A cautionary tale (or is it tail?) for business leaders . . .

Just because you put glasses on me and put me in front of the computer doesn't mean I'm gonna do a good job! I know you·re stretched, but I know what I'm good at and it's not this'

I know your intent is to use this "opportunity· to get more help, but perhaps you've gone too far with me! Besides, I'm really good at this Chief Morale Officer role and I'm clearly the best one and uniquely prepared for the job, especially when everyone needs what I have to offer more than ever! Are you noticing all the exclamation marks? Just wanting to make sure you really hear me on this!

I wonder, do you have the right people, in the right roles that play to their unique strengths and desires? I think even Kat would agree that having the right people in the right roles is more relevant today than ever before. It's a great time to get real about what you need NOW(really)to respond to the challenges: and frankly, the new opportunities that these challenging times are serving up. Guess I better remind Kat of that!

TIME TO CHANNEL KAT...

Loyalty sucks! Yes, that's Kat's saying, not mine. While jarring, I know what she really means. Let me share what she always follow that with ... Misplaced Loyalty Sucks! It sucks time, energy, resources, morale, and lots and lots of money. Kat has lots of experience with this, so, I'm gonna channel her insights. A good example of knowing your limits and turning it over to the expert.

SHIFT HAPPENS! Sometimes it's due to fast growth prompted by additional demands for what you're already doing. Or, there's a dramatic, unexpected disruption that actually creates NEW opportunities and causes a significant shift in what you're doing or how you're doing it.

In times like this, what worked before doesn't work anymore! If the someone you have doesn't have the knowledge, skills or experience to meet these new demands, consider one of these solutions:

• Hire someone to take the lead who is willing to mentor, coach, and up-level the person's skills to be effective in their current role? Consider if that person be willing to receive that?
• Decide if this person can add value in different role: Honor how they have contributed thus far and help make it an easy transition.
• Help that person transition into another organization in a way that honors and respects their contribution.