A good caselet. Probably a universal real life situation? I assume that
the candidate will continue to be a valued member of the organisation,
irrespective of his/her values. The candidate will continue wanting to
contribute to the purpose of that organisation irrespective of his/her
future status in the organisation. If so, the candidate, should meet the
other candidate who is likely to get the position, state his/her concerns
about the future of the organisation and also the concern about the
dangers of continuing in the control mode. While respecting the "wisdom"
of the board to continue with "control", state the candidates need to
prevent the damage that appears to be imminent. If the other candidate is
willing to accept the idea and be an ally, then the candidate should stay
and provide the leadership from within as a change agent, support the new
CEO in modelling his behaviour over time.If not, the candidate should look
for a job elsewhere. Why stay, if you know its going down the shute
anyway.
--"Thomas P Benjamin" <BENJAMIN@anand.nddb.ernet.in>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>