She didn't quit the company. She didn't quit the team. She quit me. There are numerous reasons I shouldn't take it personal. I always do. I think I take it less personal as time goes on, but I definitely take it personal.
What mistakes did I make? Did I listen enough? Did I make enough of an effort to help her feel valued?
It's not as if she was the first person to quit under my leadership. Not even close. But, whenever, they do, I am compelled to examine myself and be vulnerable enough to seek out the contribution that I made to the separation.
Leadership is a school of failure. I read in the leadership books about how a situation "should" be handled but then real life occurs with payroll shortages, staffing irregularities, sales pressure and employee training along with a myriad of other factors and the books get tossed out the window and instinct takes over.
This is one of the strongest arguments for ongoing leadership training. What we do in practice we will do in the game. If we don't constantly practice proper leadership techniques in non-stress environments how can we be expected to perform properly when under stress? Some will, but most won't. It is the human condition.
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