Several times, Julia approached Roberto to discuss options. Each time Roberto responded with something like, “I’m pretty busy. Give me your best plan and I’ll look at it.”
After considerable thought, Julia produced a plan for ten percent reduction.
Roberto responded, “We have too many supervisors. You need to lose some supervisors. I don’t want all of the shrinkage from employees.”
Julia responded, “I will be relying heavily on my experienced supervisors. There is going to be a lot of confusion when we start realigning duties. And I can’t just demote a supervisor and expect to get the commitment we need.”
“I can’t accept the plan,” Roberto said. “I’ll take it from here.”
Roberto’s eventual decision had no resemblance to Julia’s plan. Of course, the department was confused and disheartened. Turmoil continued for many months.
Roberto could have eased some of the confusion had he stayed more engaged with Julia. But Roberto chose to exemplify Ken Blanchard’s seagull management—he flew in, made a lot of noise, dumped on everyone and then flew out.