If you leave a bad apple in a bucket of good apples, you will end up with a barrel of bad apples. The absolute importance of identifying any bad apples in your organization is so vital. It can be hard sometimes to label someone as a bad apple, because our interpretation is so subjective. We tend to doubt our intuition, especially if we are working from the belief that people are innately good. The “all powerful” ego won’t miss the opportunity to chime in and tell you that you can change them. I am not saying to throw the apple out without putting effort into training and developing this person, because if they are on your team you really have no other option if you want to grow as a leader. You have to give your best to those you are leading, there is no negotiating on this one.
The bad apple I am talking about is the one who despite your best efforts is not willing or ready to look at things differently. They often times hide out as top performers. They wouldn’t be in your organization or on your team this long unless you are blind(unaware), desperate, or they are really filling a position that you are not ready or willing to replace. I have personally been guilty of all of these things.
I have hired out of desperation, so overwhelmed that I would make impulsive hiring decisions without the necessary step of ensuring they were a fit for our culture and shared our values of service, growth and love.
I have kept people longer than I should because I had not taken the time and energy to develop the people in our organization who were out performing the bad apple but needed more coaching in other areas.
I have unconsciously turned a blind eye to toxic people, the ones who are so sweet and kind when you are around, but once you turn your back they are spreading rumors, sabotaging their team mates, and basically poisoning the culture.
It can be hard work to be present and aware. It takes conscious efforts to see from above, to look with your heart and see who is truly the best fit is for your team.