BLUF: I have a High C (let's call him Charlie) who manages a program for me. He's indicated in his 2012 goals that he has no work/life balance and wants to transition off the program, even if it's a significant pay cut. Charlie is a high performer who excels at many facets of his position, especially those requiring detailed planning.
History: My company has had this program for just shy of two years. Charlies says he has no work/life balance. In Charlie's last position he complained to the company owner that he was going to quit if he wasn't moved out of said position, due to the same work/life balance issue. (In that case he blamed the work/life balance issues on the customer's constant changes in direction). One of my former high performers was moved into Charlie's old position and is doing quite well, and working literally 20 hours less than Charlie per week.
My previous program manager in Charlie's position was working 45 to 50 hours a week, and delivering (with fewer resources than Charlie). However, Charlie is now working 55 to 60+ per week, and complaining that he doesn't have the technical resources to manage the program.
I am a High C/High D, and I've been working with Charlie on this particular issue for over two months. We've worked together to set and acheive small goals like setting a time each day that he should leave regardless of what work remains"undone". Helping him delegate to team members. Offering to do whatever work he feels he cannot cover, suggesting alternatives to issues or problems he is stressing about.
Charlie has indicated more than once that he can't sleep because he's "worried" about the program. I've asked if he felt that the Employee Assistance Program (EAP) would be of any assistance, but he laughed and said he'd been through that before at another company and they "don't help".
I'm at a loss. I'm sure there are number of details I've left out of this post, but I'd appreciate other MT forum readers suggestions on how I can help coach him through this. He is a great value to the company and I'd hate to lose him. Especially since Charlie has found yet another way to blame the program rather than accept that he contributes to the work/life imbalance. My fear is that he takes another position and goes through this same problem for a third time.