Category Archives: Leadership

Don’t Let The Need For Affirmation Undermine Your Company’s Vision

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truth-and-liesUsually, the word “vision” in leadership brings to mind lofty, high level ideals – a long term strategic objective. But leaders with vision do more than align staff members with a company’s mission or rally the public around a common cause.

Visionary leaders focus on everyday objectives as well. They are optimistic and enthusiastic and inspire those around them. People naturally follow leaders who arouse their hopes just as surely as they reject anyone who is perpetually pessimistic. Have you ever known an effective leader who was lazy or constantly negative?

That’s not to say that visionary leaders operate in a vacuum. They cannot simply pretend that setbacks don’t occur or that challenges don’t exist. The reality of a given situation may very well present real and significant problems to be addressed. They have to be honest and forthright to stay credible. But rather than allowing the focus of the group to become fixed on the obstacles, they engage the team in developing productive and meaningful solutions.

Visionary leaders are passionate and purposeful about the work that they do and the objectives they seek. Indifference is contagious and erodes the credibility and effectiveness of a manager, so leaders demonstrating strength of vision must have the courage to challenge those around them, subordinates and superiors. In this context, ‘challenge’ means that visionary leaders question the validity of assumptions or reasoning of others, not to be obnoxious, but to better understand and facilitate meaningful two way communication and feedback. It’s a fine line to be sure, but if leaders are afraid to speak up, the flow of communication becomes so filtered that it is rendered meaningless, or worse, actually opposite of what was originally intended.

There’s a great book by George Washington University Professor, Jerry Harvey, called “The Abilene Paradox.” In it, Harvey illustrates the paradox in which a group of people collectively decide to pursue a course of action that none of them actually wants, however no one speaks up against it for fear of being the squeaky dissenting wheel. They each incorrectly assume everyone else wants to go along.

Just as visionary leaders must be willing to challenge those around them, so must they be willing to be challenged. How often do we solicit the opinion of others thinking we want information, when we really just want affirmation? That kind of confirmation feels good, but it doesn’t mean very much. It’s like telling the emperor that his new suit looks fantastic instead of pointing out that he’s walking around naked. And guess what often happens when the information we receive doesn’t quite align with the affirmation we were looking for? That’s right, the emperor is not happy… until he finally realizes that someone had the courage to be honest with him and act in his best interest.

I think it’s natural to prefer a response that validates rather than challenges, but there is tremendous value in constructive feedback. Visionary leaders check their ego at the door and rely on those they trust to be honest and provide candid information and insight. Their purpose is to make everyone around them better, but they also reap what they sow. Engaging others in an objective focused process makes them stronger, more effective, and more motivated. And that’s the whole idea.

“I don’t want any “yes-men” around me. I want everybody to tell me the truth even if it costs them their jobs.” ~Samuel Goldwyn

If Every Fool Wore a Crown

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night sky scape 2The very concept of humility rarely crosses the mind of most people in positions of authority. It is simply not how we are typically conditioned to think. Our culture champions the loud, the bold, the brazen and ruthless. We live in a self-centric society. It’s the ‘me’ generation – self-absorbed, self-centered, entitled and narcissistic, demanding instant gratification and lacking concern for others. It’s every man for himself, every woman for herself.

It’s no surprise that humility is often interpreted as a sign of weakness, and those with a humble unassuming demeanor are perceived as lacking self-esteem or confidence. Quite the contrary, humility is the epitome of self-confidence, a comfortable assurance mindful of pretension and vanity. There’s a wonderful quote by William Temple that aptly sums it up…

“Humility does not mean thinking less of yourself than of other people, nor does it mean having a low opinion of your own gifts. It means freedom from thinking about yourself at all.” – William Temple

Contrary to the view of leadership that many managers maintain, superior leaders have a heart for service. But servitude in this context does not mean that leaders are subservient – they don’t wait on people, do their jobs for them, or clean up their messes. Servitude means that leaders work on behalf of the people they lead, serving the best interests of the individuals, team, customers, and organization. They provide guidance and coaching and continuity of vision and direction, delegate effectively, but also roll up their sleeves when appropriate.

Humble leaders constantly strive to better others. They don’t need to seek the spotlight of recognition for themselves, especially to the exclusion of others. Their success is defined not by being indispensable to the organization, but by leading others to self-sufficiency. The most effective leader is one who makes his or her own presence largely unnecessary on a minute by minute, day by day basis. They lead, empower, and cultivate an environment where personal ownership and alignment with organizational mission is the motivator, rather than mere managerial oversight.

Finally, leaders who understand the importance of humility also don’t abuse their authority. In fact, they understand the difference between having authority and being authoritative. Authority is like a sword. Those who are authoritative swing it indiscriminately, either to reinforce their position of power or through simple inexperience. New managers in particular have a dangerous tendency to let their freshly bestowed title go straight to their heads. They wield their title like a sword, without first establishing credibility and trust. These managers have not yet figured out that there is no correlation between title and authority beyond the implied presumption of power. Like trust and respect, the crown of true authority is influence, and influence is earned, not bestowed.

David Packard, the co-founder of Hewlett-Packard, exemplified humility in his leadership and management of his company. A man who avoided publicity, Packard is quoted as saying: “You shouldn’t gloat about anything you’ve done; you ought to keep going and find something better to do.”

Principles vs. Preferences: Are You a Disciplined Leader?

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business-foundationSelf-discipline, resilience, and integrity all go hand in hand.  But in a much broader sense, the discipline that strong leaders demonstrate reflects much more than mere self-control.

Disciplined leaders must be able to consistently make decisions that are clear-headed, informed, and conclusive.  Their response to difficult and stressful situations is thoughtful and purposeful, never random or subjective, particularly in emotionally charged situations.  Objectives are communicated clearly and unambiguously. This is not always an easy thing to do, which is why self-discipline has such a profound impact on those around us.  To borrow (and modify) a quote from the world of sports… “Adversity doesn’t build character, it reveals it.”  A firm, definite, and decisive leader demonstrates grace under pressure, very clearly reinforcing the perception that he or she is in complete control (of both the situation and his/her own emotions).

While disciplined leaders are by necessity decisive, they must at the same time exercise sound judgment. Emotions run high in times of crisis.  Most people intuitively look for someone to “do something” in emergencies. It requires great discipline to think before responding.  Any situation that requires action, whether a crisis, conflict, or everyday business decision, necessitates a thoughtful and measured response from a leader.  Knowledge and experience are necessary, even crucial.  But like a sword, they are only as effective as the person wielding them.

Leaders can, and should be, flexible when appropriate.  However, it is one thing to compromise on matters of preference, it is quite another to compromise on matters of principle. Principles are rooted in personal doctrine or institutional values, and are a specific basis for conduct or management. Preferences are simply a matter of who controls non-essentials, and are driven by experience and familiarity.

It is one thing to compromise on matters of preference, it is quite another to compromise on matters of principle.

Strong, disciplined leaders understand this difference.  Unfortunately, in a world where the boundaries of morality and ethics are deemed malleable and subject to individual interpretation, the concept of ‘right’ and ‘wrong’ becomes driven by convenience and preference, lacking any principled bearing. As a consequence, the line between principle and preference is grayed. Principles are compromised for sake of appeasement or through capitulation to the path of least resistance.

It takes courage to draw a line in the sand, to stand up for what you believe.  Some consider this to be close-minded or prejudicial, even intolerant.  One thing is for sure.  Those in positions of influence weaken themselves as leaders whenever they compromise their principles.  Whether in the business world or politics, it is rare to find everyone in agreement.  This is not to say that leaders shouldn’t be appropriately questioned. Convictions that can’t be reasonably defended should be rightfully challenged.

In a world where the boundaries of morality and ethics are deemed malleable and subject to individual interpretation, the concept of ‘right’ and ‘wrong’ becomes driven by convenience and preference, lacking any principled bearing.

Values vary and people come to different conclusions and form different beliefs.  It requires strength of conviction and great discipline to stay the course when faced with temptation to concede or compromise principles. However, people are far more willing to follow a principled and disciplined leader, even one with whom they disagree.  By contrast, no one will follow a leader they don’t trust or in whom they have no faith, leaders who fail to be true to themselves and the principles on which they claim to stand.

The Quiet Resolve of Uncommon Courage

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On January 26, 1945, just weeks after receiving a battlefield promotion from staff sergeant to second lieutenant, Audie Murphy found himself a company commander in Holtzwihr, France. With temperatures in the teens and 24 inches of snow on the ground, Murphy’s unit was down to 19 of its original 128 men. Facing a German tank attack, Murphy ordered his men to retreat and then stood alone and wounded atop a burning half-track, manning a machine gun and directing artillery fire into the enemy position 100 feet in front of him. Asked by the artillery officer how close the Germans were to him, Murphy snapped back, “Hold the phone and I’ll let you talk to one.” The artillery fire and subsequent counter attack led by Murphy successfully repelled the Germans, and Audie was awarded the Medal of Honor for his courage under fire.

Murphy’s example of valor is uncommon, but it’s important to understand that his actions were not motivated out of a desire for personal advancement or notoriety. He was just 19 years old that January of 1945, having lied about his age and enlisted in the Amy at age 16. He didn’t set out to become a leader or a hero; he simply wanted to serve his country and protect the men in his unit. Prior to his promotion to lieutenant, Audie had already earned a Distinguished Service Cross and two Silver Stars as an enlisted man. In his later years he summed up his perspective on leadership succinctly, “Lead from the front.”

Military heroics such as Murphy’s provide obvious examples of courage. However, there is much more to courage than performing brave deeds. Courage manifests itself in many forms and in small, everyday ways. Sometimes courage is demonstrated on the field of battle where all the world may eventually bear witness. But other times it’s demonstrated in the boardroom or conference room, before colleagues and superiors. Sometimes courage is tested in the face of overwhelming peer pressure or public opinion, and sometimes it is quietly demonstrated in defense of others who are not even aware.

It’s not enough that we do our best; sometimes we have to do what’s required. – Winston Churchill

No one would argue that courage is often the catalyst for action. But at times, it also takes courage to be patient, to stand down rather than act immediately, especially when confronted with adversity. Knowing when to intervene and when to let events run their course comes with experience and confidence. Courageous leaders calmly assess the situation and explore alternatives, even as others respond emotionally, demanding swift action. This measured response to adversity requires discipline and the courage.

Courageous leaders take the initiative and act in the best interest of others, regardless of their own position or level of authority. They don’t wait to be told, or (necessarily) wait to ask permission. I once worked for someone who taught me that when confronted with a crisis, it’s better to act and be wrong than just sit back and do nothing. I believe that to be generally true, but it’s also important to note that sometimes acting in the best interest of others means allowing them to fail so that they might learn from the experience. Courageous leaders make decisions that serve the greatest long term good, even at the expense of short term personal gain.

Courage keeps trudging along regardless of obstacles, sometimes in the face of fear, but always out of conviction for what is right, for what needs to be done. A popular quote states that character is revealed in the actions taken when no one is looking. I would add that courage provides the resolve.

Courage doesn’t always roar. Sometimes courage is the quiet voice at the end of the day saying, “I will try again tomorrow.” – Mary Anne Radmacher

Why Good Managers Are So Rare

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Originally posted on HBR Blog Network – Harvard Business Review:

Gallup has found that one of the most important decisions companies make is simply whom they name manager. Yet our analysis suggests that they usually get it wrong. In fact, Gallup finds that companies fail to choose the candidate with the right talent for the job 82% of the time.

Bad managers cost businesses billions of dollars each year, and having too many of them can bring down a company. The only defense against this massive problem is a good offense, because when companies get these decisions wrong, nothing fixes it. Businesses that get it right, however, and hire managers based on talent will thrive and gain a significant competitive advantage.

Managers account for at least 70% of variance in employee engagement scores across business units, Gallup estimates. This variation is in turn responsible for severely low worldwide employee engagement. Gallup reported in two large-scale studies in 2012 that only…

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The Four Keys to Being a Trusted Leader

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Originally posted on HBR Blog Network – Harvard Business Review:

Self-aggrandizement and even plain old greed has become standard fare in the executive cafeteria. And yet CEOs wonder why their employees and the public exhibit such a high degree of mistrust toward business and business leaders. The truth lies in the way many CEOs talk and behave. Real leadership – the kind that inspires people to pull together and collectively achieve something great – can only be exercised when an executive is trusted. And trust arises when someone is seen acting selflessly. This may not sound like news – indeed the centuries-old concept of servant leadership is based on it. But if it also sounds vague and hard to apply to your own leadership setting, let’s break it down further. People in an organization perceive selflessness when a leader concerns him or herself with their safety; performs valuable service for them; and makes personal sacrifice for their benefit.

View the original at The Four Keys to Being a Trusted Leader.