Her voice remained steady.
"That isn't a problem we can solve simply by sending another training memo."
For several seconds, nobody spoke.
Then Maya added.
"I don't believe he should continue as chief executive."
The board proceeded to its formal vote.
The motion concerned the termination of Adrian Bell's appointment as chief executive, subject to the applicable contractual and corporate requirements, and the appointment of an interim successor.
Three directors voted against the change.
Three voted in favor.
Then it was Maya's turn.
Her controlling ownership interest didn't make her vote unlimited.
The board still had to act through its own procedures.
But as a voting director, her decision mattered.
For a moment, she looked toward the screen.
Then spoke clearly.
"I vote in favor."
The resolution passed four to three.
Daniel recorded the result.
For several seconds, the room was quiet.
Then the directors moved to the succession question.
They appointed Elena Ruiz, Meridian's experienced chief operating officer, as interim chief executive.
Elena was fifty, had worked in aviation for more than twenty-five years, and was respected for her calm approach to operational problems. She had previously challenged certain reporting practices and supported independent review of concerns involving her own department.
The board believed she could provide continuity while a permanent CEO search proceeded.
Elena accepted the appointment after receiving clear instructions concerning the scope of her authority and the board's expectations.
The airline would continue operating.
Flights would depart.
Employees would receive accurate communication.
And the work of correcting Meridian's internal systems would begin under new leadership.
Maya felt no triumph.
She had helped remove a man she'd once supported.
The decision was necessary in her judgment.
But it wasn't a celebration.
It was a difficult responsibility.
Adrian received formal notice through the company's established process.
He was furious.
His attorney raised questions about the decision and the contractual consequences.
Those issues would be addressed through the appropriate channels.
But the board had made its governance determination.
Adrian no longer controlled daily operations.
For years, he'd treated Maya as an obstacle to the company's progress.
He believed his financial accomplishments should protect him from criticism.
And he'd encouraged a management culture in which people who challenged senior leadership were labeled difficult.
Now the same board he'd tried to influence had removed him.
He sat alone in his Manhattan office after the meeting.
The city stretched beyond the windows.
The awards on his shelves gleamed beneath the lights.
And the financial reports that once seemed capable of answering every criticism lay unopened on his desk.
For the first time in years, he wasn't certain whom to call.