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2/ Example: making 2 reports on your team who fundamentally hate each other due to a trust fallout get along anyway and "be professional"
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3/ Managers try to "solve" these problems because TINA: there is no alternative. Not because they know good solutions.
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4/ These problems are TINA because the people involved need the job/money and have to stay on and "make it work" even if very, very badly.
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5/ Managers get props for trying hard and doing better than "utter, miserable failure" not for producing spectacular, elegant solutions
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6/ But the *moment* there is an alternative, and it is picked, it becomes clear how godawful the "best" previous solution really was
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7/ About 90% of the time, the "alternative" is for somebody to make an exit, removing the impossible problem altogether.
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8/ Over last 400 yrs, such exit options have proliferated. Serfs for example, had a once-in-3-generations chances to exit by revolt
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9/ Today, you're likely to have 10-13 jobs/3-4 careers in a lifetime. And 4-5 project-level exit opportunities within each job.
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10/ We've gone from 0.3 exits/lifetime to something like 30-40. Each exit "solves" an impossible management problem and improves things.
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12/ Unfortunately, the exit option is MOST available to the MOST critical linchpin people with high demand elsewhere
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13/ This means exits often "solves" a critical people-problem by creating a new "talent" problem. Deadwood that won't be missed won't leave.
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