Why a Leader’s Pause Reveals More Than Their Words
When we’re discussing a member of their team, I often ask leaders in my coaching program a simple question:
“If you had the chance, would you rehire this person?”
What happens next tells me everything I need to know.
If there’s a pause — even a short one — I already know the answer.
Because the truth exists in the hesitation.
The Power of a Pause
That hesitation isn’t confusion.
It’s the sound of truth colliding with the discomfort of reality.
The leader already knows this team member isn’t a fit — for the role, the culture, or the future.
And that pause? It’s a defense mechanism — a way to delay what they already know but are afraid to act on.
Instead of acknowledging the truth, they rationalize, reaching for the same tired justifications:
- “They’ve been here a long time.”
- “They mean well.”
- “We don’t have anyone to replace them.”
- “If I give them more time and attention, they’ll improve — become more productive — be better teammates.”
- “HR won’t let me.”
But here’s the real issue: Every time a leader keeps someone they wouldn’t rehire, they erode the trust, integrity, and performance of their entire team.
The Cost of Avoidance
Avoiding the truth — and the action that needs to follow — makes it impossible for a team to become high-performing.
Why? Because it’s now carrying a Team Member who is a performance anchor.
When leaders keep underperformers, the message to high performers is clear:
“Accountability and performance are negotiable here.”
The high performers notice. They pick up the slack. They get frustrated.
And eventually, they leave.
Not because of the work — but because of the leader’s tolerance for mediocrity.
Self-Accountability Must Precede Requiring Accountability from Others
Leadership is doing the right thing — especially when it’s the hard thing.
It’s about having the courage and commitment to act on what a leader knows to be true.
That means:
- Having the difficult conversation with the underperforming Team Member.
- Providing the support and resources to give an underperforming Team Member the opportunity to meet expectations within a firm timeline and with a non-negotiable deadline.
- Acknowledging when a Team Member doesn’t have the competence or potential needed for the role
- Making the tough call to protect the Team’s integrity and performance by letting that Team Member go.
The Question Every Effective Leader Should Ask
“If this person resigned today, would I fight to keep them?”
If the answer isn’t an immediate yes — it’s already a no.
The hesitation reveals the truth.
And that truth deserves your action, not your avoidance.
Leadership Isn’t About Comfort — It’s About Clarity
The best leaders don’t just make hard decisions; they make clear ones.
They act on what they know to be true — even when it’s uncomfortable, inconvenient, or unpopular.
Because the moment they choose clarity over comfort, their team’s trust in their leadership increases.
And where there is trust, accountability follows.
The No B.S. Solution
The next time you feel that hesitation — pause long enough to listen to it.
Because that’s your leadership instinct trying to tell you something important.
It’s the quiet voice of truth asking for action.
Because in leadership, as in life: The truth exists in the hesitation — but integrity lives in what you do next.
I could be wrong… but I’m not.
#leadership #leadership development #nobs #paulgloverspeaks
Author Bio: The No B.S. Leadership Coach & Speaker.
A “recovering” trial attorney, ex-white-collar felon turned Truth-Teller who Challenges the Best to Become Better through coaching and speaking. paulglovercoaching.com |linkedin.com/in/paulglovercoaching/