Changing of the Guard
Bringing in new management is simultaneously the smartest and hardest thing to do correctly in business. New blood, especially if coming from a different industry, can breathe new life into a stagnating company. However, during this process there are usually a few people whose toes get stepped on, so it is important to keep them involved because their experience may be important for the team to succeed as a whole. Most managers would rather be a player on a winning team than the captain on a losing one.
Having said that, there will always be a few people who are very resistant to change, and would rather sew the seeds of discontent. It is important to identify them early, and either counsel them or remove them. These few can be capable of usurping authority, bringing energy levels down, or worse.
A client was losing members to their club, and could not seem to build the numbers up again. After speaking with the executives, the problem was obvious. There was a loud, domineering individual who was resistant to change, and would not concede.
A consumer study was conducted, in order to discover what the underlying cause of the attrition rate was, facts were gathered, and an analysis and write up were concluded and offered to the executive committee. There were some simple issues that needed to be addressed which would not only get back lost members, but add to their rosters expanding their market demographics.
Though this person was not the highest ranked in the room, he refused to yield his opinion to logic, facts, or even the consideration of trying something new. Needless to say that this plan will not be implemented until he is gone, at which point I hope it will not be too late.
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