Archive for the ‘God Sightings’ Category

by Michael Euliss

This week demonstrated an unprecedented series of events  with the departure of basketball superstar LeBron James from the NBA’s Cleveland Cavaliers to the Miami Heat. James’ contract was complete at the end of the 2009-2010 season, making him a free agent. This means he was able to choose another team or continue to play in Cleveland. His decision was so anticipated that he worked with ESPN to make the announcement in a prime-time special called “The Decision”. Why does the decision of one player warrant so much attention?  James’ is one of the best players to ever play professional basketball. At 6-8, 250 he is virtually unstoppable by one defender.

The year before he came to Cleveland, their record was 17 wins, 65 losses and they finished 8th in their division. Since that time, their record has improved each year and they have been in the playoffs for the last five years. Much of this success can be attributed to the talent of Lebron James. However, Lebron chose to leave Cleveland to play in Miami for the next six years. This article is not about Lebron, however. It is about the way the Cleveland ownership handled his departure.

Cavilers owner Dan Gilbert issued an open letter to Lebron, publicly stating his disapproval of the decision.  Cavalier fans began to burn replicas of Lebron James’ jersey in the streets of Cleveland. While being upset and disappointed with the “decision” is a normal reaction, this behavior places an unneeded stress on those who are to replace James as well as setting a poor example for others.

One thing is certain in life, and that is change. Changes in the economy, changes in organizations, and changes in our personnel. In leadership, change is one of the most mishandled dynamics. In my first week as a formal leader in a professional environment, I thought I had it made. Finally I could dictate the changes. I could decide what was to happen. That was not the case. Two days into my new role, a 6-year employee was injured on the job, placing him out of work for 3-6 weeks. While dealing with that, another employee has a traffic accident in a company-owned car. As I received this news, a 5-year employee was saying he needed to talk. I kept putting him off because of all the other chaos. Finally, when things had calmed down a bit, I asked him what he needed. He said that he was resigning and that it was effective immediately. The best part of that day was when the resigning employee told me that it was not personal and that he had accepted a position with another company some weeks ago but forgot to turn in his resignation.

Change is something that is inevitable in every leaders life. Personnel changes are one of those that you must learn to handle with grace.  Friend and fellow ministry partner, Beth Crissman writes in her book, “Longing to Belong” that whether or not the separation is from necessity or disagreement, we must find a way to handle it in a healthy manner, being cautious not to sever the relationship with the departing person nor to sever ourselves from our own value system in the process. If we do not do that we set ourselves up for failure.

By now, most of you know that I am a huge fan of the Andy Griffith Show. I find it very easy to draw analogies about core values from episodes of that show. As I was writing this, I was reminded of the first episode ever aired of the series called “The New Housekeeper”.  In this episode, Andy and Opie are being cared for by a housekeeper, Rose, who is getting married and is moving away. The new housekeeper is “Aunt Bea”, the character who we all know and love.  Upon Aunt Bea’s arrival, Opie will have nothing to do with her because she is not like Rose. (Keep in mind that Opie is about 7 a the time) Over time, Opie recognizes that while Aunt Bea can’t fish or playball like Rose, she does have a very unique quality. She can cook like nobody else – something he benefits from the rest of his life. (at least on the show)

When transitions take place we as leaders must set the example that we want others to follow.  The secret to that, according to Crissman are:

• A clean departure – Properly acknowledging a person’s contributions to your organization and not tearing them down for leaving
• A careful fitting and attachment of the new member – Not holding the new person to a comparison of the former, whether good or bad.  Looking for the value within.
• Protection for all parts (or parties) involved – Being sure that we demonstrate care in all directions

With January and July being the most popular months for major change, be prepared.  As Crissman says, “There is honor in leaving and honor in staying as long as we leave or stay honorably” and we as leaders must learn to handle change…honorably. Remember – others are watching.

I hope you have a great week.