It takes courage to
take on a system and powerful personalities that are at the core of corrupted
practices and wrongful decision making in a government agency. In some cases,
it takes more than courage as it puts you in direct conflict with partisan or
even bi-partisan political systems often beyond your own control and may leave
you at the mercy of powerful forces that manage to have an internal interest in
the decision to whether or not to fire someone powerful.
The risks are great
both professionally and personally. You must be aware of all the specifics that
include the fact you must trust everyone involved to be at their highest level
of ethical conduct while dealing with truthful and open communication styles
which may give you the confidence you need to achieve your goal if you make a
strong separation statement that is based on objective facts. It must also
include the reality that you are in control of your own actions you can live
with and not have to worry about being sued or settle for less than your
expected consequences.
At stake are
detailing the facts so that it is clear this person has not done his or her job
according to their lawful positions or moral obligations to the public and
public entities it serves. It must take a well prepared and deliberate
confidential process to gather the evidence or proof to establish the reasons
for such a extreme decision to ask for someone's resignation or termination as
the toughest part of this challenge is overcoming political power to fall short
and rescind your actions and allow the individual to survive this challenge to
take the job away.
It is never pretty
when someone gets fired or submits a resignation under pressure. The main
reason for doing such an act is to seek improved conditions and remove the
barriers of growth or success that have hampered designed successful
accomplishments of the mission statement and public expectation that those in
office or power behave accordingly to rule of law and do not waste government
resources in their mannerism to run a large agency or government entity
according to the statutory laws in place and public servant’s rules of
expectations. Removing such barriers enables the restoration of liability
issues and prudence with it comes to future litigation efforts when plausible
deniability is claimed by a party involved.
Whoever undergoes
such a difficult endeavor must first hold the individual responsible for all
shortcomings and failures identified by the outline of the complaint and
secondly, they must engage in behavior that allows a stronger influence to step
in and support the firing of this individual for the good of many and the
public in general.
It must be made
clear that this termination, resignation or removal would resolve many problems
and restore the agency's reputation, credibility, strategies and leadership to
the benefit of all stakeholders involved and that this decision outweighs any
other decision that can be made. Regardless who it is, you must ensure the
firing of a chief executive officer or an agency leader is well-managed,
dignified and confidential process limited the actual hearings to those with
vested interest to approve such an action.
It is never pretty
when someone gets fired or submits a rewth or success that have hampered designed successful
accomplishments of the mission statement and public expectation that those in
office or power behave accordingly to rule of law and do not waste government
resources in their mannerism to run a large agency or government entity
according to the statutory laws in place and public servant’s rules of
expectations. Removing such barriers enables the restoration of liability
issues and prudence with it comes to future litigation efforts when plausible
deniability is claimed by a party involved.
Whoever undergoes
such a difficult endeavor must first hold the individual responsible for all
shortcomings and failures identified by the outline of the complaint and
secondly, they must engage in behavior that allows a stronger influence to step
in and support the firing of this individual for the good of many and the
public in general.
It must be made
clear that this termination, resignation or removal would resolve many problems
and restore the agency's reputation, credibility, strategies and leadership to
the benefit of all stakeholders involved and that this decision outweighs any
other decision that can be made. Regardless who it is, you must ensure the
firing of a chief executive officer or an agency leader is well-managed,
dignified and confidential process limited the actual hearings to those with
vested interest to approve such an action.
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