During a recent lunch with an HR Director for one of my clients, I learned that a problem manager (let’s call him Ken), one we had discussed the prior year, was still behaving badly.  The company had sent this gentleman to a leadership skills program, an anger management class and hired a one on one conflict resolution coach.  Nothing had worked.  The turnover within his division was 25% higher than the rest of the company and his peers were done with him.

When I asked the obvious, “Why is this guy still there?,” the answer was simple, the owner claimed he didn’t think Ken’s behavior was an issue.  The owner had told her that he felt people were overreacting to Ken’s snarky behavior.   The backdrop was that Ken and the owner had started the company 10 years ago, they were college roommates, etc.  The HR Director felt the owner DID

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