Don't Look Back!

How many times have you seen when someone leaves an organization, it seems that anything and everything that went wrong and goes wrong over the next year is that departing person's fault? It has become such a common theme in our business environment that it is just expected. Blame the person who left (it's that easy). It is even worse when a senior leader departs, it seems that whatever good has happened in the past or continues to happen is because of the people remaining and everything that had gone wrong in the past or goes wrong (even after departure) is the fault of the departing leader, including such things as gas price increases, the economy faultering, and heard even global warming was to blame.

As a leader, it is important to stop this view, this makes no one accountable for any problems within the organization because all problems were the responsibility of a particular person who is no longer within the organization. Things go wrong in business all the time, no business is perfect. It is important to focus on resolution of any particular problem or issue with the team you have in place. Placing blame does no good. After resolution, debriefing on how the issue can be prevented in the future is the most productive time spent. (anyway, the people pointing the blame are usually the ones who are really to blame and covering up their issues).

I just wish that people would speak up before any departure about issues and address them at that time versus conveniently waiting until someone leaves and then "only one side of the story is told" and that becomes fact. Time and time again, I have stated, do the right thing even if in the minority. Standing up to wrongful blaming is one of those times because reputations are on the line.

I say to all, it is not worth looking back, focus on the future, people will say whatever they will say, you have no control over history (or those who like to revisit history). The facts are the facts even though some might misinterpret them! Actually, they are sometimes amusing (I know of one case that everybody who could spell the initiative was the inventor of it, how could 100 people come up with one invention I dont know but hey people take credit sometimes for something that they were on the fringes for but no real impact). When you leave (not if you leave, but when), leave because you are running towards an exciting opportunity versus running away from something, because when you run towards an opportunity you wont look back, but running away, you will constantly be looking back . . . Focus on the Future! There are lots of exciting opportunities out there, if you did good things in one place, you will do it again in another place (and maybe even be rewarded this time).

Treating People with Dignity and Respect

I have seen it in the past. I know I will see it again in the future. Companies wonder why they cannot attract people or why there is higher turnover in their organization, but the leader never looks at themselves and says, "maybe I am the issue" versus "it's everyone else's issues".

In my opinion, one of the key attributes for a long-term successful organization is how they treat people on departure, whether that departure is voluntary resignation, retirement, or even involuntary (poor performance, downsizing, or just plain dont like someone). When you treat departing people "cheaply" or without respect for past performance, it will come back and haunt you, maybe not tomorrow or next week but it will, trust me. You see these departing people could become an intense competitor, or become a senior person at an organization that you want to do business with, or a "not so good" reference when attracting people.

I admit it, I have seen some poor performing people receive some nice packages upon departure . . . and I wondered how come they are giving that person such a nice package when I am still working very hard and performing well and not getting much in return. Well, I saw first hand that those people became a large client or helped attract people to the organization. I learned. You must treat people well on departure as the ROI will be positive.

Now, I have seen one recent organization who does not treat people that way, instead, they view people as just a fungible resource, i.e., just a number that can be easily replaced. Hmmmm. So, they let people go cheaply and without respect, not assessing the long term value that the person brought to the table . . . (you may want to constantly look over your shoulder if you are in an organization like this, because one small slip up or the need to spend time with a ill child and miss a deadline or a meeting, then see you later . . . why would anyone want to work for an organization like that, i.e., you never know when you might be fired?). So, tell me, if you decided to leave or if you made a mistake, how would your organization treat you?

There is nothing stronger than the desire to overcome being wronged. The will to win cannot be beat!

I hope as a leader that you look yourself in the mirror when a person will be leaving, and know that you are treating them with dignity and respect and depart as friends and not as enemies.

My Last Day at Mercer

It has been a nice run these last 14 years which come to a close today . . . Again, I wish all the best for all of you.

Click on this link for a video farewell to my IPS colleagues.

http://www.youtube.com/watch?v=Irv4ygcVums

Stay in Touch!

It is a big day in the Brink household . . . my last day, My wife, Aimee, starts her new job today. Yikes, too many changes at once . . . there are so many emotions going on inside right now . . . nervousness, sadness, excitement, disappointment. Lots of wonderful memories!