SHOULD BOB BE TERMINATED?

It is my experience that top executives frequently avoid firing people. So when my client, CEO Frank asked me: "Should Bob be terminated?" I was surprised...but he was more so at the end of this project. Situation Frank inherited Bob as VP Sales when he came to this private company three years ago. Bob was criticized for the lucrative deals he cut with customers rather than protecting margin goals. [I was not sure if that really was the disconnect] So Frank hired a new VP Sales and moved Bob over to Strategic Accounts selling. But in this role he struggled to meet Franks expectation of effective presentations that could result in business solutions that were win-win. However, Bob was good at developing trusting relationships with customers, his rep organizations and distributors. Second, he consistently arranged appointments with senior executives ... he just did not have the ability to design and present programs for his strategic accounts. Risks If Bob was terminated, the company risked destroying the relationships he had built up for years, putting at risk significant business revenues. With the CEO battling Bob through lengthy emails, threats and heels being dug in on both sides, there was a risk that Bob might be near suing for harassment. WHAT WOULD YOU DO? Send me your thoughts and I will forward the actual solution. Alan