I Disagree with Jack Welch

Jack and Suzy Welch wrote an interesting response to the question of "What kind of person is a change agent?" in 09 October issue of "Business Week."

While no one can deny Jack's success at GE, or he and Suzy's success since then, I take exception to one of the statements they make. Find $100K+ Jobs

From the article:

"...Most questions we receive about change are from individuals deep within their organizations, .... They hunger to be change agents, but worry they can't be. They're right (emphasis added). Sure, a transformative idea can percolate from below. And yes, gains are being made with employee engagement, ...By and large, however, change is still made by people with some sort of authority."

Wow, talk about a "give up now" moment. What are those who are not in a position of authority supposed to do, just be automatons and hope they get credit for good ideas? While I don't disagree with the points of the article in general, such as change agents must be leaders, I think the Welch's miss the boat for the rest of the working populace. Change agents have to be cultivated and trained, they don't just show up as managers, directors, or CEOs.

If we consider the writings of Stephen Covey, in particular the concept of a "sphere of influence," this is where individual contributors can be change agents. Often, I have been approached by an employee, whether in the Army or in the civilian world, where they have an idea of how to do things better. I may have been able to implement it on a small scale, though it may not happen on a greater scale. Either way, that person made for change and succeeded. Find Premium Finance Jobs on Doostang. Start Now! www.Doostang.com

Further, some of the greatest change initiatives have started out as minor suggestions or incremental improvements. Change, and its second cousin innovation, take time and are often done in small steps. If you are a manager, you should encourage this among all of your employees. Promote your staff to think critically and challenge the status quo. There may be a better way to do it, but you may never know unless you ask. You may be cultivating that agent of change and not even know it.

When to Talk to Your Manager About Quitting

As you have read the posts so far, the topics of raises, promotions, and quitting (in general) have been covered. This post covers that gray area/time when you aren't sure whether you are going to stay or what to quit your current job.

Honesty is the best policy, but there is always discretion. If you are thinking about quiting, you better some darn good reasons and an escape plan prepared. Similar to asking for a raise or promotion, you need to clearly understand and communicate why it is that you are considering this fairly drastic change. It may be simple, such as you and your spouse are moving, or retiring. It may also be complex, where the topics are difficult to discuss. In either case, be honest, factual, but use discretion when necessary. As always, don't let your emotions get the better of you!

Before going in, you need to ask the following questions:

1. Have I talked about these issues or concerns previously, and had a plan to resolve them?

2. Are these issue quantifiable, factual, or emotional (job satisfaction)?

3. Have I done everything possible to resolve these issues, such as speaking with HR, peers, or mentors?

4. What are the minimum requirements for satisfaction? Are those realistic?

5. What is the final straw?

If you can successfully answer these questions, it is time to make an appointment with your manager and discuss them. Hopefully, your manager is aware of the issues and has been working behind the scenes on your behalf. Hopefully, you have been willing to be part of the solution and willing to compromise. This is going to be difficult, but it may reap great rewards.



To borrow a principle from Stephen R. Covey, be willing to accept that you may not be able to solve one or all of the problems at one time. By leaving that option open, you may have given your manager the leeway or time necessary to "make something happen." You may find when the stress of resolution is gone, new possibilities open up.

What happens when you have followed all of this advice and you just can't take it any more? Read my post called "The Graceful Exit."