Years ago when I worked in the oil-patch, we had an employee who was initially hired as a receptionist, but quickly took on additional administrative responsibilities because she was smart and a quick study. While she worked hard and did a good job, she was toxic. She had a covert way of stirring the pot and creating bruised relationships along the way. She made work difficult for most of the staff who reported to me at some point, and particularly found ways to antagonize the IT and HR staff. Although I worked with my staff to resolve every issue presented, I believed she did more damage inside the organization than any value she created.

COMPETENT JERKS

Jane (not her real name) was what Casciaro and Lobo refer to as a "Competent Jerk" in their model outlined in their article "Competent Jerks, Lovable Fools and the Formation of Social Networks" (Harvard Business Review, June 2005). According to the authors, a Competent Jerk is the co-worker who "knows a lot but is unpleasant to deal with" (p. 3). This type of individual prevents true teamwork because people cannot reveal their vulnerabilities. So for example, by asking the Competent Jerk a technical question that they hold the answer to, one would reveal that they don't have the same level of technical information and then place themselves in a one-down position.Open communication is strained and often the Competent Jerk uses this information against people. People avoid competent jerks.

It is difficult to manage the CJ - it's not always easy to document the CJ's behaviours that can pull a team down, however, according to Casciaro & Lobo it is important to reassess the Competent Jerk's contribution to the organization in terms of their performance and the value they are creating.

More important, from a leadership perspective, I believe that the employee's performance needs to be viewed within the context of the organization's culture - how does enabling this employee fit with the culture - the values and beliefs in the organization? The competent jerk needs to be called on their behaviour and there needs to be consequences for poor social performance just as there are consequences for poor technical performance. Casciaro & Lobo write that the CJ can be re-socialized and coached. Because the Competent Jerk is someone with low emotional intelligence, there is a significant investment of time and money on the part of the organization and outside experts need to be brought in to provide coaching. While everyone deserves an opportunity to improve their performance, for the Jane and John Jerks, all I can say is, good luck.

PROGRAMS & EVENTS

Leading From Within Workshop & Coaching Program for Women

Business environments are changing and more than ever, women are recognizing that their leadership brand not only sets the stage for career success, but is also instrumental in achieving high performing teams. This workshop concentrates on identifying your leadership brand and developing a concrete action plan to further develop your leadership capacity within your current role as well as looking to future advancement. Click here for program information - registration form is attached.

Wine & Cheese Networking Reception

A wine & cheese networking reception with guest speaker will be held in conjunction with the Leading From Within Workshop on November 20, 2008. The wine & cheese reception will be open to those who do not attend the workshop. I am in the process of finalizing the details on a very exciting guest speaker and author. Details to be announced soon!

Career Management Coaching

Have you carved your career path? How does your career fit with your overall goals in life? Are you achieving everything that you want to achieve in your career? In these coaching sessions, you'll take a close look at what's important to you in your career, where you want to go in your work life, and how it fits with your overall goals in life. Four individual coaching sessions are scheduled. For more information, click here. Registration form is attached.

Performance Planning Preparation

It's time to begin preparing for the annual performance appraisal. In these three individual coaching sessions we will examine your achievements within the context of your company's business. You'll prepare to present your performance information in a compelling way so that you can ensure that you have your development and progression needs met. For more details on this program, click here. Registration form is attached.

CONGRATULATIONS TO THESE LEADING WOMEN

Debbie Stahl has moved into the role of Director, Fund Development for the ECPOR Centre for the Performing Arts.

Congratulations to Susan Fae Haglund of The Art Tree - for successfully completing her Bachelor of Fine Arts in Visual Studies.

Congratulations to Debbie Van Camp and her team of volunteers for the amazing work they did raising $25,000 at the Annual Golf Tournament for The Rainbow Society of Alberta. I missed the tournament this year, but I can imagine that it was as well organized as it has been in past years.