As HR pros, we're trained and train others not to ask questions that get into the messy stuff we could get sued for. You know the type of questions..."You have kids?".. "Where were you born?".. and my personal favorite that I've actually heard come out of a manager's mouth: "Do you consider yourself to be white or hispanic?" (The manager was trying a bit too hard on the Affirmative Action side of the house and apparently was unaware of the Self-ID process that took care of that little tidbit).
Of course, there are times when you'll need to suck it up and ask tough questions that might make you uncomfortable based on how you were raised in HR. Try the following question for example:
"Got any health issues that might prevent you from working the next five years?"
I know, you would never ask that. The thing is, you might need to, especially if you're dealing with someone in your company's succession plan. If you don't, you're leaving to fate and chance issues you might have successfully blocked and tackled prior to your succession plan blowing up due to unforeseen walk-outs.
Think I'm joking? Ask McDonald's, who recently suffered an investor relations issue when their number two exec walked out due to knee trouble:
"After McDonald’s lost two chief executives to fatal illness in rapid succession in 2004, the company was praised for managing a smooth transition. But the unexpected departure this month of its No. 2 executive, Ralph Alvarez, raises concerns that the fast food giant may have lost its touch in planning for changes at the top. The abrupt retirement of Mr. Alvarez, 55, the company’s president and chief operating officer, came as a surprise to people in and around McDonald’s. The company announced Dec. 1 that Mr. Alvarez was retiring, effective Thursday, because of chronic knee pain.
His departure is the second time in a little more than three years that the company’s No. 2 executive has left suddenly. In 2006, investors and analysts were similarly surprised when Mr. Alvarez’s predecessor, Michael J. Roberts, announced his resignation. Both Mr. Alvarez and Mr. Roberts had been widely viewed as likely successors to James A. Skinner, the chief executive, and experts in corporate succession said the departures could signal deeper problems.
“If I’ve got churn at the top, and it’s unexpected churn or quick churn or repetitive churn, I start to get pretty concerned about that,” said David Lewin, a professor at the Anderson School of Management at the University of California, Los Angeles.
Mr. Alvarez said his departure was prompted solely by health concerns. But he also said he was aware that Mr. Skinner was not planning to retire soon, and so he did not expect the top job to come open in the short term.
“That was not something that was in the cards in the foreseeable future,” Mr. Alvarez said, “and that obviously plays a part in my decision.”
So, here's the lesson, HR boys and girls. As you move up the food chain, you run into different issues, and because the circumstances change, you have to adapt. Most C-level execs, even in non-Fortune 500s, are under some type of employment contract, and in exchange for that guarenteed compensation, they sign a waiver that says they're not going to sue you. So, you have the right to be more aggressive and ask the tough questions, especially if you're dealing with succession issues.
You've got to get out of the old HR mentality if you're in an issue like this. The guy retired due to KNEE PROBLEMS.
That's the kind of surprise that no one needs when it comes to talent.
Ask the right questions. Figure out what you need to do to limit or remove your liability, but for the love of god, don't be afraid to ask the right questions due to how you were raised in the world of HR.
Layer this on top of what's happened at McD in the top spot over the past decade, and the plot thickens:
2003—Jack Greenberg out as CEO, Jim Cantalupo in.
2004—Jim Cantalupo has a heart attack at the national McD event. Charlie Bell takes over the top job.
2005—Charlie Bell succumbs to cancer in January... which he was diagnosed with one month after taking the helm. Skinner becomes CEO.
2006—Mike Roberts steps down.
2009—Alvarez steps down.
The lesson? Shut the door and have the tough conversation with your successors. If you're afraid of the legal ramifications, talk to your attorney and figure out a way to make it happen. You need to know everything about their willingness and ability to stick it out... both if they get the promotion and also, if they don't.
And maybe skip the fries next time, too.
Posted by: Jason Seiden | January 04, 2010 at 04:48 PM