Because his gifts would allow him to be even better in another position.

It was a really hard decision and one I did not take lightly.  I only made the move after much consideration and seeking the advice of multiple people that I trust who were also familiar with the situation.

I made the decision to let my executive assistant go last week.  He had been my assistant for a little over 3 months and was doing a good job, but not a great job.  He was a good employee that could be depended upon to do what he said he was going to do.  He showed up on time or communicated well when he needed time off.  His performance was solid on more than 95% of the job duties.  However, his gift areas and personality were not right for this position.  Those gifts lie in the area of building strong relationships.  He connected well with others inside and outside the organization.  He brought  an element of fun to the position and the office.  He has a servant’s attitude.  All valuable skills.

However, the weaknesses were that he did not love routines.  Since he connected well to others, he interacted a lot socially, which does not always bring with it close attention to timing.  He did not love the details.  All of these characteristics are critical for my assistant position.

Ultimately it became unfair to me, the organization and to him to leave him in the position.  It was unfair to me because there were elements of the job I was forced to micro manage.  It was unfair to the organization because when details were missed it affected those I work closely with, hindering their ability to execute.  It was unfair to him because he is a great guy, a great employee with valuable skills doing a job that was not in his wheelhouse.  Thus, I could no longer hold him in a position where he would be good, but not great.  He deserves the opportunity to find a better fit for his skill set where he can be great.

I’ve read Good to Great by Jim Collins where he talks about getting the right people on the bus and in the right seat.  I’ve heard Andy Stanley reiterate the same principles.  I’ve heard Andy refer to Bill Hybels and how great leaders ask themselves “What would a great leader do?”  Deep down I knew it was the right decision, but still not easy.  It affects his livelihood in the short run.  It negatively affects my capacity in the short run.  It was a really hard conversation to have.  In this case, knowing it was the right long term decision did not make it any easier in the short term.

In theory it sounds good and right.  In practice is really hard, just like most great leadership principles.  I hope this will give you some encouragement the next time you have to make one of those really hard, right decisions.