How do you solve a problem like Melissa?

My apologies to “The Sound of Music”, but BBC’s Apprentice Melissa Cohen, represents a real conundrum to modern day businesses and communities.

In the film, very un-nun-like “Maria” played by screen legend Julie Andrews, represents a big problem for the nuns. The singing nun is forced to leave the nunnery but eventually finds love and happiness in the arms of  Captain Von Trapp.

Similarly, Melissa get’s fired in Episode 4 of The Apprentice. Her screen performance by all accounts was abysmal! Indeed I’ve not heard one vote in support.

But what do we do with someone like Melissa? In the UK you can’t just “fire” people so easily. Sure there are performance measures and disciplinary procedures, but these are fraught with difficulty and legal risk, not to mention the time they take up.

How did Melissa get selected (recruited) in the first place? Let’s assume she wasn’t selected purely to exasperate Lord Sugar and the rest of us.

Nor (let’s hope) was she selected for her entertainment value.

There must have been something, maybe even a lot going for her. Perhaps she had one or two strong “Apprentice”- like qualities, such as, for example, dogged determination and an entrepreneurial track record?

In the past, contestants have managed to overcome some of their more annoying traits, and survive to latter shows. That Melissa didn’t may not be entirely her fault.

I appreciate that the show’s format is probably set in stone, but in the real world, most raw recruits would benefit from some tutoring as they go.

Imagine how useful it would be to have Karren Brady and Nick Hewer actually intervening from time to time as the tasks progress. Most of us weren’t born with the skills we possess, we acquired them.

Sometimes we just needed the example to follow or a gentle push in the right direction.

The problem of Melissa, just like the “problem of Maria” is actually that talent and potential can easily be lost. They are lost underneath the weight of our systems; the “way we do things round here”.

Not only that, Melissa doesn’t just go away, or even particularly “get” why she was fired. In the real world that’s a law suit.

The world is filling up with bewildered if not angry Melissas. Not our problem? Perhaps.

But isn’t this a knowledge economy? Isn’t reputation so easily lost? How will we protect that?

Rather, could we not have handled “Melissa” better?

If we are seeing a pattern in bad leavers, maybe we are the problem?

See also: Next episodes: Alex Epstein: was it unfair dismissal?

Apprentice Alex: it’s a total mess!

 Was Paloma too smoth?

 How does Paloma’s strategy fail her?

Earlier episodes:

 Apprentice Mel: are they horrible people?

Enquiries about tough people problems

About these ads

About drstevelewis

Good leadership is essential for any project to succeed. I specialise in the most difficult leadership challenges; those involving the way we relate to other people or the way they relate to us. With a background of many years in business and an earlier training in medicine I combine the two in a unique consultancy.
This entry was posted in Broken relationships in business, Bullying in the work place, Conflict, Film takes, Managing people, Mentoring, Recruitment, The Apprentice, TV reviews, You're fired and tagged , , , , , , , , , , , . Bookmark the permalink.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s