Let’s say you have an organization that’s brimming with a sense of excitement and energy for your mission. You’ve conducted boatloads of assessments and evaluations and, as a result, made lots of changes in the way you do business. And now you’re starting to see the results. You’re making great progress towards realizing that mission that you’re all so passionate about. And everyone on the executive level is on board with the changes. Every single person.
This one senior exec is resistant to change, and you’re starting to get pressure from others to cut him loose, let him go, say goodbye.
But you’re not so sure. You believe in his potential and–to be frank–you’re very fond of this person despite his weaknesses. Maybe even because of them.
So what do you do?
When faced with this situation at his church, Joshua Beckley is taking the proverbial road less traveled by NOT saying goodbye. Instead, he’s taking on this endangered executive as his GTY Project (read his account here) and he promises to keep us up to date on how it all works out.
How about you? Are you audacious enough to try the GTY approach with–and most of us have at least one–the troublesome/resistant member(s) of your company or team?