Sometimes It’s Tricky

Last week, we did a little inventory. We looked around and asked: Who’s traveling with me? And wait, WHY are they even here?

So this week? Let’s deal with what happens when the answer is…it’s complicated.

Maybe it’s your cousin who’s now your social media manager. (But she doesn’t really do social media.)

Maybe it’s your friend-turned-contractor who still hasn’t learned what a deadline is.

Or maybe it’s your husband—who’s also your cofounder—and uh, you can’t exactly “let him go.”

It's tricky, I know. But here's a few options to help you figure out best next steps. 

Option 1: Train 'em. (But do it right.)

Set expectations, give guidance and make space for feedback. (If you skip these steps, you’re not delegating—you’re dumping!)

Option 2: Reassign them.

Just because someone’s not right for this task doesn’t mean they’re not valuable. Sometimes the fix isn’t firing them—it’s finding a better fit.

Ask: Is there a way they can thrive and contribute?

Option 3: Let 'em go. (Gently. Or not.)

Okay, I know. But sometimes you’ve got to make the hard call.

If someone is consistently draining your energy, missing the mark or refusing to grow… it’s okay to bless and release.

Let me blow your mind for a minute: it’s possible they’ll be RELIEVED to be released. Often they know they’re not a good fit for the role, but they don't want to let YOU down. The thing is, without an honest conversation, you won’t know either way.

So have the talk. Lead with curiosity, ask how they feel and tell them what you see. 

So if you’re feeling “stuck” with your current crew, ask yourself:

• Can they grow into the role?

• Can I (or someone else on the team) help them get there?

• If not, is there another role where they can shine?

• And if not… it's time to set up a conversation.

If you’re feeling nervous just thinking about having these conversations—good. That means you care. But you still need to have them. 

Leadership requires this kind of objective and thoughtful investment.