Time to Reassess: What Would You Change In Your Organization?
Travis Kalanick and Uber have had a hell of a year, both inside and outside of his role of CEO of the company. But now that the founder is out as CEO, it’s time for the company to move onward and upward.
There was just too much negative press in its recent history for the company to continue on with Kalanick at the helm. From alleged mistreatment of its drivers to allegations of a work environment hiding sexual harassment of women to Kalanick’s own drunken diatribe as a customer/passenger toward an Uber driver to executives leaving in droves as all the controversies mounted, the company has been marred in poor publicity and even worse internal control.
All of this was unfortunately capped off by the loss of his mother in a tragic boating accident and his resignation from his own company at the request of some of its biggest shareholders.
This is an extreme example where a company was firing on all cylinders in the wrong direction.
Very rarely have we witnessed the meteoric rise of a company be overshadowed by such issues, culminating in the removal of the founder and CEO. But, considering all the events of the past year, one has to wonder why it took so long for Kalanick’s resignation to be sought.
Now board members have stepped up to bring the company back around to the time when it lead its industry without such digressions and distractions, and the search for a new CEO is in the works to put an end to this tumultuous chapter in the company’s history.
This is an extreme example of a company needing a rebirth – a focused, thoughtful and genuine restart.
The future, strategy, and mission of an organization in such a situation can remain in limbo and in question.
Bringing in some fresh and new blood could make all the difference, both internally in operations and execution, and externally in perception and public relations. We can only wait and see who will take over for Kalanick to remake Uber.
Cases like this can call us to examine even the smallest blips in our own culture, performances, or attitudes which, although they might not lead to such dire consequences as those in the Uber case, could yield some likely unintended and undesired results.
So for you and your organization:
- What changes do you believe are needed, whether in executive level leadership or in the mission?
- What subtle tweaks in the approach to the public can be made by your organization to improve its success?
- What is the company’s relationship with its employees (or independent contractors, such as in Uber’s case) like?
It’s incumbent upon us to frequently assess our model of doing business or carrying out our mission. We shouldn’t wait until things fall apart. We need to stay ahead of them to avert such unfortunate distractions.
How will you do that, no matter where you are in the organization or company?
What part will you play?