Monday, October 27, 2014
Tale of 3 CIOs, people join companies, people leave their bosses
X had just completed 4 years in his role and grown to take on additional business responsibility. He had built a team which worked across business units and corporate IT on the forefront of some of the new technological innovations. Accolades came from peers and industry acknowledging his ability to take risks and succeed. Life appeared to be going well for him and he was enjoying his professional life. After a few quiet months or was it quarters, he was suddenly looking for a change with agitation that was alien to his happy go lucky nature.
Having spent almost a decade in the company, Y had seen career growth that would be the envy of many; his profile encompassed local and global responsibility. Staying with one industry through his career made him a specialist of sorts and he became a star. His efforts outside of work also made him quite popular in his chosen field. His company had maintained leadership in a competitive industry locally and globally carving a niche with their products. Out of the blue one fine day he called seeking greener pastures.
He was a jolly good fellow and so said all of us ! The life of any gathering, ready with a joke (sometimes too quick), Z had steadily risen through the ranks with some help from his Mentor. Through the 5 years in his company, he had strengthened the foundation and completed seemingly impossibly difficult projects that his predecessors could not. Promoted every alternate year, he had taken new challenges as they came and successfully dealt with them. Over a drink he broke down seeking to leave the company that launched him.
The 3 incidents above spanning 3 different companies and 3 different industries had the 3 CIOs reaching out to me within a span of few months. Maybe it was coincidence, but it was almost as if there was concerted action against my former team mates. All of them had high levels of anxiety and all of them wanted to get out as quickly as possible. Their stories were quite different and then they had many common elements too. They were victims of the same malaise which appeared to be more widespread than reported.
Take the first case, the company management reins passed from founder to the next generation. X found joy working with him as his new manager with an Ivy League pedigree used technology as a native. He drove the company fast and furious, recklessly at times as seen by the old school, he wanted to get somewhere in a hurry. X attempted to run with him and soon found himself at the receiving end frequently irrespective of root cause. He soon realized his non Ivy League or named Institute stature made him an outcast in the inner circle.
Y had done well through the years growing from mid-level to heading the function eventually. His sharp and quick eye for detail made him a popular choice to be included in any team struggling with a tricky problem. The company saw CEOs change thrice over his tenure; all of them nudged him to greater heights. Law of averages caught up with him; the latest CEO hired across layers from his previous company sidelining most old-timers. Y used the last resort calling global compliance which saved his position but killed his career.
Z had a new manager who was task oriented; the resultant change in workload gave Z a high. He rose to every occasion and delivered to promise. Some of the initiatives were industry firsts giving the company a competitive talking point. He was outspoken which was not a negative, his quick wit and mannerism portrayed him of lesser maturity. His work was commended but his manager thought he needed to grow up. Thus despite the success a search for a senior leader above him was launched forcing him to introspect and seek options outside.
Success is no longer a guarantee for continuity; political hues and cronyism seem to be the new mantras required in large doses. Managers are looking for comfort within their teams in new environments thereby throwing enterprise culture and values out of the window. In the quest to succeed, tolerance to such behavior is accepted as part of the game. Collateral damage with some exits does not appear to perturb owners and Boards. By the time the realization hits the company, the damage is already done which takes a long time to recover.