employee as a liability, they paused and asked, “What would it take for this person to succeed?”
We started by listening to all sides, considering what had been tried, what expectations had been set, and what patterns were emerging. It quickly became clear this was not a case of unwillingness or lack of care. It was a mismatch. The role required constant coordination and quick decision-making in a fast-paced environment. The employee was highly skilled in the technical aspects of the work and held exceptionally high standards. However, they often became bogged down addressing every flaw they encountered, which made it difficult to prioritize and focus on what mattered most. While many of their concerns about quality were valid, the inability to choose battles effectively created friction with colleagues and slowed progress. Still, we saw clear potential: strengths in precision, problem-solving, and long-range planning when given the right structure and support.
The manager showed patience and self-awareness. They acknowledged the team’s frustration but resisted the urge to act out of expedience. They were focused on making the right call, not the fastest one.
Together, we mapped out a plan. We guided the leader through a direct, clear conversation with the employee. We worked with HR to identify an open role in another department that aligned better with the employee’s strengths.
That kind of decisive but humane leadership made all the difference. Within weeks, the transformation was undeniable. Their new leadership quickly recognized their contributions and long-term potential. Today, that employee continues to thrive in their new assignment, proving not only that the change was the right one but that they should never have been written off in the first place.
In this situation, these are the leadership qualities that set this manager apart:
Leading with curiosity and a willingness to explore creative solutions
Taking responsibility even when others want a quick fix
Holding the team accountable without losing a sense of empathy
Balancing team needs with fairness and perspective
Choosing to lead through the challenge rather than take the easiest out
This is the work we love most at Faro Point. Helping leaders navigate hard calls with clarity and confidence. Helping employees recover, grow, and thrive.
Effective leadership sometimes means helping someone succeed when others were ready to give up.
