Sometimes an executives or key employees develop self-destructive habits.This often causes deteriorating public relations, lack of creativity, poor decisions, expensive mistakes, and lack of productivity. It is sometimes costly to let an executive or a key employee go, as finding a good replacement is again ordeal. Perhaps this valued employee, possibly a friend, has served well for many years and now he is in trouble, however, it is not easy for you to let him parish like this. A sane choice is to conduct an intervention into his self-sabotaging behavior and keep him as a valuable employee like ever. Normally, we are caught between two distasteful options. Either we can be honest and attack a senior colleague, or we can be kind and withhold the truth. Either we can disagree with the boss to help make a better choice – and get shot for it – or we can remain quiet, starve the pool, and keep our job. Now would you like to pick your poison. We make these dirty choices because they are always set up as the only two available options. Intervention is the third option. This is a way to be honest and respectful. We can express our candid opinion to our boss and be safe.When you choose a dirty choice, either you don’t think of a third (and healthy) option – in which case it’s an honest but tragic mistake – or set up the false dichotomy as a way of justifying your unattractive actions. “I ‘m sorry, but I just had to hurt the guy’s career if i was to keep my integrity. It wasn’t right, but it was the right thing to do.” After all, if you are simply choosing between fight and flight, you don’t need much creative thought. Intervention is the name of utilizing your creative resources to find a way into the goal post.A corporate intervention can be used for people engaged in any self-destructive behavior inside or outside of a board rooms:
- Misplaced loyality
- Creating a bottle-neck
- Corruption and embazzlement
- Confused entitlements
- Broken Promises
- Misappropriation of funds
- Mood swings
- Suicidal behavior
- Eating disoders
But how do you address the problem without doing more harm than good? How do we typically handle crucial conversations?
Just because you are thinking about stepping up to a crucial conversation doesn’t mean that you’re in trouble or that won’t fare well. In truth, when you face crucial conversations, you can do one of three things:
- You can avoid them.
- Youcan face them and handle them poorly.
- You can face them and handle them well.
That seems simple enough. Walk away from crucial conversations and suffer the consequences. Handle them poorly and sufer the consequnces. Or handle them well and make it win-win. Intervention is an intellectual pursuit. Its not difficult but, it has a formal structure which you need to follow with precision. When a person with authority feels entitled to a deviant behavior due to an alien logic, corporate intervention is a healthy choice. Please proceed with caution:
- Do it right. This is no time for questionable techniques or half-way measures.
- Do no harm. Act only within the confines of legality and professional ethics, and only with deepest respect.
- Do it now. The risk of delay is great for both the executive and the organization.
- Call for assistance. Engage an experienced professional interventionist. The situation is too critical and delicate to do otherwise.
Intervention with top executives in a corporate or other professional setting is very effective. However, there are many issues unique to interventions conducted in these circumstances. Public relation issues, legal implications, continuing care, return-to-work matters, and disclosure issues can all be extremely delicate. These and other matters must all be handled with extreme care.
Contact the Intervention Centres to discuss an executive intervention for your situation.