Tuesday, July 24, 2012

50 Shades of Jay

Leadership comes with a tremendous amount of responsibility. Unfortunately sometimes the authority, power and influence companies bestow on their management team become a source of manipulation and abuse. In Human Resources we see the impact of that behavior too often: stressed employees, nervous about job security, and fearful to speak up for fear of retaliation. Taking steps to drive accountability into our organizations in order to bend the curve of these issues is, I believe, a central role of the Human Resources function.

What About Me
Reading, writing, discussing, speaking about, and taking action to drive leadership accountability into organizations is common blog and pundent fodder. But when do we step back and take a look at ourselves, just to make sure we're actually doing enough to make sure these problems are reacted to in a meaningful way?

Specifically, when do I make sure I've done enough?

Could I have fallen into the trap of getting caught up in my own power and authority that I no longer see the impact I'm having on others? Is that another shade of me that I've somehow missed?

Gut-Check Time
Today I'm doing a private little self-analysis...running through an inventory if you will of the various approaches that have been implemented not only in my current company; but also evaluating the decisions (good and bad) that I've made over the last few years. If my gut tells me that I've stumbled, then I need to man-up, admit my failings, and do something about them.

How About You
Have you found yourself caught up in the temptations of power and influence that can so easily cloud your leadership judgement? Maybe it's time for us to reach out to a close colleague and share the results of our self-analysis? I'm guessing our employees, and organizations, will benefit from the exercise. What do you think?

I'd love to hear from you.

No Excuses.

photo credit


  1. I completely agree with what you’re saying. Sometimes employees may get a little power-hungry and need to realize what has happened and how they can fix it. Below is a link to an HR blog that I think you would like.

    1. Thanks for the comment Dallas...and the link. Great post!