3 More Reasons Why Leaders Quit Your Organization
Ron Edmonson wrote an article for Catalyst recently that’s still making me think. The article’s titled, “7 Reasons Leaders Quit Your Organization“. You should read it. Now.
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?
i am up to my eyeballs in 2 and 3 at the moment. in fact, i think 2 leads to more 3. if you aren't attracting top quality people (or retaining them), organizational problems don't get addressed or the people on staff don't have to expertise or organizational history to address them.
I think one thing that could really help in all of this is if leaders pay attention.
It sounds so easy, and yet I have been around a lot of bosses (they are not leaders, I refuse to call them that because of how they conducted themselves) who were oblivious to problems and concerns.
Selfishness I think is the main cause for a lot of this. And paying attention to others is something that requires you to stop focusing on yourself.
I have to tell myself that every single day
Great article, as always, JWise. I stumbled across this article by Perry Noble a couple of weeks ago that feels applicable to this conversation: “8 Reasons Some Churches Do Not Grow.”
http://www.perrynoble.com/2010/07/21/8-reasons-…
I also am a fan of Pastor Josh Dix and his site which addresses some of the same issues: http://thousandyardstare.org/
B … These do seem to be inter-related don't they? What's the key to breaking through?
Thanks Justin. Great adds!
Even worse than leaders quitting the organization: in this economy, leaders having to stay for lack of gainful employment elsewhere and becoming a frustrated employee…
Ron says in the original article, “One of the highest costs an organization has is replacing leaders…”
I think an equally-high cost an organization has is having to put up with the stink of a frustrated leader who didn't leave.
Kyle … I think I get where you're going. Can you unpack a little more. What do you mean when you say, “pay attention”?
Oooh. The “failed leader stink”. Great point. Sometimes that stench sticks around for years! Got to tear the dry wall out to get rid of that one.
I had a great list to start from!
I had a great list to start from!
“Their organizational concerns weren’t addressed.”
In this regard leaders are like spouses.
A spouse can usually handle a situational problem or even season of life problem realizing that there is light at the end of the tunnel.
Not so with systemic problems that aren’t acknowledged or worked on.
Thanks for stirring the pot!
Keep creating…it freaks people out,
Mike
That is a dynamite analogy. So true. To use a different analogy: a dirty windshield can be washed, but a leaking gas tank will catch up with you sooner or later.