One of the most problematic parts of running a business, a division or a department, is human talent management. We may be really excellent at making widgets, designing new parts or providing services; but not so much as managing personalities.

Similar to a toxic employee although potentially much less venomous, the work ethic of these individuals can adversely affect that of the balance of your workforce. As you become more aware of managing their energy and how their performance impacts the performance of others, you may be able to guide them to channeling success.

Here’s a snapshot of a few of these individuals who will drag down your productivity:

• Animated Andy: Great at beginning new projects, he loses steam and cannot determine how to complete them. Lots of drive and enthusiasm at the start, he fizzles out about mid-way through and never meets deadlines.

• Blaming Bob: The victim — it’s everyone else’s fault he cannot come to closure and meet key target dates. He is leading his team with no interpersonal communication other than emails, texts and threats. Terrible at managing people, he is mad about paper and has created cumbersome reports that demonstrate nothing can be accomplished.

• Nosy Nancy: The gadfly. Busy with everyone else’s business. Maliciously gathering information in somewhat innocent methods to further her personal agenda. Nancy loves to destroy people behind closed doors by dumping the evidence that all are weaker than she.

• Over-committed Olivia: She’s hard at work, staying into the wee hours but never gets anything done. A very likeable person, her door is always open and she willingly listens to all of the problems among staff people. Her goals are consistently missed and she is extremely disorganized.

• Plummeting Paul: Formerly, a consistent player who met every goal, brought fresh ideas to meetings, and implemented new strategies willingly, Paul has fallen. Something has happened to diminish his former stellar ability to aim and meet objectives.

When you as a leader recognize any of these patterns, what do you do to curtail them? Do you permit this type of behavior because people should be able to work this out on their own? Or do you call people into the office to talk about them?

Recognizing strengths and weaknesses of your staff is a gift both to your mission and to the individual. Investing in human talent is a bonus to your organization. People work with people. They will also leave their jobs because of people and their behavior.

As you create your tactics to call any of the fabulous five listed above into your office, here are some ideas to think about:

• Identify the dilemma and understanding the situation. State your concern in a supportive and curious fashion. Listen with an open mind as they provide more detail to their perspective of what is occurring.

• Invite the participant into the solution. People will act more on their own solutions, rather than those handed to them.

• Collectively create timelines for behavioral differences to occur and new objectives to be met. Accountability is key to resolving performance issues. Be clear on expectations from both parties.

• Courageously coach the individual during the process to assure delivery. This does not mean micromanaging. It does involve face-to-face or oral communication and continuous support.

As you begin your journey to fortify your workforce, you reinforce your leadership. Your influence grows by caring about others and providing guidance as you are able. If this in unfamiliar territory to you, you may need outside guidance.

The strongest leaders are self-aware. You seek assistance in financial, production, marketing, and other matters. Human talent development is a critical asset. Use your own leadership to leverage those of your developing workforce by cultivating them. Your harvest will be abundant.

Kayte Connelly, Best Principled Solutions LLC, was recently named a 2014 Women of Influence by Lehigh Valley Business. She is a leadership coach, and organizational development consultant specializing in personal, professional and community leadership. She facilitates corporate retreats and conversations with dissimilar parties and helps individuals and organizations identify and eliminate what stands between themselves and their goals. Enriched customized services are designed to create and sustain generations of leaders for our community and elsewhere, based on research and global development. Please “like” us at www.facebook.com/BestPrincipledSolutions. Call 484.769.2327 for more information on how your company could become more collaborative, flexible, imaginative, and innovative and/or to discover your leadership “edge.”