A female CEO had a problem with a rouge executive that was hired for top level sales management. Though the hire talked a great game he kept doing whatever he wanted to do while asking for ownership interest in the company, and not producing results consistent with his accountabilities. His rouge behavior was getting worse and impacting the company workforce. We worked with the CEO to transform the working environment created by this execu.ve.
We distinguished the CEO had a similar issue with her son in elementary school not responding to teachers All threats to the boy as he disobeyed his teachers simply created more issues and problems to the point that the boy was going to be thrown out of school.
The CEO declared herself a Professional Parent and practiced our Professional Parenting distinctions. She realized that she transferred her parenting responsibilities to her sons’ teachers which became confusing to him. As she practiced and shared the Professional Parenting method with her son, they both were clear that the buck stops with her, the parent. Both of their behaviors began to shift.
We identiﬁed the CEO Mom had the same pattern with the rouge executive. She had the executive answering to other staﬀ that did not hire him. The executive felt he was hired to be a boss like the CEO, and he decided to answer to no one. The CEO hired him, so she had to take responsibility and accountability for the executives’ attitudes, behaviors, and results.
The CEO to responsibility for the context she created. One where the executive was only going to answer to her, not the people who did not hire him. Once distinguished, the CEO set up a structure for her executive team to do the executive hiring so they have the contextual authority and power to manage future executives.
Today her son is ﬂourishing in school, the rouge executive is long gone, and the CEO continues to bring and create fully functioning, self-determining people in her life.