High performance without emotional intelligence isn’t genius - it’s organizational liability.

When leaders ignore bad behavior - they build systems that normalize erosion of trust, retention, and innovation.

On the Forbes Coaches Council, we were asked to explore if we were stuck in this situation:

Dealing with a “brilliant jerk” - a highly skilled yet often rude or inconsiderate team member- presents a unique challenge for workplace leaders. While their expertise can be invaluable, their bullying behavior creates a toxic work environment for coworkers.
Effective management means setting clear boundaries, providing constructive feedback and working to build a culture of respect.
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" The leader needs to be prepared to get rid of the ‘brilliant jerk,’ so the first thing to do is disarm them. Is this jerk a single point of failure? Start providing feedback on the importance of their knowledge and teamwork. Give them opportunities to not be a jerk while they teach others what they know. Support them. Be around to help the team if you need to so no one gets bullied."

~ Kinga Vajda, Agile Group Leader, Forbes Coaches Council

Organizations that sacrifice trust for talent always end up sacrificing both.

Learn how to protect your culture without losing your top talent.

Where might your current systems be protecting brilliance - at the cost of long-term cohesion and credibility?

Read the Full Article on Forbes

🛡️ This quote was originally published by Forbes as part of a Forbes Coaches Council Expert Panel. Reprinted here with permission in accordance with member guidelines.