Michael Phelps Teaches Employment Lessons — Tip of the Week
Michael Phelps may be the best swimmer ever, but he’s not perfect. A photo showing his interaction with a marijuana pipe has landed him in hot water. He’s lost some money in sponsorships and some degree of prestige. He says he can learn from the experience. I suggest we all can.
The emphasis on business ethics hasn’t been as pointed in a long time. Employee anger hasn’t been as vociferous in a long time. Executive hubris and employee resentment can be a dangerous combination.
All bosses, particularly executives, are like teenagers — bulletproof. There’s an invisible shield around them. Invulnerability is their watchword.
No workplace is free of bosses who act out, whose conduct is inappropriate, who do stupid things, particularly if they’ve had a few drinks. They need to unwind. I mean, they’re in stressful jobs. And, they’re the boss.
What bosses, particularly executives, can’t seem to understand today is how vulnerable they are. Even in a so-called safe environment where there are only friendly fellow executives, there’s no safety. A friend takes a picture using his cell phone camera for the purpose of giving the boss a hard time later on — in private. Somehow, it’s on the web for all to see. Some videos end up on YouTube.
If an employee is out to get his boss, it’s much easier to come up with photo or video documentation of the boss caught in a weak moment. It’s much harder for companies to deal with Phelps-like embarrassment today than was once the case.
This week’s tip? Human resources professionals need to do some training on this. Bosses know they shouldn’t be doing this kind of stuff. They’re making every effort to be discreet. They just don’t realize how easy it is to get caught. Teach them.
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About Chris Parker
Chris Parker's practice focuses on the representation and counseling of companies in matters pertaining to the workplace and the protection of their intellectual property and trade secrets. In addition to serving as an advocate for clients, Mr. Parker is also trained as a mediator and frequently serves as a third-party neutral.
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About Jimmy Daniel
Jimmy Daniel provides counseling to businesses of all sizes related to the employment relationship. He assists in the drafting of employment agreements, policies, and handbooks, as well as provides guidance related to compliance with federal, state, and local legislation such as the Fair Labor Standards Act and the Family and Medical Leave Act.
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About Larry Bridgesmith
While serving in an Of Counsel relationship with the firm, Mr. Bridgesmith also serves as the Executive Director at the Institute for Conflict Resolution at Lipscomb University and as an officer and principal in Strategic Resolutions Group, LLC. In these roles, Mr. Bridgesmith brings over 30 years of legal experience in dispute resolution and innovative workplace strategies to clients, students and business entities alike.
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I once heard a great term for this sense that executives have: “terminal uniqueness”. It is that belief that they are so unique that no common rules or guidelines apply to or can harm them. Michael Phelps certainly comes to mind. I found the Timothy Geithner tax issue to follow the same pattern. Sadly, a sense of terminal uniqueness can lead to great falls. Here’s hoping Michael Phelps learned a lesson. Thanks for posting.
CO,
I don’t think I had ever heard the term “terminal uniqueness.” It is a great term. Thanks for letting us know about it. Let’s hope that executives can get over this condition.
John