Responsible and effective administrative leadership requires confronting those members of the teaching staff who are a negative influence on the institution. Importantly, the absence of expressed appreciation for good work can have a devastating impact on a principal's image if he or she suddenly begins to confront poor performances. Actually, the confrontation itself is a multistep process that includes: (1) gathering information by reviewing the teacher's file and talking to other staff members while maintaining the rights of confidentiality and privacy of the teacher in question; (2) assembling collected data in meaningful order and discussing the pending encounter with the teacher's direct supervisor; (3) waiting for a specific incident before confronting the teacher; (4) if documentation of the meeting is going to be kept, informing the teacher of this while the confrontation is still in progress; (5) monitoring the progression of the teacher's improvement (if any) while demonstrating ongoing support and concern; and (6) working with the teacher's association. Confronting poor performance and the negative people who generate it, while never a pleasant task, is a genuine manifestation of the principal's concern for the morale of his or her students and staff. (KM)