You Know It's Time to Go When...

We've all seen them.

Maybe at one time or another we've been them.

You know, that guy or gal who has been at the company too long, and really does more harm than good these days. How do you recognize this phenomenon in yourself, or others? In my experience, it sneaks up on you with little or no warning. One day you are not only drinking the organizational Kool-Aid, but guzzling it and happily sharing with others, but the next day you find that you are not that thirsty.

Then, over the next few weeks and months you don’t even think about drinking it anymore. You unconsciously start looking for something new to drink, or loudly bemoan the fact that the taste of the organizational Kool-Aid just isn't the same as it used to be. And yet, you consciously try your hardest to make it taste the same, regardless of whether or not your co-workers agree with you.

I have worked in the nonprofit community for almost 30 years now, and in that time I have known – and at one time was – one of those people who truly needed to find something else to do professionally in order for the organization to thrive. Here are three examples of behavior that literally scream it’s time to go:

Living in the Land of UsedToBe
Believe it or not, the Land of UseToBe has an enormous population, and that’s not good for any business, for- or nonprofit. These people are not only unhappy with changes in the organization, but are absolutely livid about them. They will do whatever they can to show the leadership team that this new idea, structure, policies, or whatever they don’t like coming down will not work; even if it means sabotaging customer service and quality.

I have seen this behavior several times over my career, and each time I have been amazed at how once-fantastic leaders have clearly lost the vision of the mission for which they once had a passion. Their focus is no longer on ensuring the organization provides quality products or services to those they serve, but on preserving their perceived fiefdoms.

Once your focus is no longer on the mission of the organization, but on fighting changes to preserve how you think the organization should operate and how these changes make your work life miserable, it’s time for you to go.

The Work No Longer Excites You
A friend of mine once told me that she knew it was time for her to find a different job when one of her subordinates brought her a fabulous idea that could be a solid stepping stone to help move the organization to the next level. However, my friend did not see the idea in that light until someone else pointed it out to her. She could not see the proverbial forest for the trees because she had lost her excitement for that particular job.

Luckily for her and the organization, my friend was able to see her predicament as soon as it was pointed out to her; many cannot or will not ever see the writing on the wall. If you find yourself continually saying, “No, that won’t work,” or “No, that would be more useful in the XYZ field,” or even worse, “No, that is the worst idea I have heard in years,” then it’s time for you to go.

Major Personality Conflict Escalates
Most people can get along and work with most people. However, at one time or another, everyone has that one person in their work life with which they have a personality conflict. Generally, if you have a personality conflict with a co-worker, you do your best to work with them when you have to and find ways get along that does not escalate the friction.

Once that conflict reaches the point where interaction, or lack of interaction, adversely affects your co-workers and the every-day functioning of the organization, it’s time for you to go. After all, they probably live in the Land of UsedToBe.

Share Your Ideas on Knowing When to Go
There are many other ways to recognize when it’s time for you to go, and I would love to see a discussion on the topic. So, please, share your clues that it’s time for you to go!

Photo Credits: Bing Images

Before founding her own consulting firm in 2013, Dawn Gannon served as a respected project management and administrative operations professional in the military, higher education, and women’s healthcare fields for 25 years. She holds a Masters of Business Administration and a Graduate Certificate in Organizational Management from American Public University, is a contributor on LinkedIn, and the author of the Management in Motion blog.

Dawn currently serves as the Past Chair of the American Society for Reproductive Medicine’s Women’s Council, and volunteers with the American Red Cross. As an infertility survivor she has been a featured speaker within the Fertility Community, and written numerous articles on the topic of childfree living.

Chaos Theory and March Madness

As an ice breaker for the Red Cross First Aid/CPR/AED course I taught the other day, I asked about their March Madness brackets. Answers included: 

• Great!
• Ok 
• I don't want to talk about it, and 
• I’m not following it.

While listening to their responses, I was struck by how the progression of a bracket over the life of the NCAA tournament mimics the effect of market place chaos.

Following the analogy of chaos theory to March Madness, business leaders make decisions and adjust strategic plans to either gain or retain an advantage over their competitors. These decisions are based on knowledge of internal circumstances, the current market conditions, past performance, and the risk/probability of other known and unknown factors.

For the NCAA teams, the known factors are their team’s strengths, weaknesses, opportunities and threats (SWOT) and a study of what they believe are the same for their opponents. Business is no different. 

In most cases, the higher tournament seeded teams (or larger competitors) spend more time preparing to play other higher seeded teams than the #14, #15, or #16 (smaller competitors). 

After all, the higher the seed, the better the team, and the better the probability of winning, right?

Not always…just ask #3Duke about their loss to #14 Mercer in the first round of the tournament. Now chaos ensues for the other higher seeded teams who had spent more time preparing to face Duke later in the tournament, and less time preparing for the possibility of facing Mercer.

From a business perspective, interacting with competitors is a common occurrence and decisions - or chaos - made by one competitor often affect the others like a ripple on an otherwise smooth stream of water. Other times, the ripple quickly becomes a tidal wave.

For example, the volatility of world markets can have a profound effect on any business, large or small. Consider the level of chaos that ensued during the 2013 financial crisis in Cyprus when the government announced it would tax all Cyprian bank accounts as a means of propping up the banking system, and qualifying for emergency loans from world financial bodies.

Up until then, the thought of a tax on banking accounts insured by federal governments was inconceivable. The possibility, although highly unlikely, now exists and businesses all over the world, regardless of size must include this scenario in their financial crisis management planning.

In short, good business leaders have the innate ability to identify and act on opportunities created by chaos. They are able to do so because they plan well, and take both the conceivable and inconceivable into consideration.

With the chaos caused by all of the Cinderella teams enjoying the Dance this year, only one of my five bracket entries really has any hope left. Interestingly enough, it’s the bracket I thought was the least likely to succeed.

How is your bracket doing?

Before founding her own consulting firm, Dawn Gannon served as a respected management professional in the military, higher education, and healthcare fields for 25 years. As a Lean/Six Sigma Green Belt, Dawn’s commitment and personal mission to improve the lives of others through service to the community focuses on providing administrative and volunteer management, consumer education, public outreach, event planning, relationship-building efforts, and strategic planning. She is the author of the Management in Motion blog, and has written a number of articles for RESOLVE: The National Infertility Association on the topic of childfree living.