At the Center for Leadership Excellence, we often hear from executives that they: 

• Know about the leader’s unsatisfactory performance or behavior, but do not know how to address them. It is almost like a silent amnesty.
• Are reluctant to confront the situation with an otherwise valuable employee for fear of upsetting them or potentially causing them to leave the organization.
• Have little or no experience or training directed at how to effectively handle the unsatisfactory leadership behavior or performance issues.
• Know that just because a person gets good results, it does not mean they are a good leader.
• Allow behaviors of sales rainmakers or other highly productive leaders to continue without addressing the impact their inappropriate behavior is having on their team/organization.