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<blockquote data-quote="Thirteen Below" data-source="post: 1060930" data-attributes="member: 18006"><p>I think it's more important to ask the question - has he shown progress in his work?</p><p></p><p>When I was in a senior management position before retiring several years ago, I had to make final hiring and firing decisions on over 100 people in my department. Those were always very, very difficult decisions, because the course of the employee's life (and that of his or her family) depended on me making a fair and objective decision.</p><p></p><p>And when evaluating a somewhat long-term employee, what was more important to me than lumping together the overall body of work over several years as one big blob of data was - what was the trend? Did they show improvement over time? </p><p></p><p>Were there ways in which they consistently struggled, but nevertheless showed signs that they were improving their work, learning from their mistakes and applying the lessons they were learning from their failures? That was the most important question, because the overall "won/lost" record of their 6 or 8 years tenure with the organization was not as important as the issue of whether they were steadily improving the last few years.</p><p></p><p>Firing someone largely on the basis of how poorly they may haveperformed several years ago was foolishness, and would have cost us some potentially very valuable and experienced employees. </p><p></p><p>And I think Gutekunst has. Simply put, he has not yet topped out, not reached his ceiling. He made some frustrating mistakes his first few years, but he's learned a lot, and has had some extremely impressive successes with his methodology in the last 3-4 years. That improvement seems to still be trending upward; his work seems to be still getting better with each each off-season (which is the time of year that a GM does his most important work).</p></blockquote><p></p>
[QUOTE="Thirteen Below, post: 1060930, member: 18006"] I think it's more important to ask the question - has he shown progress in his work? When I was in a senior management position before retiring several years ago, I had to make final hiring and firing decisions on over 100 people in my department. Those were always very, very difficult decisions, because the course of the employee's life (and that of his or her family) depended on me making a fair and objective decision. And when evaluating a somewhat long-term employee, what was more important to me than lumping together the overall body of work over several years as one big blob of data was - what was the trend? Did they show improvement over time? Were there ways in which they consistently struggled, but nevertheless showed signs that they were improving their work, learning from their mistakes and applying the lessons they were learning from their failures? That was the most important question, because the overall "won/lost" record of their 6 or 8 years tenure with the organization was not as important as the issue of whether they were steadily improving the last few years. Firing someone largely on the basis of how poorly they may haveperformed several years ago was foolishness, and would have cost us some potentially very valuable and experienced employees. And I think Gutekunst has. Simply put, he has not yet topped out, not reached his ceiling. He made some frustrating mistakes his first few years, but he's learned a lot, and has had some extremely impressive successes with his methodology in the last 3-4 years. That improvement seems to still be trending upward; his work seems to be still getting better with each each off-season (which is the time of year that a GM does his most important work). [/QUOTE]
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