This question suggests that there is only one option, but this is a short blog so that will do (for now)
When you hire a leader into your business it’s crucial to account for what kind of role model they will be. When things are going smoothly and when under pressure.
This is what your other staff will notice. People are fundamentally followers and we will seek to fit in – which means we behave more like those we hang out with on a regular basis. In a company this behaviour gets carried down the org chart like Chinese whispers in a classroom.
What was said gets interpreted and altered with each set of ears, eyes or hands that it passes through.
Diversity in culture and companies is seem as healthy – yet how well do we hire and promote people who handle different views well? Because diversity is really about different views isn’t it? It’s much more than race or gender. True diversity is being capable of receiving and responding to different views, thoughts and comments.
And culture is typically the filter by which we choose how to respond to different views.
By letting go of someone who is associated with an undesirable culture, what really are the messages being sent?
Of what? mistakes? Inappropriate behaviour? The person? The publicity?
If you choose to send a message, be very mindful of the layers of that message.
Please note this blog is written from the view of a strategic HR professional who is trained in culture change and change management.
Blunt responses to complex problems rarely achieve the desired outcome.