Andrew was your prototypical type-A personality. He was a very hard driver who wasn’t afraid to take on hard tasks, work until midnight, and produce a finished product ahead of schedule.
After a few days passed, Andrew asked Barb if they could grab a cup of coffee and talk about Barb’s decision to hire Alice over Andrew. Barb agreed and the two went out for coffee. “Barb, I just don’t understand why I wasn’t chosen for the position,” Andrew said. “I deliver better than anyone on the team and am your top performer; why didn’t I get the job?” “I’m glad you asked, Andrew,” Barb started. “You work incredibly hard and make a tremendous effort, but I’m not comfortable that you can lead a team effectively yet. You appear to take a ‘What’s best for Andrew’ approach to your work and I don’t feel comfortable that you will consistently lead with the interests of the organization in mind. The motivations under which you operate cause other team members to question your integrity, which is a fundamental requirement for any leader, regardless of how action-oriented he or she is. You need to work on this issue before you’re entrusted with a team, Andrew; I hope you’re able to address this and become a strong leader in the future.” Andrew couldn’t help but do some serious introspection on his motives and made a commitment to address any question about his integrity.
How should Andrew have handled things differently? See how in Why Don't They Follow Me?
Keynote Speaker | Board Director | Autism Advocate | Author | Project Management Expert | Microsoft/Accenture Veteran
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