Friday, 30 July 2010
Ron was spot-on with his reasons. You can tell this is a guy who has been down the road a little bit and doesn’t want young ones to make the same mistakes he sees the people around him making. I appreciate his wisdom and willingness to identify the elephant in the room. His list was great in and of itself, but I wanted to add a few of my own reasons why leaders quit organizations.
1. They were not given a healthy avenue to deal with and resolve conflict. Too often, especially in Christian circles, we gloss over the truth with a spiritual-sounding veneer. Just enough lacquer to keep the masses at bay. Sometimes conflict is allowed to fester because we’re too busy bowing down at the altar of Nice. Leaders aren’t content to have conflict sit idly by. They want it resolved and they want you to help them.
2. They were not compensated fairly. I heard Bill Hybels speak on this at a Willow Creek Leadership Summit a few years ago and haven’t forgotten it since. He said, “If you have the most dedicated, passionate and productive staff member and you do not compensate them fairly, they will leave your organization within three years.” All that from a Dutchman. Yow.
3. Their organizational concerns weren’t addressed. Leaders know the difference between situational problems and systemic problems. They know what will eventually pass through the system of the organization (food poisoning) and they know what is corroding the organization from the inside out (cancer). When their concerns aren’t addressed, even to say “You’re right, that’s a problem. We’re working on it!”, they get frustrated.
Have you seen any of these at work? Is there anything you would add to this list?