Reply to thread

Message

[QUOTE="Zepharus, post: 4586521, member: 6135"]
This is honestly an easy conversation.  I know it seems impossible to the average person, but if you deal with managing and motivating people for a living, this talk is in your toolbox.  I've led and motivated people for the better part of 30 years at this point so I have some experience in this.

The key is to sit down, after the season and have an honest conversation. With an employee like JB who has been a good- great employee but has exceeded his shelf life, the conversation should be mostly positive while leaving the conversation and being on the same page.

During this talk lead with your admiration and all the positives.  You stress that you care deeply for this person and value what their legacy is and can still be.  You emphasize that you acknowledge this is not the way that they would have scripted it to end, but that you need them to understand the impact on not only the business but themselves. Present that you would like them to be involved in the search and that the current staff will be a part of the interview process.  Close with the fact that you always want them to be a part of what was accomplished and you look forward to seeing them be a part of the media community and an ambassador to the program.

If you're Wildhack this is EXTRA easy as you left as head of ESPN...

Have this conversation a week after the ACCT loss to give a calmer perspective a chance to take over.
[/QUOTE]

Verification

What is a Syracuse fan's favorite color?