Sometimes a key employee develops a self-destructive habit; for example,
This often causes lack of creativity and productivity, poor decisions,
deteriorating public relations or expensive mistakes. It is costly to let
a key executive go, as is finding a replacement. Perhaps this is a valued
employee, possibly a friend, who has served well for many years. Far better
to correct the problem and keep the executive.
But how do you address the problem without doing more harm than good?
- Do it right. This is no time for questionable techniques or
- Do no harm. Act only within the confines of legality and professional
ethics, and only with deepest respect.
- Do it now. The risk of delay is great for both the executive
and the organization.
- Call for assistance. Engage an experienced professional interventionist.
The situation is too critical and delicate to do otherwise.
Intervention with top executives in a corporate or other professional
setting is very effective.
However, there are many issues unique to interventions conducted in
these circumstances. Public relation issues, legal implications, continuing
care and return-to-work matters, and disclosure issues can all be extremely
delicate. These and other matters must all be handled with extreme care.