David: Hey, Ken...I need to talk to you.
K: Sure...what's up?
D: Can we step into the conference room? This is a more private conversation.
D: Ok...I'm just going to lay it all out on the table: What do you think of Vincent's management style?
K: Well, Vincent has only been CEO for a couple of years and ... well...um...
D: I don't want to put you on the spot. Here's what I'm getting at: I don't think Vincent is the man for the job.
K: Really? And what led you to this conclusion?
D: As I see it, he lacks the proper vision. His style is more about survival, and he's not taking the company anywhere.
He's treading water instead of swimming.
K: Well, I confess I've had my doubts about his abilities before. It seems he mainly got the job because his famous aunt pulled some strings.
D: I've been with this firm for 26 years and I'd hate to see it go down the drain due to poor leadership skills.
K: Me too. But what can we do? This isn't a reality TV show...we can't just vote him out.
D: Yes and no...We can't ask for a show of hands on who thinks he should be fired, but we can introduce a vote of no confidence at the next board meeting.
K: Interesting idea. You might be on to something
David: One of Vincent's biggest problems is his tendency to micro-manage everything. He sticks his nose into everything instead of leaving the day-to-day decisions to the guys who know what they're doing.
K: That's true. He also seems rather uncertain and indecisive about many things.
D: Yeah...we need a leader who can inspire us. The CEO needs to be a coach, not a referee. You know...not everyone is cut out to be a leader.
K: I think one of the primary skills a leader needs is the ability to listen.
D: Vincent is terrible at that. He frequently seems to completely misunderstand what we're trying to get across. Just between you and me, I've spoken to a few other board members and they say if there is a vote of no confidence, they'll vote "no."
K: But will Vincent be forced to resign if there is such a vote?D: No...but it will do one of two things: one, it will serve as a wake-up call and he might change his style - or two: he might step down if he realizes he's lost the support of the board.
K: Shouldn't we try to find a way to give him a chance to avoid embarrassment?
D: Yes we should. I'll be writing him a private letter next week and expressing our thoughts on the matter. I'd appreciate it if you would sign the letter as well.
K: Humm...well, I guess that's the best way. We'll give him a chance to either improve or resign.
D: And if he rejects those options, we'll try a vote of no confidence.K: Ok, David....I'm on board. Let's give it a shot.