Last week the conclusion to Game 5 of the NBA Finals provided a highly talked about moment. In the post-game press conference the Golden State Warriors GM Bob Myers breaks down discussing the injury to his star player Kevin Durant. It was all over ESPN the following day and he was often met with criticism for showing such emotion.
It has been pretty well assumed that this year would be Durant’s last in the Bay Area. While he has a player option for the 2019-2020 season, virtually everyone “knows“ he is going to move on after this past season. The only question being where. This is why the emotions displayed by Myers was significant. It wasn’t about the fact that his loss would hamper the Warriors attempt at a 3-peat – because it would - it was because they had a close relationship and he genuinely cares about him. Think about it. Here is one of the top players in the world that is likely to leave your organization, one that has been so ridiculously successful the past half-decade and one that can offer him more money than any other team. And yet he is sad for Durant – not himself or the organization. That says a lot about someone as a leader.
The reason this press conference was so intriguing to me is that in the past month two good friends of mine left the organizations they worked at for new opportunities – and their departures were much different. Treated poorly from the time they put their notice in, it concluded with their last day passing without a goodbye from the leaders at their companies. Can you imagine putting years and years into a company to have your final days conclude that way? How do you think the others in the company will react to that treatment? If these key people are treated that way upon their departure how do they feel about me? Am I just a body in a desk? And why am I still here?
When key people leave they create holes in your organization. It’s tough, but it does create new opportunities for other team members, and more so one should be happy for your past employees continuing to chase their dreams. If you own the company, or are an employee that was ascended to the level that achieves your goals that is great. You are living your dream. So why not be happy for others trying to do the same for themselves? Sometimes your organization can’t provide an employee with what they need to achieve their goals and dreams. Other times you can, but a log jam of talent lining up for that position makes the timeliness of when it can happen far off. And sometimes employees leave to simply avoid dysfunction.
Think about the contrast. In one case emotions poured out as an employee gets hurt and likely will never play for that team again. The emotions revolved not around the future, but the past. A thank you for three years of service that resulted in unparalleled success for their team – including two Championships. In the other cases the focus was on the future - forgetting the past which brought high levels of performance and success. Rather selfishness and pettiness took over and all the great years they provided their organization(s) are dismissed and their last days go by not only without fanfare and a good-bye party but without a good-bye at all.
Which leads to these questions:
Which organization(s) would you want to work for?
Which organization(s) do you think is more successful?