Catatonic

I'm a big believer that leaders need to speak up. Not some of the time...not once in a while...but all the time. This is particularly important when someone is being attacked unfairly.

But it's politically treacherous, right?

...breath fast...

Get Me Out of Here
It often begins as a veiled attempt at humor. A sharp comment during a meeting that appears to be well-intended. But then it continues...and feels different when the next comment seems to get more serious.

The impact triggers the same set of emotions every time.
- awkwardness, nervous laughter, eyes darting around the room
- then, as the behavior continues, all eyes focus on their phones or the floor

You now sit quietly and feel as if you are stuck between the aggressor and the victim.

...no sound...I feel you near...

Time for Action

Allowing these behaviors to continue in your organization (or mine) is a catastrophic leadership failure. 

There is no other way to describe it...hide it...or sweep it under the carpet. 

If you believe the hours of wordsmithing you've done to build your values statement were worth it, then you have to live those values through action.

Even when senior leaders act like jerks.

...heart pounds...but nothing moves...

How About You
When was the last time you experienced one of these awkward moments? Did you stare at your shoes or check your email?  Guess what? The person on the receiving end of the behavior was desperately hoping you would speak up.

Catatonic.

I'd love to hear from you.

No Excuses.

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inspiration

For The Stab Wounds In Our Backs

Corporate culture is a funny thing. Most executives get excited talking about how their culture is so special...unique...even one of a kind! Wow! That's a pretty bold statement don't you think?

As an HR executive I've not only said those words, I've heard many leaders over the years try to explain why their particular culture is different. It's kind of sad, really. The bombastic proclamations about being world-class often fall short when the data is revealed.

Questions

One of the most effective ways to understand if an organization's leadership culture is special is to ask a series of fundamental questions. The answers shed light on whether or not the rhetoric matches the truth.

A word of caution here...you may feel uncomfortable as you answer these questions in your head. If so, your culture is not even close to what you've been trying to sell to your leaders, employees, customers...and yourself.

1. Do leaders leave your organization because you've developed them into world-class talent and they have amazing new opportunities?

2. Do you commit to an approach that treats women and under represented people equally with respect to pay, titles, and other leadership incentives?

3. If you reviewed the data on how senior leaders transition out of your organization would it reveal a pattern of termination after termination?

4. When challenging issues arise does the leadership team rush to meet together because they rely on each other for support; or, is it a save-yourself-culture that focuses on attacking one another?

How do you feel now?

Reality Check

I would submit that only the most elite leaders have the courage to answer honestly, and then take the bold steps necessary to correct the areas that need to be addressed. 

Most executives simply will not make bold decisions...they will not take dramatic steps to move their organizations forward...and sadly, will punish those that step up and actually lead.

Why is it that so many talented leaders are unwilling to lead once they are in the most influential roles of their professional lives?

How About You

For those of us that actually want to believe in world class corporate cultures, the double-talk and weak leadership we experience feels like a stab in the back. I'm far from perfect, but the only leaders I will ever work for again are the ones that are unafraid to make bold decisions and stand up for what is right.

They are the leaders that matter.

That is the reason I work where I do.

That is why I will never stop writing about making leaders better.

Leaders make all the difference. Look in the mirror. Are you a real leader?

I'd love to hear from you.

No Excuses.

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Camelot and Changes

Leaders come and go in every organization. Sometimes there is great excitement when a new dynamic personality joins the team. Other times a melancholy feeling is present when we bid farewell to colleagues we've worked with for extended periods of time. Either way, the process of moving from what we are accustomed to, and into a new routine can be unsettling.

Will the new person live up to the hype surrounding their arrival? What will happen when that friend and colleague is no longer around to answer that oddball question that comes up from time to time? Who is going to step up and show a new level of leadership? Can't things just stay as they are?

Time Was Short

A number of years ago I was blessed to be a part of a very close knit senior leadership team. We relied heavily on each other in good times and bad. When the pressure was really on we looked forward to meeting as a team to figure out the best options. When times were good we wanted to share in those moments with each other too.

It was a sort of Corporate Camelot and we knew it...and that's exactly what we called it, Camelot. We also knew it wouldn't last forever, so we tried to appreciate our time together a bit more than "normal." Maybe that allowed us to work more effectively since we knew our team's life would be short-lived as promotions soon started peeling us away.

Letting Go

When I look back on that time and invariably compare it to wherever I happen to be at the moment, one thing becomes abundantly clear. Although nostalgia may cloud my perspective on that ideal team, I do realize that every assignment where I'm fortunate enough to serve in a leadership capacity can be a new Corporate Camelot. 

Building a high performing team, connecting with colleagues on a deeper level than the routine standing-meeting-list-of-updates, and confronting deep-seated organizational issues is extremely rewarding work. Clinging to days gone by however, only drives a wedge into the current team which means I have disengaged from committing to being All In.

How Bout You

Do you see the amazing potential all around when you walk in to work each day? Or, are you caught up spending much of your day wishing for yesteryear to return. I wonder what your team hopes you're thinking about?

I'd love to hear from you.

No Excuses.

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