…From Dunn (in an April 2016 post titled “MAMBA OUT: When Leaving Your Company, You Should Go Out Doing What Made You Special” – bold emphasis mine):
When the end comes at your company – whether you’re voluntarily leaving or you’ve impacted by a reorganization that allows you to stay in your role for a month or two – WE SHOULD GO DOWN SHOOTING AND SWINGING. That doesn’t have to be negative.
Your role in your final days – if you want to be remembered as a talented person – is to go down shooting…
…Whatever your special skills are, you should use them as much as possible in your final days. Good at pressuring people to do things they don’t want to do? Do more of that. Good at blowing people up so the greater good in your organization is served? More please. Good at making your team feel good about themselves and full of positive self-esteem? Don’t stop. Do more of it.
^Sharing this because I have recently had the chance to watch what this looks like first hand when done well, and if I should ever leave my own organization it’s an ideal that I also want to embody.
…The truth is that no matter how well a company treats you, sometimes a better opportunity just comes along: More money, the right title, a better location, more flexible work hours… sometimes change sneaks up on us and it is the right moment and we just need to pursue it. And conversely, sometimes you may also be treated unfairly by an employer – be that getting severed as part of a re-org, or performance managed out for something you’re left holding the bag over. And it is in these moments – when no one expects anything from you but the minimum – that you can demonstrate incredible character and professionalism by proving that expectation wrong.
Setting aside the fact that it’s a small world (and people you work with now tend to be people you work with or for later in another context), being in the habit of being the best version of yourself every day, all the time will pay dividends throughout your career because it isn’t common. You will start to create separation from your peers – first at the margins and then in abundance. And this separation will turn into promotions and comp that grow exponentially over time against what you’d have gotten by just coasting when you could get away with it.
…I don’t have a great HR insight today or big question… this is mostly a re-share. That said, I wonder if there’s a way to really screen for this “it” factor… anyone have any great interview questions to parse it out? 😉