How to Mitigate the Toxic Impact of High-Performer Divas
Designed for Mid-level HR business partners supporting high-growth tech teams with complex interpersonal dynamics to spark real collaboration and high-energy learning.
A 90-minute virtual workshop with cameras-on, breakout rooms, and live polling. Participants are HRBPs who regularly field manager complaints about high-performing but disruptive employees. Their teams are stretched by rapid growth, and leaders are reluctant to 'rock the boat' for fear of losing talent, leading to a culture of avoidance and quiet frustration.
The Diva Domino Effect
Kick off with a provocative poll: 'How many of you have quietly tolerated a high-performer’s bad behavior because of their results?' Share live, anonymous results, then display three cascading short stories of real company impacts when this went unchecked. Let the group predict outcomes for each story before revealing what actually happened.
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Why this works
Polls and real stories trigger curiosity and safe self-assessment, priming attention for deeper learning and surfacing the emotional stakes.
Myth-Busting Diva Logic
Hold up five 'common wisdom' statements about high-performers (e.g., 'You can’t afford to lose them,' 'They’re irreplaceable'). Participants use colored cards (virtual reactions or real cards) to vote: TRUE or BUSTED. Debrief with recent research and a few pithy, eye-opening HR failure stories.
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Why this works
This engagement busts sticking myths, creating cognitive dissonance that opens minds to new practices.
Safe Shares: Diva Dilemmas
Pose a relatable, anonymized dilemma in chat: 'A star performer shouts at a peer in meetings. Leadership shrugs, ‘That’s just Pat.’ What’s one small step you’d take?' Participants respond privately to the facilitator via chat, who then selects a few (anonymized) to read aloud, spotlighting the range of options.
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Why this works
Private, low-pressure sharing enables authentic participation from even the most reserved attendees, modeling psychological safety.
Diva Behavior Bingo
Flash up a bingo card of specific diva actions (e.g., 'Takes credit for team wins,' 'Misses deadlines but blames others'). As you describe scenarios, participants mark their own cards. First to bingo shouts out, triggering a rapid-fire discussion on patterns observed.
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Why this works
Injects energy, makes behaviors vivid, and normalizes pattern-recognition in a playful, non-accusatory way.
The Costly Trade-Off Dilemma
Pose a real-world dilemma: 'Your best salesperson is driving 3x the revenue, but is making the team miserable—attrition risk is high. What’s your decision, and why?' Split into small breakout groups to debate, then reconvene for a round of quick, passionate report-backs.
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Why this works
Real dilemmas force concrete prioritization, surfacing the true costs of inaction and sparking spirited discussion.
Your High-Performer Playbook
Prompt participants to identify a current diva-adjacent situation on their teams. Guide them through a written reflection: ‘What one conversation or intervention could you initiate this month that would change the trajectory?’ Close by inviting volunteers to share commitments, creating peer accountability.
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Why this works
Personal reflection and action planning turn abstract learning into real change, and public commitments drive follow-through.
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