Taking the Initiative

Ted Miller, HMCC, CHME, CHSP, CGTP, CGMP

Question: Senior management who would normally direct my department have recently left the organization. How do you suggest I operate until the new senior managers are hired?

Answer: Depending on the amount of time you have been with the organization, I assume that even with the previous senior managers you knew what needed to be accomplished. While many senior managers want to appear as if they control everything, in reality it is the department heads or department managers that run the operation. Look at the duties you need to perform and move forward. When new senior staff is hired, you can update them on your department’s progress. Never just sit and wait for direction; take initiative!

Question: We are in a situation where we have some business decisions to make and would normally have certain senior staff sign off on them, but they will not be available for more than a week. Should we move forward or sit and wait for formal approval?

Answer: There is a phrase we use quite often in our industry, and it certainly applies in this situation: “You can always beg for forgiveness rather than ask permission.” More than likely, you know what the correct decision should be, so make the decision. If you have a subordinate who is not comfortable moving forward, then either explain the situation in detail for them to better understand why you are making this particular decision or simply tell them that you will assume any issues if they surface later. Most decisions cannot wait, so move forward!

Question: We are faced with some department heads that take an inordinate amount of time to make a decision. Even when they make a decision, it does not normally address the issues we face. How do you suggest we handle such an individual?

Answer: This situation is not uncommon and if it is allowed to persist the organization will come to a halt. There are some decisions that you already know the answer so I suggest you make the decision and inform the manager that you have handled it for them. It can often be prudent to tell the manager that you have seen them in action and made the decision based on their past leadership. Sometimes appealing to someone’s ego can help enable you to move forward with what might be an obvious choice.