#28 Let them go
- I need to keep my team Jeanne.
As you know, I’m launching a new branch in the company in a couple of months. I’m afraid that some collaborators won’t be fully involved in it, and now more than ever I need their full implication and energy.
So much has changed since Covid-19 hit, and I’ve noticed that some have come back to work with new questions and aspirations, reassessing the way they live, the work they do… I‘m even worried that I might lose some of them who are reconsidering their place in our company, even those who have no specific qualms with us but who simply want to try something else.
I need you to lead a short intervention for me with my team to give them that little boost they need and to lift their spirits, but without really coaching them…
- What do you mean?
- The thing is, I know you, you’ve coached me. I know that If you coach them on re-aligning themselves with who they are, some of them could leave sooner than expected/desired/what I’m ready to deal with…
- You are so damned right Henry.
And you know what? If some of them would really leave your company as a consequence of re-aligning themselves with who they really are, then in the end this is exactly what I want for you.
No, I’m not disconnected from reality or speaking figuratively.
I am not unmoved by my client’s problem.
Quite the contrary: I want him to handle this problem not just at the surface but at its root, to sustainably reinforce his people. I want him to be surrounded by inspired and grateful collaborators who truly want to be there and enjoy building this new branch with him.
Imagine now that you are the CEO facing this delicate situation:
- Buying some time with temporary solutions can help you in the short term, right? However, don’t let this hijack what you must solve for the long term. Save your time and energy by actively addressing the likely-upcoming-issues that you’re already receiving signals about.
- Would you prefer to keep someone on your team who dreams of being somewhere else, or to hire someone new who truly desires to be part of your exciting adventure?
Coaching people on their own alignment leaves no room for overcorrection (to the wrong path), resignation or passiveness. Coaching them reveals what is already there, just behind the clouds. It’s essentially an accelerator for what has to unfold, regardless of my opinion on it (or yours, or anyone’s else), as it enables them to take responsibility for their choices and to be in charge of implementing them.
- Isn't it likely that everyone might leave your company one day or another? Leading that replacement by managing the When, the Why and the How is far better than hoping they won’t leave and worrying every Monday morning that you’ll receive their two weeks’ notice.
Anytime you can control something you should jump on the occasion, because the truth is that it is quite rare that we really do have control.
-Do you fear someone else’s reaction or answer? Well, that’s a sign you should go for it. You’ll find instant relief because the fear will be over; At that moment the unknown becomes known and you deal with it.
Knowing, even the worst, is always less scary than imagining endless negative scenarios.