pages: CityCouncil/2019-12-18.pdf, 32
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CityCouncil | 2019-12-18 | 32 | City Council Workshop Workshop Report Management Partners reasonable steps have been taken to avoid a forced transition and recognizing a parting based on "irreconcilable differences" is always better than an "ugly, contested divorce" (in an "ugly divorce,' both parties end up looking bad), keep the following in mind: - Keep it professional. - Don't unnecessarily damage the manager's reputation- it is not needed to make a change. - Provide a reasonable period of time for the manager to find another position or provide reasonable severance-it takes time to find a manager's job. - Remember, how you handle the transition of the current manager will have an impact on the quality of the candidate pool for the next manager. Summary/Conduding Thoughts: An unstable council/manager relationship has negative consequences for the city council, the manager, the organization and the community. A positive and mutually supportive relationship will increase the odds of having a high-performing and successful city. Councilmembers and the manager need to make creating, supporting and sustaining the relationship a high priority. If made a high priority, the odds of success are great. Remember that your service on the city council is a unique honor that has been bestowed on you by your fellow citizens. While it is often a challenge, with inherent difficulties, someone needs to do it and your community has selected you for that responsibility. You have been selected to serve in a professional and honorable manner, during good times and bad. Your service on the city council will be over soon enough. Conduct yourself in a manner that will allow you to look back with pride-not only for what you accomplished, but also the way in which you conducted yourself (which will likely be remembered the longest). January 2017 - 12- 26 | CityCouncil/2019-12-18.pdf |