here - Satellite Beach

CALVIN PECK
Tab 9
measuring performance relative to those goals, but just looking at goals sometimes
misses the mark. So performance to goals, I believe, must always be assessed within the
larger context of ongoing improvements.
Biggest Achievement (success):
Developing new leaders. When I got to Bald Head Island I saw that my Assistant Village
Manager / Planning Director had stagnated in his job and was merely going through the
paces on a daily basis. I challenged him to do more. First, I gave him opportunities to do
more than 'just being a planner' by giving him authority and ultimate responsibility for
the successful completion of various projects. Once he had gotten the 'leadership bug', I
urged him to apply for his Masters of Public Administration at UNC Wilmington. As a
member of the MPA Community Advisory Board I was able to work with his professors
and him to shape his education so that he now has exactly the right skills he needs to be
successful. I am very proud that I have been able to train my successor.
Biggest failure (mistake):
I was not as successful in developing and motivating a former Police Chief. He had been
on the force for many years, coming up through the ranks, and was eligible to retire. The
department appeared leaderless and lacked direction. I sought to challenge him and
develop the skills so that he could take charge of his department. I worked with him by
sending him to the NC State University Senior Police Management Program. Ultimately I
was unsuccessful in my attempts to lead and motivate him to improve as he was merely
seeking to maximize his retirement check and not interested in getting better. Ultimately,
I failed to find the proper motivation trigger so that he would get excited about teaching
the younger officers so that they could benefit from his vast experience.
Have you fired people? How did you handle it? How did you feel about it?
This past year, I decided it was necessary to find a new leader for our Public Safety
Department. The decision involved months of efforts to work with the employee,
including mediation and an external review. I went to considerable lengths to provide the
employee with the feedback and opportunity to make changes in his conduct. Although I
had every reason to terminate him, we chose to offer him the opportunity to resign. I
struggled throughout this process and sought consultation with many people. As a result,
I have no regrets because I know that we did everything to provide him the opportunity to
change.
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