Michele, While I don't disagree in principal that remote management is less useful than local management, the individual I suggested as an interim manager has, unlike any possible external candidate, several years of just that experience in the MdR offices. I do however take exception to your writing as follows:
In any case, the entire thing is moot, as Beckstrom is staying on until next July
First, the employee's representations are not relevent, nor, for that matter, are the representations of a single member of the Board, unless the regal style of the former Chair is to be unfortunately perpetuated, which lead directly to the selection of this particular person to be employed as the executive manager. Mr. Beckstrom's employment contract expires on a date. He may yet elect to take an earlier date of termination, and the actual interim executive management of the corporation may be carried out by one or more other persons. Second, as a matter of policy, this regional organization, may, whether any others join it, or oppose it, recommend that a situation which it holds harmful to the corporation be the subject of efforts to reduce the harm. This policy originating capacity is not conditional upon third parties. Had you written "For me [Michele Neylon], the entire thing is moot, ..." I'd only have to point to the first observation, the non-binding nature of the employee's claims regarding future performance of an at-will contract. An management period which resulted in significant loss of staff is coming to an end. It is reasonable to consider alternatives to the "strongman" style of leadership exercised by the former Chair, and the claims, which are very difficult to actually substantiate, of increassed "professionalism" and "performance", advanced by the non-renewed Executive, and collaterally, the utility of several recent senior hires, and whether any of the recent senior and mid-level losses of experienced staff are reversable. Eric