A colleague within his organization left on a sabbatical, and Ned was tabbed to cover both his own responsibilities and the sales functions of the departing co-worker. The following weeks proved pivotal.
Ned not only shouldered his own duties with his customary aplomb, but injected fresh new insights into the sales position. Under Ned’s stewardship, sales and revenues climbed to levels never before tallied by the firm.
That’s when Ned’s boss “got it.” Not only was Ned good, he was too good. Any more brilliance from him, and she might be leapfrogged on the corporate ladder by the very man whose job performance she graded. When Ned’s next job review came around, he had reason to expect an even more glowing appraisal. Instead, his boss tore into him, ripping his decision-making skills and marginalizing his contributions to the company. And from all accounts she managed to pull it off with a straight face.
Maybe she thought he’d get mad and quit, but that didn’t happen. So she began hinting, first subtly and then more baldly, that Ned should look elsewhere for employment. Ned finally was forced out, his boss kept her post and large paycheck, and the firm lost a vital contributor.