All right. So Branton Stewart has been going around complaining about how upset he was that Sheneman announced she didn’t get the job before the RID was ready to announce their CEO choice.
Own The Bed You Made, RID.
You dangled the two candidates in front of your membership for feedback. Your idea might have been to engage the membership and excite them about new leadership for the RID. That didn’t seem to work, though, given the results and misunderstandings surrounding the “survey/vote.”
But it did excite deaf people. It built momentum. It built expectations.
Then You Made It Worse. By announcing on April 30 that you had made your choice. So everyone knew. That meant Sheneman must know either way- that she had the job or that she didn’t. Can you imagine how many people asked? The frenzy, the curiosity, the excitement that deaf people would have representation…and how that builds up over time.
And You. Dragged. It. Out.
Yeah. background checks, salary and contract negotiations with Joey, etc. Maybe you should have thought of that first before using Candidate #2 as a token. Or as a tool to excite your membership. Or make more money on membership fees. Whatever.
If you were human, if you had heart, you would have made the announcement as to your final choice much sooner. In fact, you should have done so as soon as you told her she didn’t have the job.
When you get pissed off at Sheneman for remaining silent for four weeks through a barrage of questions without recognizing A) how you set up that situation yourselves from the design of the interview process to your dangling cliffhanger announcement on April 30 to your failure to be able to announce Joey as the CEO immediately upon informing Sheneman and B) without recognizing the emotional effect of having to maintain a facade of “everything’s ok” and smiling at every person who says you’re a shoo-in for a entire month is a pretty fucking difficult task and is in fact commendable, then
You. Have. No. Humanity.
Here’s a public relations tip for next time. “We are close to a decision.” Close would have been true. The final decision is made when the background checks are done and ink on contracts are dry. Close is a very tiny little word that would have spared everyone a lot of pain and embarrassment.
And it makes you seem more thoughtful and deliberative. Taking two weeks instead of two days to make such a significant decision for an organization that’s struggling.
Words matter. Nuance matters.
Stop whining and start taking responsibility for your decisions. This is what happens when you treat hiring like a reality show.