I’ve got a leadership situation I need help with I was promoted to a troop commander position over a fellow team leader who now reports to me he has many years of experience and a lot of knowledge he’s very he’s very bitter and not getting the promotion at not getting the promotion and it’s letting me know when I include him in decision making for the troop or try to tap into his knowledge and experience he he shuts down refuses to give input and says that I should already have the answer since I’m the troop commander I know the truth would benefit from his input and Team Dynamics would be much improved if it wasn’t so negative I’ve tried to let him know that I value I value his experience I feel that his input would be beneficial and that his negative attitude and bearing and bearing are not acceptable it is making a very ineffective team leader I’m failing at getting through to him and I don’t want fuck I don’t want to fire him for his position how can I get him to value his own position in the troop and become effective again okay I I actually think you’re doing the right thing and you’ve opened the door for him so I think that’s a good first initial approach but obviously doesn’t seem to be working now a couple different courses of actions you could take one of the things you could do is actually give him some higher responsibilities right even put his team in charge put him in charge the whole team sometimes maybe he will step up and start to lead and see that he’s now able to prove that you have a lot of trust in him and all that stuff there’s also a chance think about this there’s also a chance that you might be coming off as condescending to him so imagine this hey echo I value your experience oh no all right now you know the troop would really benefit from your input it’s looks like you’re treating him like it’s key he’s a kid and he’s getting that those can come off as condescending so we have to put those a little bit in check as well and I think those are a little bit you know you put to put the person in charge you try that you’ve opened up to try and get their input and get them involved but it’s in might be coming it might be coming across as condescending even if it’s even if you’re doing that even if you’re just saying hey man could really use your input on this thing it’d be great you you’re doing it in like a cool way in your mind you might be hearing oh I could really use your help a kazoo so even if you’re saying it in a perfect way it still might be hitting his ears in a different way so I don’t know at this point I think what I would do is I would maybe just back off I would just go forward treating him like one of the leaders and expect him to perform as you expect your leaders to perform I think you’ve made the effort it didn’t really work and now you have a job to do and you got to get on with it there’s also you know the world doesn’t revolve around his pouting and his being negative and and you you can’t let that happen now on top of that this guy’s a powder and he’s a negative guy that’s probably the reason he didn’t get selected to be promoted what we talked about earlier the boss saw that he saw something along the way where things didn’t go his way and he and he powered it into his negative and that’s why he didn’t get promoted meanwhile the guy that did get promoted when things don’t go his way he’s like okay cool we’ll drive on with what the new plan is and that’s why you got promoted so I would say move on do your job treat him like you would treat one of your leaders I be very careful that you don’t overcorrect because you hear me say like okay I’m gonna treat him normal and now all of a sudden you’re treating him like crap don’t do that but treat him as firmly and as fairly as you would any one of your subordinate leaders and we have to see where it goes from there he may end up just not being able to deal with this fact I mean there’s there’s a reason why some people get promoted and some people don’t and maybe he’s one of these people that can’t humble himself which is one of our biggest fears in somebody that’s trying to be a leader is that they can’t humble themselves and if that’s what’s going on he’s gonna have a long hard road and you know whose fault it’s gonna be never his never gonna be his fault and everyone else’s fault and and that’s that’ll be problematic
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