“What’s the path for this person to find their way back into the good graces of the organization?” You know, when people have behaved in ways that are out of alignment with organizational culture, is there ever hope of redemption?
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In a previous entry, I share the following as one of the reasons why people are passed over:
Too much baggage. Each of us, when in an organization, accrues baggage that taints people’s perceptions of us. While I’d like to imagine that I’m still that bright, shiny penny the organization thought I was when I hired on, over time, I’ve gotten tarnished, scratched, flung, and ignored as valueless (penny analogies (smile)). Each one of those experiences leaves an indelible mark in the minds of my employer, teammates, interview committee.
Consider all the possible scenarios:
- Someone is too pushy and is always advocating their vision over that of others. The problem isn’t the vision but the fact that the person pushes others aside.
- Someone gossips incessantly until it comes to a head. Lack of trust is on all sides, and people would rather not associate with a gossip because, well, you can’t trust them.
- Someone does something, while not illegal, is questionable according to the values of the organization.
- Someone does something that the top leadership don’t like and they are set against this person.
- Is this person salvageable for the organization?
- Are you willing to put in the effort?
I know the thoughts that I think toward you, says the Lord, thoughts of peace and not of evil, to give you a future and a hope. -Jer 29:11
If that isn’t my goal as a leader–to provide a future and a hope–then I have failed.
How do you see it?
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