The former secretary-general of save the children Mimi Jakobsen respond now on the news that the Red Child on Friday sacked the secretary-general Jonas Keiding Lindholm.
Mimi Jakobsen might even leave the humanitarian organization when she was fired in 2015. She believes that the way in which save the children has been running on the page have been completely wrong.
- You can't run a humanitarian organization as a business. When working in the humanitarian, then you must do it properly and professionally, but without that drive people so far out that they can't go to work, " says Mimi Jakobsen to Ekstra Bladet.
the management style had under Jonas Keiding Lindholm has been so fierce that several employees had 'turned on him', he told himself for the Extra Magazine.
The cash style was Mimi Jakobsen noticed from the sidelines, as almost half of employees have left the organization in the course of the past three years. Especially one loyal and dedicated employee's departure came as a shock to her.
- When the employee left the organization, it was not the Red Child, I knew longer, says Mimi Jakobsen, who after 15 years in post, now almost don't know anyone in the organization, she left.
Therefore, the former minister and folketingspolitiker for the Centre Democrats, that the arrow is pointing on the board of directors, who should have reacted earlier at the exit of the many dedicated and important people in the organization.
- I do not want to damage the case, for it is the world's most important, but it has puzzled me that there has been so little focus on the many employees who have been fired or have said in the past three years. It ought to have interested a responsible board of directors, says Mimi Jakobsen.
Since Mimi Jakobsen was fired from the Red Child, was the current chairman of the board Lars Svenning Andersen, who sat for the chair in the board of directors. It has not been possible to get a comment from him before the editorial deadline.
Red the child had last year 163 employees in Denmark, but it has not been all that have been equally excited for the top chef.
Jonas Keiding Lindholm admits to Ekstra Bladet that his leadership style has had an influence on that several employees under him have said.
- This is due to several things. We have been through a very big transformation in the organization the past three years. I have been to stand together with the leadership, and I am proud of the results we have created. but it is clear that I must acknowledge, that the road thither has not been good enough, when some employees would settle on me and settle on the development of the organization.
- Employees have, according to Lars Svenning Andersen is not felt that there was a healthy work environment in the Red the Child. Are you agree with it?
I have also found, and that is not something that I'm upset. It has never been my goal, to employees, who give their lives to help children in need, not to thrive in the workplace.
- Lars Svenning Andersen tells you that you have been very tough in your leadership style. Can you recognize the image of yourself?
- There is no doubt that it has been three tough years with a very ambitious strategy in relation to the starting point we had. The result is that we have reached out to many more children and volunteers engaged in the organization. So, the question is whether it has been done in a proper pace, and whether you can expect so much by employees, he says, and continues:
- I am down in the deepest chamber of my soul, after this has happened, to reflect on what my share in it here. And it is clear that it is me who is responsible for the pace and shape. It has been a high tempo with great expectations to the employees. Employees have the course faster, and it beats some on. I understand, and I acknowledge that there has been a very direct tone.
- do you Think that the blame also lies with the other in management, or is it something that you should have done differently?
- No, I do not believe that it does. I have had the responsibility to deliver on our strategy. I also had the responsibility to go back to the board, if I felt that there were enough resources to deliver on the strategy, and I have not done that. It will say that I have wanted to move the organization to a different place at a high pace, but I have not been paying enough attention, that resources should follow.
- Therefore, I have pushed employees beyond what you can probably expect, and I have discovered too late, recognizes the Jonas Keiding Lindholm.