Winning the Game When You Lose the Player
Updated: Aug 24
I once lost one of my best employees, and it was my fault.
She was excellent in her role. A true SME. The kind of person who knew the process, the shortcuts, the landmines, and where the bodies were buried.
But she loved government compliance.
I know. I was stunned too.
To me, government compliance felt like watching beige paint dry inside a filing cabinet. To her, it was fascinating. She understood it, cared about it, and actually got energy from the details most people avoided like airport middle seats.
So I started putting her closer to it.
I gave her exposure. I put her in meetings. I let her interact with our DoD compliance officials. I moved the spotlight toward the thing she cared about, even though she was already incredibly valuable where she was.
Eventually, they offered her a role.
And I lost her.
Some leaders would call that dumb. Why develop someone into leaving?
Because the team was watching.
They saw that I was willing to elevate someone even when it cost me. They saw that development was not just a poster on the wall or a bullet point in a talent review.. It was real.
When people know you will help them grow, even beyond your own org chart, trust goes up.
Engagement goes up. Performance goes up.
Sometimes you win the game by losing the player.
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