Being a Cleveland resident it’s hard to avoid the shake-up news in the Browns Front office. Having one of the worst seasons in recent memory, as an end result of what many expected to be a real shot at the play-off’s, the termination of the franchise General Manager and just a day later the firing of the head coach had been expected by most Cleveland football fans. One thing that the head coach insisted on was an opportunity to “state his case” to the owner on the heels of the GM (his boss) term. His argument likely included why he shouldn’t be in this round of house cleaning. While failed in his efforts it does beg the question…When your boss gets their dance card pulled…how do you say: “I want that job” or ask: “am I next”?
Let’s tackle these in two parts:
“I want that Job”-If you have aspirations for your former bosses role and haven’t made these intentions clear by now, you may be a bit behind the power curve. While success in your current assignment is a surefire way to get to the next rung, if by chance, you haven’t had the opportunity to shine in the spotlight your first step will be to schedule a meeting with the decision maker. You may have to scramble a bit but the first thing you need to make the powers aware of is your willingness to assist with the transition. You must convince those folks that you understand the decision, you may even support it but keep these cards close to the vest, creepy comments about your former leader only creates a cloud of doubt around you. In addition to your willingness to assist with the change, you should be prepared to speak about your experience, your unique qualifications for the assignment, your readiness for the task, what you would do different (again, without being disparaging) and how you will impact the bottom-line positively. Things to avoid during the conversation are nasty comments about your previous boss or co-workers and compensation or benefits. In economic downturns most companies are trying to limit spending, if you can help your company prevent costly relocation or recruiting costs coupled with the opportunity to promote from within then you are a hero! Realistically, if you haven’t been tapped for the role yet, a great result for this meeting is for the “powers to be” to look at you as viable option for the assignment. Making your intentions known is the first step to moving up. But don’t be discouraged if you are not on the short list this time, assistance with the new person’s integration can also serve your goal of reaching the top, either in the current or another department…and sabotage will take you down quickly.
One final note, all too often people avoid talking to those let go from the company because it feels disloyal…either to the company or the person. That’s wrong! People in this situation need their support network and everyone is part of this network for someone. Put that feeling of “I don’t know what to say” aside and pick-up the phone. A quick call to show that you care or are thinking of the person can go a long way to helping them and yourself…remember; the other side to this event can be “am I next”?
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