Yes, I finally put my thoughts onto paper…a thought I had over 20 years ago while I was studying electrical engineering at Clemson University has come to fruition. The purpose of my book is to help you get to your best self. It is designed to help you see that, most of the time, what holds you back from being the you that you want to be are the things that you need to discard and do without. The painful disappointments, dealings, and doubts are all weighing on your shoulders and preventing you from standing tall, shaking it all off, and striving forward. With various insights and best practices, along with room to capture your reflections and next steps, this book is designed to be a constant resource that you need to reference/work through on an ongoing basis. I am aiming for a digital launch on June 2nd, so stay tuned and look out for a purchase link!
To give you a little insight into my work, I have a chapter in the book that focuses on seeing the positive side of no longer being affiliated with an employee. Here is a sneak-peak for your review.
“Many leaders feel a natural pull to protect and support certain employees. Sometimes this connection comes from shared identities, such as women looking out for other women, or minority leaders wanting to advocate for team members who share similar backgrounds. Other times, the connection stems from empathy, where a leader recognizes an employee’s personal struggles that mirror their own, or they remember details from their personal story that strike an emotional chord. This instinct often leads leaders to informally “take someone under their wing,” hoping to see them thrive within the organization. But this instinct can create challenges.
Take, for example, one of my friends who was managing her first team. Because her team members reminded her so much of herself, she found it easy to encourage, celebrate, and reward their successes. However, when one employee consistently underperformed, my friend struggled to address it directly. She empathized so deeply that she convinced herself to avoid corrective action, giving repeated chances instead of providing accountability. Unfortunately, this decision had ripple effects, and the rest of the team had to compensate for the ongoing gaps, which lowered overall performance and morale.
When accountability is unclear, or when an underperformer is repeatedly excused, the risk grows, especially for team results. Employees who refuse to take responsibility, who continue to miss expectations despite support, or who deflect blame onto others, sometimes accusing managers of being unfair or overly harsh, are not employees who can be relied on to help move the organization forward. At that point, leaders must face a difficult but necessary truth: When someone is unwilling to put in the effort to succeed or actively undermines accountability, it is time to let them go.
Making the decision to let someone go strengthens a leader’s ability to set boundaries, uphold standards, and lead with integrity. It prevents managers from overextending themselves emotionally and helps them focus on guiding the team as a whole, rather than carrying the weight of one person’s unwillingness to perform. Releasing an underperforming employee also protects team productivity, morale, and culture. When accountability is enforced consistently, the message is clear that everyone is responsible for contributing to success. This prevents resentment from high-performing team members who might otherwise burn out from covering for others. And, for an employee, being let go can serve as a turning point. Sometimes individuals are not in the right role, environment, or stage of life to succeed in a given position. By exiting, they gain the opportunity to reflect, recalibrate, and find a role that better aligns with their strengths, interests, and commitment level. In the long run, this can be far more empowering than staying in a role where they are struggling and disengaged.”
Want to read what I say next? Like I said earlier, stay tuned and look out for a purchase link for my first book!