This one can be difficult because this is your best worker. The person is always available, gets things done, and you know that if you give him an assignment, he will probably deliver. So now you are thinking, “If I correct this person, what if I lose him?”
But that’s exactly where you need to be careful.
Don’t allow somebody’s usefulness to excuse his character.
You need to talk to him. Not in front of everybody… call him aside and tell him what you have noticed. And be specific. Don’t just say, “Your attitude is bad.” Tell him what he is doing, how it is affecting the team, and why it needs to change.
But before you do that, check yourself too. Maybe there is something you are not seeing. Maybe he is frustrated about something. Maybe he feels overlooked. Maybe there is a genuine issue behind the behaviour.
Listen to him.
But after listening, if the attitude is still wrong, you have to correct him.
Because sometimes, leaders are afraid to correct their best people. You know why? “This person is the one that is helping me. If I push too hard, who will do the work?”
No.
If you allow your best worker to behave anyhow because you need his talent, you are teaching the rest of the team that performance is more important than character.
And that’s dangerous.
Let him know that you appreciate his contribution. Tell him, “I value what you bring to this ministry, but I cannot ignore this part of your behaviour.”
Give him room to improve. But if the behaviour continues, then there may have to be consequences, even if that means reducing his responsibility for a while.
Because in ministry, we are not only building people who can get the job done. We are building people who can be trusted with the work.
Talent is important. Commitment is important. Results are important… but character still matters.
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