Why Be Led By You?

To be a great leader, you have to have the qualities that make others want to be led by you. Obviously, a leader without followers can’t lead anything.

A classic article in Harvard Business Review called “Why should Anyone Be Led By You?” by Goffee and Jones starts this way: “If you want to silence a room of executives try this small trick. Ask them, ‘why would anyone want to be led by you?’”…without fail, the response is a sudden hush. All you can hear are knees knocking.”

It’s humorous, but also right on. There are lots of people out there who are appointed, anointed, or otherwise advanced to positions of responsibility over others, but this does not make them leaders. To be a leader, a person must not ‘rule’ by authority alone, but by their ability to move people and organizations to greatness.

Most people say that what makes a leader is vision. And yes that is a vital trait, but there is a lot more—here are some others that differentiate the real leaders from the frauds:

· Wisdom—having the knowledge as well as ability to apply it to the specific situation. A leader knows what to do and when to do it. There is an implication of timely and relevant action. Finally, wisdom implies openness to new ideas and ways of doing things—innovation—and the customer-centric application of those.

· Integrity—a leader is reasonable, upright and equitable in his dealing with others. In contrast, corruption, dishonesty, greed, and nepotism undermine the very fabric of leading by example and preclude the possibility of creating a better world. Following a leader with integrity of being and of purpose is inherently meaningful and just.

· Compassion—some people call it empathy, but it is really more than just feeling for others, it is feeling altogether. It includes having the passion and determination to help the people and the organization innovate, modernize, and transform while being sensitive and responsive to all stakeholders affected.

· Humaneness—a leader is human being subject to frailties and failures, and is not to be confused with G-d (although some seem to think themselves almost nothing short of divine). Understanding that we all have weakness and vulnerabilities is critical to accepting risks, mistakes, and learning from these and growing past them. While we should demand and strive for excellence, we cannot expect perfection at every turn.

· Harmony—leading people means creating harmony between competing and conflicting people and points of view, so the organization can move forward in unity of purpose and the strength the comes with it. Often the biggest obstacle to success is not the competition, but the division or fighting from within. A leader brings people together and synergizes them so that the whole is greater than the sum of the parts.

· Communication—While people are sensitive to non-verbal cues, they are not telepathic, so clear, consistent, and compelling communication is essential to building the common vision and action plans to achieve the goals set out upon. A gifted, articulate leader can move people to action with urgency, purpose, and undying belief that neither reward nor retribution alone could rouse.

A leader with these six traits does not need to worry next time someone asks them “why should anyone be led by you?” The answer for them is clear.

Why Be Led By You?

A Winner Goes the Extra Mile

I recently came across this poem called "A Winner’s Attitude." I don’t know who the author is, but I really like the poem. The poem has valuable leadership lessons, especially when it comes to serving our customers in earnest, overcoming challenges and obstacles, and always striving for betterment and growth. Hope you enjoy it as I did.
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A Winner's Attitude

A winner always has a program.
A loser always has an excuse.

A winner says, "Let me do it for you."
A loser says, "That's not my job."

A winner sees an answer for every problem.
A loser sees a problem for every answer.

A winner says, "It may be difficult, but it's possible."
A loser say, "It may be possible, but it's too difficult."

A winner listens.
A loser just waits until it's his turn to talk.

When a winner makes a mistake, he says, "I was wrong."
When a loser makes a mistake, he says, "It wasn't my fault."

A winner says, "I'm good, but not as good as I could be."
A loser says, "I'm not as bad as a lot of other people."

A winner feels responsible for more than his job.
A loser says, "I just work here."

A Winner Goes the Extra Mile

Project Failure, Why People Can’t Own Up

I saw this funny/sad Dilbert cartoon on project management by Scott Adams (BTW, he’s terrific!).

It goes like this:

Office colleague (water cooler talk): How’s your project coming along?

Dilbert: It’s a steaming pile of failure. It’s like fifteen drunken monkeys with a jigsaw puzzle.

New scene….

Boss: How’s your project coming along?

Dilbert: Fine.

END

This common work scenario is sort of like a game of truth or dare: you either have to tell the project truth or take the dare and do something embarrassing like proceed with the project that isn’t on track.

Teammates, colleagues, peers often talk frankly and honestly about the problems with their projects and often the talk may become sarcastic or even somewhat cynical, because they know that they can’t tell their bosses what is REALLY going on.

What a shame in terms of lost opportunities to communicate, solve problems, and drive project success for the organization.

People are afraid to be honest, direct, tell the truth, and work together with their management on constructive solutions.

Instead, people simply say everything is fine, period.

Sort of like when your boss asks politely at work how are you doing? And rather than say, well I woke up late, missed my train, spilled coffee on my tie, and am having trouble meeting my deadlines this week, the person almost always replies, reflexively, “I’m fine” and “How are you?”

Another manifestation of the it’s fine syndrome is with executive dashboards or project scorecard reviews where virtually all the metrics show up as “green”, even when you know they are not—does yellow or red sound too scary to have to put on paper/screen and explain to the boss.

We are conditioned NOT to talk casually or to report to our superiors about issues, problems, or anything that can be perceived as negative, least they be labeled as trouble-makers or “the problem,” rather than the solution. Ultimately, employees don’t want to be blamed for the failures, so they would rather hide the truth then own up to the project issues, and work constructively with their management on solutions or course correction—before it’s too late.

Now isn’t that a novel idea? Management and staff working together, actually identifying the issues—proactively and in forthright manner—and working together to resolve them, rather than sitting across the table, sugar-coating or pointing the accusatory finger.

People have to take responsibility and own up when there is a problem and be willing to talk about them with their management, and management needs to encourage frankness, a “no surprises” culture, and a team-collaborative environment to solving problems rather than instilling fear in their employees or implicitly or explicitly communicating that they only want to hear “good news.”

Good news is not good news when it’s fabricated, a distortion, or a complete sham.

A culture of teamwork, collaboration, honesty, and integrity is the underpinning of project success. If everything in the project “is fine”, it’s probably not.

Project Failure, Why People Can’t Own Up

Kudos to the Bean Counters

Innovation is powerful, and with power comes responsibility.

When we think creatively and “out of the box”, we break the mental bounds that constrain our ability to go beyond what we know today and build capabilities that were unimaginable just the day before.

Yet, innovation is not like creation. G-d creates something from nothing. Man builds on the ideas of those who came before us—this is incrementalism.

And doing so, we are able to go beyond our own individual human limitations.

Incrementalism is a force multiplier. It is like layering one new thought, one change, one innovation on top on another and another. With each incremental development, we as a society are able to go beyond those who came before us.

Of course, some innovations are more evolutionary and some more incredibly revolutionary, but for all there are influences that underpin their development and they are there even if we cannot readily see them.

In short though, we are constantly changing as a society and as individuals—for better or possibly, for worse.

In the introduction to the novel, The Prey, by Michael Crichton, the author talks about the how everything—“every living plant, insect, and animal species”--is constantly evolving and warns of the complexity, uncertainty, and possible dire consequences if we do not manage change responsibly.

““The notion that the world around us is continuously evolving is a platitude; we rarely grasp its full implications…The total system we call the biosphere is so complicated that we cannot know in advance the consequences of anything that we do.”

I think the point is that even if we can envision or test the consequences of innovation one, two, three or however many steps forward, we cannot know the limitless possible downstream effects of a change that we initiate.

Crichton states: Unfortunately, our species has demonstrated a striking lack of caution in the past. It is hard to imagine that we will behave differently in the future.”

We don’t have to look too far to see how we have irresponsibly used many innovations in our times, whether they be complex and risky investment instruments that have led to the current financial crisis, medical products that have had serious unintended side effects resulting in serious injury and fatalities, and of course our endless thirst for and usage of fossil fuels and the general disregard for our planet and the negative effects on our environment such as global warming and pollution to name just a couple.

Crichton warns that “sometime in the twenty-first century, our self-deluded recklessness will collide with our growing technological power.”

The warning is particularly apropos in light of the ever increasing rate of change enabled by and manifested in various technologies such as biotechnology, nanotechnology, nuclear technology and information technology.

With each new advance in our technological prowess come risks of these new tools getting away from us and causing harm. For example, nuclear technologies have provided weapons of mass destruction that we struggle to contain; biotechnology has stirred concerns in terms of cloning, mutations, and deadly pathogens; nanotechnology stirs fears of toxic microscopic organisms that can easily get into our bodies, and IT viruses and cyber warfare that threaten our world of bits and bytes as we have come to know and rely for just about every daily activity we are involved in.

The point is not for us to be scared into mental stasis and inaction, but to be cognizant of the potential for serious side effects of changes and to take appropriate safeguards to mitigate those.

Innovation is exciting but it can also be seriously scary. Therefore, we need to be brave and bold in our thinking and actions, but at the same time we need to be cautious and act responsibly.

What this means in real life is that when new ideas are introduced, we need to evaluate them carefully so that we understand the range of benefits and risks they pose.

While it is not very sexy to be the voice of caution, great leaders know how to encourage new thinking while reining in potentially dangerous consequences.

Kudos to the Bean Counters