The Traits of the Champion CEO

In today’s New York Times columnist David Brooks wrote an excellent column discussing the traits of the best CEOs and how the best are not exactly warm and fuzzy individuals but are results driven.  

To me the research and Brooks’ points come off as being a little too simplistic. I’ve found the best leaders are the ones that can get things done but do so in a way that empowers their people and makes them feel valued. I think you can and should strive to have it both ways.

A recent client, the owner of a $20 million firm, came to me because he was burning himself out by being so focused on execution and bottom-line results that he wanted to be able to more respectfully get things done through others. The feedback from his employees, peers and customers was that he certainly does get things done but leaves a wake of fear and anxiety along the way.

I’d say the best CEOs are the ones who can balance those personality traits but Brooks’ column is worth a read at this link:  Traits of a Champion CEO 

After reading the article come back and post a comment, let me know what you think.

Penny-wise or Penny-foolish?

I went into McDonald’s yesterday to pick up one of the franchises recent new offerings, sweet ice tea for one dollar. I’ve been going there strictly for this product a couple of times a week as it reminds me of my eight years in North and South Carolina where the sweet sun tea is a staple. It’s one of the things I miss about living down there.

The large 32 oz. ice cubed filled drink is on their $1 menu, which with tax comes out to $1.08 in our area. I gave the young, teenage attendant taking my order and collecting my money the dollar bill and dime I brought in to the restaurant with me. 

She replied, “is it okay if I don’t give you change as I don’t have any pennies in my drawer?”

Despite my recent venture into the land of Improv comedy I was speechless, as she turned around and went to fill my order.

Upon here return, I said, “I’m just wondering, what if I had told you I didn’t have any pennies and only gave you one dollar and a nickel?”  The young girl, just smiled and shrugged.

Convenience stores have figured this thing out in most areas, with the “take a penny, leave a penny” cup near the check out counter. Why can’t fast food restaurant franchises do the same, or at least empower their front line personnel to make pennywise customer service decisions?

Is Your Company or Non-Profit a Champion Organization?

I’ve found there are three distinct strategies that champion teams in athletics consistently implement well that leads to the winning of their championships.

The three strategies are:
(to order a Free (limited time) version of the full White Paper & companion audio CD click here):

1) A Compelling Vision & Strategy - this is something all team members are excited to buy-into and are committed to working towards.

2) Leadership Developed throughout the Organization - this is necessary because the coaches and team general manager can not make decisions on the field of play and need captains. Likewise businesses need to develop leaders they can trust to make effective decisions in the best interest of the company.

3) Personnel Management - In athletics teams consistently hold their athletes accountable for the results they achieve and are usually specific with regard to the expectations. Businesses need  to do the same.

How does your organization stack up against those three power strategies to create a Champion Culture?

There are also specific characteristics and traits that Champion Organizations look for when hiring team members. But, those are for another post!

Champion Organization exercise:
On a scale of 1-10 (10=Champion) grade your organization in each of the three power strategies identified above and see how you score.

0-7 =Loser
8-15 = Winner
16-24 = Playoff Team
25-30 = Champion

Have Fun and let me know how you scored with a comment below!

Skip

Why Communication Issues Always Seem to Cause Low Employee Morale

 I would be able to retire if I received a dime for every time one of my workshop participants told me one of the biggest challenges throughout their company culture was “communication.” Today, in a workshop, if I heard it once I heard it a hundred times within three hours.

What does that mean?

How do you fix a “communication problem?”

It’s actually relatively easy once the “communiation problem” is defined. A lack of specificity regarding the communication problems within a company culture is the primary issue causing low employee morale surrounding that particular issue.

Gaining clarity on fixing the problem requires the answering of two relatively simple questions:

1) If the communication problem were to be fixed how would you know it?

2) What would have to happen in order for the communication problem to go away?

One woman in my workshop today had a breakthrough after I continued to harp on this issue. She raised her hand and said, “I get it, I finally get it! How can I expect other people to do what I want them to do, if I can’t even define it so that I can specifically communicate what I want to them. No wonder I’m having such problems.”

I love seeing that light bulb go on in moments like that.

Get clear on what would be different and how people would communicate more effectively if they were communicating as you would like ‘em to be, and you will be well on your way to fixing your communication problems in your company’s culture and the morale of your employees will gradually begin to improve in direct proportion to the level of specificity in communications throughout the organization.