Ending with respect

Taking someone out of a team disrupts the team and changes everyone’s roles in that team.

How they relate to each other changes.
How they relate to other teams can change.
How the people in their new roles need to be managed and mentored changes.

Ripping people out of a team multiplies this effect.

Those left behind question their safety, their purpose, the integrity of the organisation, their value, and their sense of belonging.

Those who gave so much and were treated poorly are often left with confusion, sadness, and a sense of betrayal.

The organisation is left with invisible wounds as the values of “money over people” and the difference between stated-values and lived-values are handed down subconsciously through teams and departments.

Doing this to 1000 teams, as happened recently at Capital One, multiplies this impact by more than 1000.

Without good endings, we can’t create a good beginnings.

Good endings matter.
Deeply acknowledging what has been given and taken in a system matters.
Treating people with respect matters.

“The part can never be well unless the whole is well” – Plato.

Systemic Health matters.