The Chocolate Bar and Company

The Finance Director had delivered a brilliant presentation of the financial position of the organization. The net profit after tax (NPAT) for half year was 718 million Naira. It was a growth of 43%. It was a good half year especially with the indices showing a 15% growth potentials from the new partnership with the tech giant, Pronoko. After questions and clarifications, the report was formally adopted and a brilliant applauds ended the presentation. These vibrancy and energy ushered in the HR Director, the hired competence and bride of change saddled with the responsibility of performance management and result from the people.

She was a chocolate bar that morning. Her light brown jacket over a dark brown pants with a long swirling sweep of mane behind her neck completed the elegance. She presented the performance appraisal report of each department and highlighted the number of people who have been recommended for promotion by each head of function and the various trainings and international engagement that each have proposed for talents identified for different succession opportunity. She also identified both local and international opportunities for the directors, including her representation at the National CIPM summit and the HRCI Conference in Manchester.

She distributed summary sheet across all department and the financial implications of the recommendation. “Madam, from your presentation and the summary sheets we have here, I see that your department is conspicuously missing on the list. Why?”

“Well, the reasons are not farfetched. About 60% of my staff, including the indirect hire are incompetent. They are a bunch of people who really do not want to work. They are just waiting to be promoted believing its statutory for the company to do so. They believe the organization is rich so should offer them incentives. The last HR Director did this company a huge disservice by recruiting incompetent hands who have refused to grow with market demands and unique requirement of the organization. My submission is that none of them deserves to be promoted, hence the reason for HR department been conspicuously missing in the stream of promotional activities.”

“But I find it interesting that none of your staff is also on the list of the seven placed on PIP. At least the Performance Improvement Plan would have been an opportunity to improve their lots or a fairer chance to either retain them or send them off. I also see that you haven’t recommended them for any training either. Would this not have been an opportunity to expose them to industrial standard and what is obtainable? What innovative method of improvement or learning have you introduced to this team of yours? At least I do not also see them on the list of those who have been recommended for sack or dismissal.”

The room fell into a grave silence. The heat was on and the temperature was rising. I scribbled away. Madam HR Director placed her hands on the conference table. She needed more than the support it offered; her shoulder deflated and face sullen.

“I am sorry if this sounds unusual, but I will say it anyway. You came in here with this well prepared report. You equally mentioned that your department has managed the entire Human Resource and administration perfectly. Your facilities management report is the best I have seen since the advent of these organization, because that blocks off waste and leakages. In fact you have moved the department away from a mere cost centre and re-positioned it as a cost-saving center at the minimum. Everyone applauded the effort of the HR Team and you have not recommended a single promotion, PIP, Training, coaching or cross-function opportunity. Tell me, do you work alone or do you have a team?”

“I have a team sir and we work together.” She clasped her hand together in front of her pants.

“Great, I am glad to hear that. We recruited you precisely as one who will not just add value to the organization but right the wrongs. If after spending one year, you still refer to the incompetence of a previous head, taking no responsibility, then why are you here? Leadership roles deliver results and not complains or a depressing list of problems. There is no team in the world where the coach wins alone. If you are not convinced ask Arsene Wenger.”

The silence became graver, the tense more intense. We exchanged quick glances and returned our eyes to the one under the heat. The legal Director who was the next presenter looked the most disturbed. I was representing the council so I had no panic. I continued to scribble away fact, figures and the moment. I drew the chocolate bar, colouring the darker side with my black pen and hatching the top to create a tonal monochromatic heraldic representation. I drew several drips to show the melting scene and drew several little and large puddles that depicts the global local warming happening in the conference room. It was a melting day indeed.

“Well since your team does not merit promotion, referencing previous recommendation stating some were long overdue, you as the coach of a non-performing team cannot lift the trophy alone. You will also not be promoted.” The silence persisted, the temperature climaxed, the chocolate melted further, the puddle grew bigger……..

Remember, when you chase the sun, you will catch the clouds, when you long for the moonlight, stories are heralded. Never seek perfection, simply stay genuine.

Oladele-Ilori is a management consultant, trainer/facilitator, an entrepreneur, an author, a wife and mother. She is the HR Advisory at House of Procurement. She is also the convener of WELEAD -www.weleadnetwork.org