This post is about how leaders can push reality to achieve great things.
Screwing up a big job interview taught me how important it is to show confidence.
I was a little dramatic in my last post Good Leaders Fire People.Â Managing someone out (the right way) is different from firing.
My definition of “firing” is a forceful and immediate removal from the company.Â Firing should be reserved for someone who steals, lies or otherwise shows big integrity problems.Â Firing decisions are easy because they are so clear.
Managing someone out the right way means you ask someone to resign and he or she does so willingly.Â It’s a lot tougher than firing someone.
I’ll teach you how.
I call it “managing out.”
Sometimes you make a hiring mistake.Â Sometimes the organization outgrows the ability of a person.Â Sometimes people get too comfortable and complacent.Â The list goes on.
“Oh sh*t, one of my top stars just quit.”
“Oh frack, the employee we fired for stealing is threatening legal action.”
“Oh cripes, the sales team made the same mistake again?!”
There are days when just going to work feels like a grueling crawl through the mud.Â We’ve all been there.
Last year I had a conversation with a leader, Chung.Â She was giving me a hard time about an ineffective manager, Vy, who reported to one of my direct reports, Linh.
Chung said, “Haven’t you talked to Linh about this behavior?Â It’s not ok.Â People are leaving because of Vy.”
Do these managers really think that blocking access at the office will prevent an employee from finding another job?Â I mean, come on.Â It’s ridiculous.
My old team made a video for me as a going-away present. I think their objective was to bring a tear to my eye at my going-away party.
They succeeded spectacularly.
It was the best present ever.
“We empower people a lot. We have our developers work directly with our clients. We have people who it’s their first job, and right away they’re working directly with the CEO of a startup in Silicon Valley.”
Founder & CEO, East Agile
No one wants to work at a place where they don’t trust the leaders.
A lack of trust will cost you dearly.Â It will eat away at your organization like a invisible cancer.Â Your people willÂ communicate ideas less freely, especially with you.Â They feel less secure and less committed to the company.Â People in such an environment are far less likely to achieve great things.
And you want to achieve great things, don’t you?