Missing the Guts

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Accomplished personalities of a network usually have influence on programs and projects. For example, stories coming from the public affairs department are usually discussed to ensure balance between controversial and feel-good themes. Although departments have heads, who can give orders, senior members can exercise a bit of freedom on their desired projects.

One time, the heads noticed that the stories and opinions of Department Personality (DP) were calling attention and stirring a bit of controversy. The heads preferred not to be noticed too much, as bashers can be relentless and they might have to resort to damage control to ensure their image. Even certain government agencies can create issues if they are slighted by certain feature stories, and the management has to respond accordingly. Such exercise can incur time and resources, which could be allocated to other projects. Thus, a head was asked to inform DP to tone down a bit when it comes to expressing his opinions.

Instructing employees can be an easy job if provisions are stated in their contracts. By contrast, DP’s case was different. The experienced heads know that imposing limitations can cause anxiety and even result in a prized talent to seek work somewhere else. Lately, higher-ups noticed that certain opinions of DP have backlashed on the management. Of course, they did not want the limelight and called out the heads. Thus, the heads once again promised to talk to DP to lighten his take on certain current issues. Nonetheless, until now, no one has enough guts to inform DP of the directives of the higher-ups.

‘Values can set a company apart from the competition by clarifying its identity and serving as a rallying point for employees. But coming up with strong values - and sticking to them - requires real guts.’ − Patrick Lencioni

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