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   Monday, August 24, 2026 at 5:19 PM
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   Wednesday, August 26, 2026 at 12:14 PM

Mon 9/14 — Why the process does not reach it

Most organizations answer a dominating personality with a process. It rarely works, and the reason is worth understanding. The process assumes the problem is behavior that can be documented. Often it is not. What happens instead is subtler and much harder to file. Meetings that reliably end with one person's position intact. Capable people who over-explain themselves in that person's presence. Good performers who leave without ever putting the real reason in writing. By the time it is documentable, an organization has usually already lost the people best equipped to describe it. Escalation is a legitimate tool and it addresses conduct. What it does not do is give a senior leader something to actually do at eleven o'clock on a Tuesday, while the dynamic is happening in real time and nothing being said would look wrong in a transcript. That gap is where most of the damage lives. Leaders do not need more theory about difficult personalities. They need to hold their own position, in the moment, without either escalating or appeasing. That is a capability, and it can be built. The most useful signal for an organization is not complaints. It is where information stops traveling, and which single name keeps surfacing in exit conversations without ever appearing in a formal one. What is the pattern your organization keeps hearing in exit conversations and never in writing?