Senior Moments

”Seniors Moments”  is a new advice column where the innocent and the guilty shall remain nameless.  Send your real or imagined, funny or tragic, but always educational problems to the Seniors team, composed of anonymous ICMA Senior Advisors (who shall also remain nameless to protect their reputations ).

Dear Seniors,

 I am a manager in transition to a new gig, and I already have my work cut out for me.  As excited as I am to go to a great new place, there is an internal candidate who did not get chosen, and has been pretty vocal about their dissatisfaction in the decision.  It has become a public scene, with the candidate criticizing the governing body openly, and local groups weighing in.  What advice do you have for me as I begin this new gig and start these new relationships?

 Sincerely,

Can’t we all just get along?

Dear Can't We Just Get Along,

That's a tough situation to be walking into but we have some thoughts to share.  We recommend that you reach out to the unsuccessful internal candidate with an open mind and attempt to establish a relationship as soon as possible, even before you officially start.  Hear him or her out before judging them or attempting to establish any guidelines for their behavior.  If the internal candidate is truly a professional, they will know that they crossed the line in criticizing the governing body's decision.  The new manager should let the individual know that they are starting with a clean slate with them and that they are confident/hopeful that the two of them can work together.  The new manager could also solicit their help in being introduced to the community.  Having them appear to be working together as a team would be beneficial to all parties.  Later, after the new manager is on board, the new manager can talk about expectations for their relationship and expected behavior as we are sure will be done with other direct reports.  If all goes well, there may be an opportunity to promote the internal candidate, perhaps to a deputy position, in recognition of their experience and performance.  If the new manager's attempts to establish a productive and trusting relationship fail, they should do what they can to help the internal candidate be a successful external candidate elsewhere.  

As always, if this response seems lacking or raises further questions, feel free to reach out and contact a Senior Advisor directly. We are here to assist you navigate your local government management career and enjoy paying back the support that helped us through our careers.

Wishing you the best in your new position.

The Seniors 

The full list of Senior Advisors with contact information is available here.