You Can’t Win the Derby with Donkeys

accountability culture growth mindset leadership Nov 03, 2025

You Can’t Win the Derby with Donkeys
Why protecting the wrong people will cost you your best ones.

In every organization, you’ve got thoroughbreds — those team members who show up ready to run. They move fast, work smart, and don’t wait around for someone else to set the pace. Then you’ve got a few donkeys — good-hearted, maybe even loyal, but slow. Or maybe you have donkeys that get their job done really well, but leaving a path of culture destruction in their wake.

The problem?
When you hitch your thoroughbreds to a bunch of donkeys, the donkeys set the standard.

The Frustration Is Real

If you’ve ever had a rockstar employee roll their eyes in a meeting, drag their feet on a project they used to love, or suddenly start looking “checked out,” there’s a good chance they’re tired of being yoked to a donkey.

Thoroughbreds don’t thrive in mediocrity. They get frustrated when they’re surrounded by people who don’t carry their weight, or need to be reminded — again — of the same expectations.

And here’s the hard truth: you can’t keep your thoroughbreds if you keep protecting your donkeys.

The Emotionally Unintelligent Donkey

It’s important to note — donkeys aren’t always the weakest performers on paper.
Some are incredibly skilled, detail-oriented, and technically brilliant. They might know every software shortcut or clinical protocol by heart. But here’s the catch: technical ability doesn’t make up for a lack of emotional intelligence.

When someone can do the job but lacks self-awareness, empathy, or the ability to communicate with respect, they become a cultural liability. They may get the task done, but they leave tension, eye-rolls, and broken trust in their wake. And while the donkeys are busy defending their “competence,” your thoroughbreds are quietly wondering why bad behavior is tolerated.

The Cost of Hanging On

Many leaders hang onto donkeys because they’re “nice,” “been here forever,” or “they're the only one that can do _________.” Or maybe you dread the idea of hiring and training someone else for the role. But while you’re trying not to rock the boat, your top performers are quietly updating their résumés.

It’s not usually a loud exit — it’s a quiet one. They'll likely choose the path of least resistance when they leave, opting out of sharing the truth about why they left. Instead, they tell you that they need to spend more time with family or are taking a job closer to home.

And when your thoroughbreds leave, they take their speed, innovation, and accountability right out the door.

So ask yourself:
Are you protecting the comfort of a few donkeys at the expense of the culture your thoroughbreds deserve?

The Wake-Up Call

Here’s the reality check: if this post offends you...
You might be the donkey.

And that’s not meant to be cruel — it’s meant to be clarifying. Donkeys can become thoroughbreds if they’re willing to grow, stretch, and be coached. But pretending there’s no difference between the two just drags everyone down.

🧠 Questions to Help You Spot the Donkeys on Your Team

Use these as a gut check. If you answer “yes” more than a couple of times, you might be protecting a donkey — and frustrating your thoroughbreds.

Do I find myself making excuses for someone’s behavior because they’re “so good clinically” or “great with numbers”?
Do certain team members cause tension or eye rolls when their name comes up in meetings?
Do I have to follow up or remind this person about the same expectations — repeatedly?
Have I ever avoided a hard conversation because “that’s just how they are”?
Do they resist feedback or get defensive when someone offers suggestions?
Do they act differently when I’m around versus when I’m not?
Do my high performers seem frustrated, disengaged, or less enthusiastic lately?
Do I feel like I can’t fully trust this person to represent the practice’s values or tone with patients or coworkers?
Does this person’s attitude or energy shift the room — in the wrong direction?
Would I enthusiastically rehire this person today if I had the chance to start fresh?
If this person gave notice tomorrow, would I feel panic… or relief?
Do they create more drama, complaints, or “situations” than solutions?
Do they have strong technical skills but struggle with empathy, awareness, or team collaboration?
Do I spend more time managing this person’s emotions than celebrating their results?
Is this person holding back the rest of the team from running at full speed?

If you checked 3 or more… congratulations, you’ve got a donkey problem. 🫏

Great leaders set the pace. They call out excellence, and refuse to tolerate mediocrity. They coach the willing and release the resistant. Because a thriving practice — the kind that’s fun, profitable, and full of energy — doesn't have room for donkeys!