The Best We Can Hope For!

The Good Enough, The Bad and The Ugly Behavior - 19

Today’s Scene: The Good Enough

 

Those bombshell moments, that is when a Boss will knock it out of the park… or at least not get on our Ugly Behaviors list.  But there can be shock, anger, frustration and disappointment in these moments and a Boss is only human too. Really, it is all in your perspective. Let’s jump into today’s story to see what the heck I am going on about because we are talking about resignations.

Boss E was heading a committee. This committee was a volunteer organization made up of professionals and leaders in their own rights.  The committee was addressing an issue on process for the organization as a whole. Boss E recommended that the committee facilitate a decision to be implemented. Volunteer Y felt strongly the decision was better addressed if brought to the organization for each member’s vote. Other Volunteers on the committee began contributing their opinions and a dissenting discussion began.

 

What?

 

The conversation continued, through email, with Boss E clarifying the opinion that the committee was in place with a mission that includes specifically addressing extenuating circumstances as a time saver for all of the members and to ensure progress in the best interest of the organization.

Volunteer Y was convinced that the committee would be remiss to make this decision for the organization.  Volunteer Y felt each member deserved the right to weigh in on this decision point.

As conversation continued, the committee appeared to be leaning toward facilitating the decision as opposed to returning it to the entire organization for a new discussion. Volunteer Y submitted her resignation.

And if you could hear silence through email…you would have been able to hear a pin drop as the committee paused to see what Boss E would do.


Boss Action!

Today’s lesson: Resignations are about what the person needs!


Boss E knew the committee members well and especially valued and enjoyed Volunteer Y’s opinions and experience specifically because it was usually an expansive view that would consider risk and conflicting perspectives. Boss E also knew that as a volunteer, Volunteer Y was dedicating valuable time that could be used for her career, family …heck, even a nap!

Boss E promptly responded by thanking Volunteer Y’s service, dedication and support to the organization, acknowledging the friendship and respect Boss E personally felt and accepted the resignation.

Volunteer Y had written a very thorough and amazing resignation email. It let everyone know that her decision was based on the conflicting alignment of what she believed to be correct with what actions it looked the committee were interested in taking. It was not personal, but it definitely was one of her core beliefs.  She was even gracious enough to spell out that she was neither mad nor upset with anyone and consider friends to be among the committee.

Volunteer Y needed to stay true to herself and was beyond considerate in her resignation letter. Would that all sudden resignations were so professional and thoughtful am I right?

That was how Boss E was able to so quickly respond in the best interest of the organization and the committee. It was not personal.  It was what was best for Volunteer Y and what boss wouldn’t want that for someone that has contributed to their success?

If you can understand that conflicts do not have to be about bad and good, or, that actions do not have to reflect on whether someone respect another, a Kick-Ass Boss can quickly address the issue and put the rest of the committee at ease.

Yes, we will disagree and yes, the band breaks up sometimes. The best we can hope for is that everyone is moving toward what each organization and / or person needs for success.

 

Scale on purpose,
Talmar 

 

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Talmar Anderson