7 Kinds of People You Can’t Afford to Keep In Leadership

lose people

There’s a secret fear most leaders have: losing people.

It can seem so hard to reach people that keeping them that losing a customer, a client, a staff member, a person in your church, or even a subscriber to your email list can be heart-wrenching for many leaders.

I get that.

I have wrung my hands and lost sleep over people walking away more than a few times in my time in leadership.

There are times you should be really concerned with a great person leaves your team, or a fantastic leader exits your mission. That should definitely make you think twice.

And as someone (or several people exit), the discussion at the leadership table will end up with someone saying:

Look, we can’t afford to lose people. 

Trust me, there’s always someone at the leadership table who thinks we can’t afford to lose anyone.

That’s simply not true.

There are a few kinds of people you can’t afford to keep.

In fact, sometimes the people you are most afraid of losing are the people you can’t afford to keep.

Here’s the strange paradox of leadership: some of the people you think you can’t afford to lose are the very people you can’t afford to keep.

So how do you know the difference?

Well, here are 7 kinds of people you can’t afford to keep if you want to move your mission forward.

Some of the people you think you can't afford to lose are the very people you can't afford to keep. Click To Tweet

1. Perpetual critics

This takes a lot of maturity, but a wise leader always gleans whatever he or she can from critics.

There’s always something to learn, and even if you have to discard most of it, there’s usually a kernel of truth that can help you grow and flourish in the future. (Here are some tips on how to handle criticism like a pro.)

Some people are just perpetual critics though.  They rarely have anything to say.

So what should you watch for when you think you have a perpetual critic? Watch for what they contribute. 

I mean everything from positive ideas, to heart, to effort, to yes…dollars. Look for skin in the game.

Critical thinkers who make positive contributions to the mission are often your friends, not your enemies.

But beware of perpetual critics. Perpetual critics are easy to spot—they contribute nothing and criticize everything.

That kind of critic…you can’t afford to keep. They’re sucking your soul and everyone’s soul dry.

Perpetual critics are easy to spot—they contribute nothing and criticize everything. Click To Tweet

2. People who are opposed to everything

This group is a slight variation on the perpetual critic.

They may not have a steady stream of contrary ideas. In fact, they might say nothing. Until it comes time to change, that is.

Then, quietly or loudly, they’ll let you know they’re opposed.  Now rattled, they block change, or at least try to.

Being opposed to some things is normal. Being opposed to everything is dysfunction and destructive.

You can’t build a lasting future on what you’re against. You can only build a lasting future on what you’re for.

Being opposed to some things is normal. Being opposed to everything is dysfunction and destructive. You can't build a lasting future on what you're against. You can only build a lasting future on what you're for. Click To Tweet

3. Toxic People

We’re all a little unhealthy. I am. You are. And so is everyone we work with.

But there’s a key difference between a little unhealthy and toxic.

Unhealthy people want to get well. Toxic people have no desire to get well, usually have a super low self-awareness and sometimes actually want to inflict harm.

It’s not that you can’t afford to lose toxic people. The truth is, you can’t afford to keep them.

Here are some insights into creating a healthy culture and letting toxic people go.

It's not that you can't afford to lose toxic people. The truth is, you can't afford to keep them. Click To Tweet

4. Chronically Underperforming People

We all have bad days. We’re all late sometimes.

But face it, you have people in your organization who only have bad days. Who are always late. Who invent a new excuse every 12 minutes.

You know who I’m talking about.

You can’t afford to keep them.

But wait, you argue, shouldn’t we help them?

Let me guess. The person that popped into your mind when reading this is someone you’ve been trying to help for the last year…or two…or five, and they haven’t changed a bit. So what exactly are you accomplishing?

Exactly.

Even if they have a solvable problem, they either don’t want to solve it or you’re not the one who’s going to help them. Move on, friend.

Go invest that time with your best people or someone in the middle who wants to grow…and watch them soar.

5. People with Hidden Agendas

In every organization, there’s only really one agenda: the mission.

Competing agendas is a problem…but if the competing agendas are out in the open, you can at least discuss them and reconcile them. Eventually, if someone won’t align with the unifying mission, they may have to go.

Hidden agendas are a whole different thing.

When someone won’t be honest about what they’re trying to accomplish, or won’t discuss it, it corrodes the team and mission like few other things do.

Hidden agendas make trust impossible.

Hidden agendas make trust impossible. Click To Tweet

6. People who only have a vision of what the future shouldn’t be

As a leader, you have a vision of what the future should be.

Some people only have a vision of what the future shouldn’t be.

That’s a problem.

You can’t build a positive mission on a negative view of the future. If someone can only tell you what the future shouldn’t be, you’ll never get to a better future.

You can't build a positive mission on a negative view of the future. If someone can only tell you what the future shouldn't be, you'll never get to a better future. Click To Tweet

7. People who are married to their personal preferences

We all like things a certain way. Me too.

But there are people who prefer their personal preferences over your organization’s progress.

The music’s too loud. Too soft…too new…too old. Too…whatever.

Great team members will often sacrifice their personal preferences for the sake of missional progress. Other’s won’t.

If you have someone who continually lets their personal preferences stand in the way of organizational progress, you can’t afford to keep them.

Great team members will often sacrifice their personal preferences for the sake of missional progress. Click To Tweet

Free Church Growth Assessment (Limited Time)

So exactly how healthy is your church? What’s standing in the way of you and a better future?

For a very limited time, I have a free church growth assessment, a personal growth assessment and free training videos you can access, here.

Believe it or not, letting toxic people go can be a catalyst for growth in your church.

While I can’t make a church grow (only God can do that), I would love to help you spot some things that can help you position your church for growth.

That’s what the free training and downloads are all about.

Head on over to Church Growth Masterclass and check that out today, before the free training disappears. Just a few more days!

What Do You See?

Getting your organization healthy can be a significant step to getting it growing.

So next time you face critics who are threatening to walk out the door, don’t ask yourself if you can afford to lose them.

Ask if you can afford to keep them.

It might completely change your approach…and your decisions.

The next time you face people who are threatening to walk out the door, don’t ask yourself if you can afford to lose them. Ask if you can afford to keep them. Click To Tweet

Any other kind of person you can’t afford to keep? Scroll down and leave a comment!

9 Comments

  1. Earl Jones on May 15, 2019 at 1:10 pm

    Outstanding comments people. Being truthful and up-front is critical in growing and building capacity in your team/people. Courageous Conversations are needed, and must be prepared for and delivered the right way, BUT you cannot avoid having them. Once the individuals know and understand that issues and concerns will be dealt with, not as many may surface
    or even matter.

  2. Sheila Beers on May 13, 2019 at 1:16 pm

    I have seen the mistake of hanging onto toxic people made by two different churches, and the churches almost closed. The individuals were not only toxic, they very possibly were unbelievers who just wanted to run an organization and get some sort of recognition and power for themselves. Both churches that made this mistake dwindled in attendance and almost closed. Finally, the one toxic family left the first church, and after another two-decades struggle, the church re-organized and was healed and strengthened through the ministry of an interim pastor. After the interim pastor’s unexpected death a few years ago, the church then called a new, younger pastor and has started growing again. In the second instance, the church affiliation and ownership changed, with a new pastor leading the congregation in a new direction as a community church. The toxic individual in this case, who had gained total control and wanted to turn the church into a “profitable” bar and boating resort, was stricken with dementia and had to be institutionalized – thank God! Yes, there are ways to have victory over toxic people, and one never should discount divine intervention.

  3. Tommy Niblack on May 13, 2019 at 10:38 am

    Great post! I see the flip side to this coin….don’t hold on to people you need to let go of.
    Ministries and organizations often impede the progress of those who helped them succeed by not realizing it may be time for that person to graduate to the next phase in their growth.
    Churches do this more than they should. And they do it in the name of loyalty. Loyalty is great, but not at the expense of the growth of a brother/sister in Christ.
    “The very people you can’t afford to lose are often the ones you can’t afford to keep,” yes, let them go, and let them grow. Don’t stifle their growth because you, as a leader have mismanaged your time, as well as theirs, and haven’t developed a culture where when graduation happens, you’re left without someone to fill that space.
    Many ministries have shot themselves in the foot because they won’t let go and allow people to grow.
    Again, great post!

  4. Frank on May 13, 2019 at 10:32 am

    A question? If you need an employee to get training that will benefit my business and they don’t want to due to travel and inconvenience. I believe that Would that fall under personal preference category? I’d like feedback on whether I’m correct or in error of my asessment of the situtation!?

  5. Keri on May 13, 2019 at 10:01 am

    Gary,
    Yes your comments were very helpful. It seems so simple yet I didn’t see it! I have been very direct with the leader/visionary (I’m the integrator) but to no avail. I CAN create a small team environment that would actually encourage and support all of us so that will be my next step. Mostly I appreciate even the few words of encouragement from you and pointing me back to Jesus. Was feeling pretty thirsty out here in the desert but He is good and faithful.

    • Gary Whittaker on May 13, 2019 at 11:06 am

      Yes, He is! You can even tell your leader that this is what you are doing. Not a guilt trip on him/her, just keeping him in the loop so he won’t feel like people are forming groups around him or against him.
      I’ve been reading John Maxwell’s 21 Irrefutable Laws of Leadership. Great stuff!

  6. Rob on May 13, 2019 at 8:58 am

    Can I add one more? Leaders that fail to communicate and keep you in the loop of what they’re working on. Maybe it’s a personal pet peeve, but I think it’s important that leaders keep their superiors informed.

    • Keri on May 13, 2019 at 9:34 am

      Thank goodness you said that! I work in a ministry where the leader considers texting the best form of communication. We rarely speak personally. It’s only the vision of and love for the ministry that keeps me involved. Pretty lonely.
      Would love to hear thoughts about how to thrive in that environment.

      • Gary Whittaker on May 13, 2019 at 9:53 am

        KERI,
        I’m not Carey and I don’t have his track record of growth, but I’ve been where you are at. I had to create a small team of mutual encouragers and accountability partners to keep me uplifted, and to help my attitude not stink. Your leader hasn’t caught on to what face-to-face communication means to you, so you may have to tell them. The message you are getting seems to be ,”I’m too busy for you.” That’s demoralizing, and not how Jesus did it. But if that’s what you have, and you love what you do in spite of it, don’t let one person take you up or down. Build a team. Not subversively, and that will be tricky. Choose wisely. But I will bet there are others who need what you need, and you should NOT be too proud to seek them out. It’s not “needy,” its recognizing who you are, how God made you, and what helps you best function in the body of Christ.
        Hope this helps!

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