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The hidden threat to your construction company’s culture

What to do when a “great guy” is actually holding your team back.

June 26, 2025

Your business is self-managed. Systems are humming. You’re stepping back.

But the real threat now? Culture rot.

The wrong people — even just one — can quietly erode everything you’ve built.

This week, we’re talking about the darker side of leadership: how to protect your culture by making the hard calls.

The Ideal Team Player Framework

We lean on Patrick Lencioni’s model, which breaks down what every great team member should be:

  • Humble (no ego)

  • Hungry (driven to contribute)

  • Smart (strong people sense)

If someone on your team is missing one — or more — of these traits, you’ve got a problem.

Let’s break down what to look for…

1. The Lovable Slacker

(Humble + Smart, but not Hungry)

They’re great with people. Respected. Well-liked. But… they’re just not pulling their weight.

They seem valuable — but rarely move the needle.

What to do:

  • Frame the issue as a career crossroad, not a punishment

  • Define tight KPIs and success benchmarks

  • Run a 30-60 day improvement sprint

  • If there’s no change, you may need to part ways

Letting them go might hurt morale — temporarily. But keeping them sends a worse message.

2. The Accidental Mess Maker

(Hungry + Humble, but not Smart)

They’re eager. Loyal. Full of energy.

But they cause chaos. Nothing sticks. Everything feels urgent.

What to do:

  • Narrow their scope (2–3 clear tasks max)

  • Assign a stabilizer to guide them

  • Set tight timelines and clear standards

  • Watch for resistance — if they fight structure, it won’t work

3. The Skilled Politician

(Smart + Hungry, but not Humble)

This one’s dangerous.

They manage up well, but sow distrust below. They hoard information. Undermine others. Deflect blame.

You won’t always see it — but your team feels it.

Ask yourself:

  • Do others feel psychologically safe around them?

  • Would I hire them again knowing what I know now?

  • Would my team breathe easier if they left tomorrow?

If the answer is yes to any of those… it’s time.

These individuals rarely change. And they erode everything from morale to momentum.

How to Let Someone Go — the Right Way

Firing isn’t fun. But it can be done with clarity and respect.

  • Be legally protected (check your HR and local compliance)

  • Have a second person present

  • Keep it short, specific, and calm

  • Don’t delay. Don’t over-explain. Don’t apologize for doing what’s right

The best teams — and the best companies — are built by leaders who protect their standards.

Protect the Culture You Worked So Hard to Build

We’ll help you:

  • Use the Ideal Team Player model to audit your team

  • Have tough conversations without losing trust

  • Let go of the wrong fits before they damage your culture

Forward always,

Highspire