We Need Our Johns.

John (not his real name) was a decent, good, honest man who held a senior role in a large organisation.

He was sincere, cared about his people, was approachable, technically competent, fair, down to earth and honest.

And he chose not to use his position to its fullest to call out and change the poor management of those around him.

Eventually John was head-hunted by another, larger organisation to lead it.

Some might judge John as lacking courage or integrity.

That’s idealistic romanticism.

Here’s the reality.

Mary, Jack, Jill, and Tom (not their real names) in John’s former organisation responded to the poor leadership by voting with their feet and leaving, or spoke up and were asked to leave, or had their promotion or oppportunities thwarted because they challenged the under performers, or just chose to stay low, shut up, and take their pay cheques.

Their decisions, while authentic and brave and true, meant the organisation and those it served lost the benefit of their gifts.

While John continued to serve his old organisation and now his new one with the valuable benefit of his talents and organisational wisdom and positive contribution.

All organisations need their Marys, Jacks, Jills and Toms.

They and we also need their Johns.