Been a big fan of Manager Tools since finding it this year (has been a great way to reality check my one on ones).
I have a direct who is, by tenure and knowledge, the most senior member of my team of 6. In terms of "doing the job" this person is a very strong performer and it stepping up in terms of assisting/guiding some of the newer member of the team. My issue currently is their behaviour, specifically their attitude towards questions, queries, requests around their specific role.
During the performance review for last year we had several hard conversations around behaviour and specifically the perceptions that is being generated about their attitude by the rest of the senior leadership team I am a member of (my peers). Further to this we discussed the influence their attitude & behaviours was having on newer members of the team and how this was negatively impacting them also (examples of poor behaviour were lack of collaboration with stakeholders, unwillingness to listen to stakeholders, short/snappy responses to stakeholders when asked for simple things, one specific call out around perceived bullying behaviour to another member of the team) .
Whilst some progress has been made, in recent weeks there has been a noticeable change in responses to requests for increases in output, updates in projects/deliverables, opportunities to improves communication to stakeholders. These discussions take place in either our weekly team meeting or 1:1 (this person does not arrive at their 1:1 prepared to discuss anything unless they want to complain about someone else in the team not "doing their job"). The behaviour has a noticeable effect in the team meeting as it creates an uncomfortable atmosphere after the discussion and serves a s a great meeting killer. I actively encourage discussion around ideas but feel this is not necessarily discussion more so it is unwillingness to do more than what they see as the duties of the role (their view of the requirements not mine)
What I would be interested to get some feedback from the forum on is how others have tackled similar situations with senior directs ? I have started to capture the issues at the time they occur for follow up at the proceeding 1:1's however am concerned this person is doing themselves, their career and the rest of the team a disservice if they think this is acceptable for someone wanting to wear the tag as a senior member of the team.
Appreciate any feedback you may.