If you are in this situation, then you are rightly frustrated and in a tough spot. You see the storm brewing, but your CEO, despite his brilliance, seems blind to the warning signs. Let’s take this step by step and try to identify how you can regain your influence and address the issues threatening your organization’s future.

A Closer Look at the Dynamics

First, consider your own role and position in the company. You’ve been with your CEO since the beginning, yet you describe yourself as an HR generalist. Given your history and contributions, it’s worth reflecting: why aren’t you a CHRO or part of the executive team? Is there a pattern of your work being undervalued or overlooked? If so, this might be part of the larger problem, and it may be time to reassess your standing and the respect you command in this environment.

Understand Your CEO’s Resistance

Your CEO sounds like the kind of leader who values loyalty and brilliance but avoids confrontation and accountability when it comes to his “chosen” team. His tendency to idealize his hires may make him unwilling—or unable—to acknowledge their flaws. Combine that with his likely overload of responsibilities, and it’s no surprise that he’s ignoring your emails and meetings.

Reframe Your Approach

Rather than presenting problems alone, offer clear, actionable solutions. Here’s how you might structure your next communication:

1. Subject Line: “Key Issues and Action Plan for the Leadership Team”

2. Content: Briefly outline the three most critical concerns, their potential impact on the company, and your proposed solutions. Offer to lead the necessary conversations and actions.

For example:

• CFO: Suggest a private conversation to address her erratic behavior and recommend external support if needed.

• CRO: Propose setting expectations for availability and accountability.

• CIO: Recommend coaching or training to address his interactions with his team.

Take Direct Action

If your CEO continues to evade these discussions, step into your authority:

• Meet with the CFO and ask if she’s okay. Express your concern about her inconsistencies and how they might impact the business.

• Confront the CRO directly about his absences and set expectations for his team’s needs.

• With the CIO, establish boundaries and communicate the unacceptable nature of his behavior.

Yes, these are difficult conversations. But they fall within your role as an HR leader—your responsibility is to the company as well as the people.

Reflect on Your Power

If you find yourself holding back because you fear your CEO will side with these individuals, ask yourself: why stay in an environment where you’re not empowered to do what’s necessary?

Worst-Case Scenario

If the CEO refuses to hear you, and the toxic dynamics persist, you may have to make a tough call about your future. No one wants to see years of dedication wasted, but staying on a sinking ship when your warnings go ignored may not be worth the personal and professional cost.

Final Thoughts

This situation calls for courage and clarity. Regaining your CEO’s trust—and your own confidence—starts with taking bold, constructive action. If he still won’t listen, it may be time to find a leadership team that will value your expertise.

You’re too smart and dedicated to stand by and watch the train collide. Trust yourself to make the right call.

With Best wishes,

Yogesh

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