The litmus test for hiring leaders.

We’ve all seen it—the rockstar SME who knows the process cold, can untangle the messiest loan scenario, and keeps operations moving. But behind the scenes? Turnover, tension, and a team that walks on eggshells.

Here’s the hard truth: technical brilliance doesn’t excuse toxic leadership.

So, before you make that next hire or promotion, ask yourself one simple question:

“Would I want to work for this person?”

Not learn from them. Not tolerate them. Actually work for them.

Because your team doesn’t just inherit their knowledge—they inherit their behavior. I’ve heard it called the “no jerks rule.” Simple, but powerful. And in an industry where pressure is constant, and stakes are high, it’s non-negotiable. Yes, it might take longer to find someone who brings both expertise and leadership maturity. But the alternative? Paying the price in disengagement, attrition, and culture damage.

Great servicing leaders don’t just deliver results—they build teams people want to be part of. If you’re an emerging leader trying to balance performance with people, that’s exactly the work I do with my coaching clients.