Reader:

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Morning Minute 2.20.26
When Do YOU Handle Insubordination?​
Immediately. Better yet — before it happens.

​Insubordination is not just disobedience.
It is poison to culture, authority, and teamwork.

The best way to handle insubordination is in 3 stages:

1. Prevent it in hiring.
2. Protect against it in onboarding.
3. Address it immediately when it appears.

As we continue, remember...

Education without action is just entertainment.

Now, let’s examine each of these 3 stages.

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1️⃣ During the Hiring Process

The seeds of insubordination are often visible early.

Watch for three red flags:

1. Multiple short-term positions. These may indicate difficulty taking direction.
2. Long unexplained employment gaps. They may be hiding abrupt exits or terminations.
3. A pattern of blaming “bad managers,” This may signal resistance to authority.

None of these automatically disqualifies a candidate.

But…patterns matter.

And as professional trainer Dave Anderson reminds us:
“Hire slow. Fire fast.”​
And, “Hire for attitude. Train for skills.”

2️⃣ During Onboarding

Many leaders unintentionally create future insubordination by failing to set expectations clearly.

Your onboarding must accomplish three things:

1. Clearly define job responsibilities.
2. Clearly explain your operational rules.
3. Clearly outline your dispute resolution process. And, have them sign acknowledgment.

Confusion breeds conflict. Clarity prevents confusion.

3️⃣ When Insubordination Occurs

Rarely does it begin with direct defiance.

It usually starts with:

1. Complaining to teammates instead of following the chain of command.
2. Resisting assigned tasks with statements like, “That’s not my job.” Or, “I’ll do it…if I have time.”
3. Ignoring or disobeying a direct order.

If you tolerate these behaviors, you teach your team that authority is optional.

4️⃣ When It Happens — Act Decisively

When insubordination occurs:

1. Address it immediately — in private.
2. Document it clearly — in writing.
3. Communicate standards to the team without violating confidentiality.

Delayed action signals weakness.
Clear action reinforces leadership.

Finally, in my career turning around underperforming organizations, I would tell every team:

“If I suggest something to you, give it the same consideration you would expect from me, if you make a suggestion. But if I tell you to do something… Do it.”

​Clear expectation​

​Clear accountability​

​Clear authority​

And remember…

Information without transformation is wasted energy.

That is today’s Morning Minute

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If a family member, team member, associate, or someone you know may find this message helpful, interesting, and/or informative, please share it with them.

As always, your comments, your questions, and your observations are greatly appreciated! Reach out to me at ​lab@larryonlearning.com​.

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Here are some recent Morning Minutes you may have missed with actionable ideas, useful instruction, and step-by-step methods to help you, your family, and/or your team to be more, do more, and achieve more.

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​"Manage Your Emotions for a Successful Life" By controlling your emotions you create resilience and set yourself on a course toward a more purposeful life. Discover the 6 emotions of anger, fear, joy, envy, hate, and love. Learn specifically how to react to these emotions and use them to improve your relationships, your life, and your success. See how that managing your emotions stets you up for a successful life.

​"Build Stronger Teams by Building Stronger Leaders!" Training & empowering the right people multiplies your impact creating superior results! Discover the 5 steps you can use to promote, attract, and train strong leaders. Learn why and how that creating stronger leaders creates stronger teams!

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Happy Valentine's Day to all you happy couples. May God bless you tomorrow and all through the rest of the year!

Larry A. Bonorato 864-630-2625 lab@larryonlearning.com​

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(published by the Bonorato Creative Group LLC; all rights reserved)