Blog

What to do when your top performer becomes your biggest problem.

Let’s talk about the executive elephant in the room — the underperformer.

Not the obviously-wrong hire, or the new starter finding their feet.

I’m talking about the one who used to crush it.

When disruption hits, strategies may shift and processes can stall, but trust, when it’s been carefully cultivated, becomes a strategic asset. High-trust cultures consistently outperform in times of uncertainty, offering resilience, cohesion, and speed when it matters most.

Executive teams are the engines of strategy. When they’re aligned, they generate momentum, clarity, and confidence across the whole organisation. But when tensions build, even subtle ones, progress stalls. Disagreements over priorities, unspoken rivalries, or poor communication at the top can ripple downwards, leaving staff confused and disengaged.

Why tensions escalate
Conflict at the executive level often stems from three pressure points:

In today’s dynamic business landscape, cross-functional teams are the norm—not the exception. But leading these teams effectively requires more than just setting up a few meetings and hoping everyone gets along.

One of the defining traits of effective leadership is the ability to create and communicate a clear vision—one that aligns teams, influences stakeholders, and drives measurable outcomes. Yet, many organisations stumble at this critical step. Why?

This edition explores how intentional reflection gives leaders the clarity to make better decisions, align with long-term goals, and navigate complexity with confidence.