What’s Your Experience? [#8 in Burned Out Series]

Seven years ago, I started Rozzi and Associates. It wasn’t planned. Rather, it was an unintended outcome of a prior decision.

In the spring of 2017, I took a position as an organizational development consultant (ODC) for a large company. The company recruiting and interview process while rigorous, was timely and professional. The hiring manager and department leader were inspiring as they shared about the company core values and where the department was headed. Further, the role they envisioned me having in the department was exactly what I had hoped for and emphasized my strengths and expertise. It seemed like a perfect fit.

The first few weeks were promising as I was taken through an intentional onboarding process with another recent ODC hire. Yet, when the actual department goals were laid out and assignments given, it was not anything like the picture they had painted for us. Our roles had completely shifted.

Further, many of the company values played out very different than expected.

“Empowerment” was given as a 1-hour “content review” over a topic that we were expected to give a 3-hour training on the next week.

“Accountability” emerged as being asked to write an article as our manager walked through the office to another meeting and then being questioned why we didn’t use specific wording or examples.

“Integrity” was display as being told we could hold a “confidential” focus group to understand what our emerging leaders were experiencing in their roles. But when findings were presented, our leadership said we couldn’t share it with the executive team because it looked so bad. Further, they wanted to know who said specific comments. When we wouldn’t break confidentiality, we were told we weren’t team players.

Slowly my passion, my drive, and my energy eroded.

I was not a quiet quitter or loud laborer. I worked hard to clarify and meet expectations, asked questions, sought additional support, and utilized the People Department.

In the end, the truth was my role had shifted to no longer utilize my strengths. Further, I was not performing well under my manager’s leadership and the culture of the organization didn’t resonate with me.

I made the decision to leave. It was my choice.

Out of that choice, Rozzi and Associates was born.

It is important to remember that organizations should always be asking: Do we have the right people in the right seats on our bus to accomplish our mission?

And people are always asking themselves: Am I in the right seat on the right bus for me?

 The choice is in what you do with the answer.

 What choice do you need to make?