Several months ago, we met Michael, who had just been promoted into a leadership position, and Jake, his mentor. Michael had been required to make a difficult decision, one that he knew would not be popular. Leadership often requires that the leader make those tough calls. The leader can make the popular decision or the right decision … they are seldom both right and popular. Often, those decisions require that the leader deal with individuals who will feel hurt and betrayed.
Consider two managers, both of whom were informed that they would have to let one employee go. In both cases, the employee had been with the company for many years and was considered to be very good at his job. In both cases, there was no option of finding another position within the company. And, in both cases, the employee was traveling on business when the decision was made. Now, let’s look at how each manager handled the situation.
Manager A knew that the employee would be angry and he, the manager, did not like confrontation. So, in order to avoid confrontation, Manager A sent the employee an e-mail stating that his employment was being terminated at the conclusion of the trip; that there was no need for the employee to come into the office as his final paycheck would be mailed to his home and his personal belongings would be brought to him by a co-worker who lived nearby.
Manager B also knew that the employee would be angry and also would have preferred to avoid confrontation. However, Manager B also recognized that he and the employee had worked together for over a decade and that the employee’s long service and commitment to the company demanded that the employee be treated with dignity and respect. So, Manager B scheduled a face-to-face meeting with the employee as soon as the trip ended. In that meeting, Manager B explained the reasons behind the downsizing and expressed regret that the employee would be leaving. Finally, Manager B gave the employee a letter of reference citing the employee’s contributions to the company and notable accomplishments that had benefited the company. This letter could be used in the employee’s search for new employment and explained how the new employer would be gaining a valuable, contributing member to their workforce.
As a leader, you may someday be called upon to make a difficult decision; to handle a difficult or unpleasant situation. You can choose to lead with courage; or, you can opt for cowardice. Choose wisely as your decision will determine how followers perceive you and your leadership; and, whether they choose to follow at all.