Whether inherited by taking a job or hired after a job, it’s important for leadership to set and expect a standard of performance and delivery from the people under them. Too often, a leaders personal pride in their “ability to develop” an employee gets conflated with an employees inability or refusal to be developed. Development is helping someone on the way to the next step, explaining and promoting the culture of the environment you’re trying to facilitate and setting hard boundaries and overall intent of why those boundaries are there. There becomes a point where the professionalism of the employee and their own personal accountability needs to come into play as well. That point is DAY ONE on the job! The plan is important but not nearly as important as every employee, at any given time, taking their own personal and professional inventory on what’s expected, every single day. Execution is nothing without accountability and accountability is nothing without a present leader with a crystal clear message how to get there. At what point does developing an employee become enabling an employee that refuses to be developed? At what point does refusal to perform, transfer from lack of personal/professional accountability of the employee, to that of their leadership?