When Delegating Goes Bad

The Challenge:

Evaluating, or considering changes with Senior Leadership can be a considerable challenge.  Many times this executive has become more than a coworker. When leading together in times of both war and peace, a bond develops with deep emotional ties.  Sometimes, this leader had been hand-picked, mentored, and championed throughout the organization by you.

While these attributes of assessment, and change seem to be universal when reviewing any member of your Team, considering the future success of a senior executive reporting to you may bear extensive personal risks as well.   The “perception ladder”  holds more stakeholders when the reach of the senior executive extends beyond their own closely held team. 

As an example, typically the performance of an individual team member (with lesser company strategic impact) is perceived by perhaps only a few associates in addition to themselves and their immediate manager. However, when a leader’s career grows, and they extend their reach and impact upon the greater organization including its customers, vendors, employees and even its brand, there are far more contributors to the joint perception of the success (or lack thereof) of a leader.

As a result, the perceived performance or potential for success of the senior leader brings a shared responsibility to you, from amongst your peers. These peers, at the highest senior executive level of the company may tend to evaluate your personal performance on the merits of those you have hired, mentored, and led to make you more successful.

Perceptions may seem unfair or without merit because of the lack of knowledge of day-to-day challenges, barriers, and successes.  These perceptions of individual performance within the culture of an organization are real, and become more pronounced as the stakes become higher with executive level decision making.   Surrounding yourself with people who can make you more successful can be a double-edged sword when the perceived performance of those around you is not as successful as you would hope. Their perceived lack of integrity in their own performance now reflects on your ability to succeed in the eyes of others.

When evaluating, or considering changes with a senior leader, this “perception ladder”  overlaid upon the personal bond that has developed between yourself and the senior leader over time, does indeed create a considerable challenge.

Moving Forward:

Succession planning teaches us more than preparing for the eventual retirement of a key employee. An effective succession planning program ensures leadership continuity and the ability to build talent from within an organization. A key aspect of this ability is a focus upon competencies.

Competency in its pure form seeks to define underlying characteristics of an employee. Items such as skills, description of role, knowledge required, etc. is expected to lead to superior performance.  Competency models can therefore help to clarify differences between prescribed levels of performance.

Competencies can also be developed in a visionary form, helping to pinpoint what is required of key employees to be successful into the future. The discovered gap between current and future competencies clearly spell developmental needs for the individual, and on an aggregate basis, the entire organization.

More recently, use of competencies have also been extended used to link and align the organization and its culture to performance of each position. 

I see a competency framework within three specific groups.

• Universal (required of everyone within the organization.   Emphasis upon brand, culture, and values of the organization are stressed here)
• Leadership (measured from all employees in a supervisory, management, or leadership  responsibility of people or programs)
• Individual (focused on knowledge, skill, ability, and experience relative to the specific position)

Channeling the perceptions of others into a formatted series of competency checks can be effective at controlling runaway perceptions based upon factors other than indicators of true success.   When evaluating a senior leader, look outside of your relationship with this coworker, friend, and key employee. Ask yourself, 

“How is this senior leaders ability to succeed based upon universal, leadership, and individual competencies as viewed by those around them?”  

A self evaluation by the senior leader and a separate independent assessment by you will complete the circle of knowledge.

Delegating at a senior level brings new and more dangerous implications.  When its good, wow, life is good and you succeed.  But, when it’s bad, yes, it’s really bad.  And when delegating goes bad at a senior level, it is more difficult to unravel and repair, and it impacts you personally.

• Who is a senior level leader you delegate to?
• What competencies exist where you assess delegating?
• Where is delegation with a senior leader in trouble?
• When do you apply competencies to assess delegation success?
• How will you approach a senior leader who is failing?

If you want to learn more about the Rare Leader™ in you, 

or if you are interested in retaining Steve as your Executive Coach, 

Contact Steve Riege via: twitter, or his website.

Life Is Full Of Choices…Make One.

Collaboration...Teamwork...Delegation...Job Sharing...Cooperation...Empower...Partnership...Compromise...and the list goes on.  What do these words have in common?  Potentially they mean - “nothing gets decided”.  

These terms of the day, are all the rage.  However, inclusion of your Team and your Associates is more of an art than a science.  Because, all of this talk of sharing in the decision seems to also slow down the process of actually making a decision.

I was asked to help a new leader assimilate into her role.  It sounded simple enough as she had been an important part of the success of this office.  

Cynthia was the ideal choice to be promoted to Lead the regional office.  She had been with this industry leader for 15 years.  Her resume carried all the necessary signs of success.  Double major in marketing and business, an MBA, and high grades from her Team in her 360 reviews.  The Succession Planning program had highlighted the competency gaps between her current strengths and this new position.  An accelerated development program closed the gap quite nicely over the past 15 months.  Everyone loved Cynthia.  

During the assimilation we found mostly support for her and few surprises to work through in her Coaching agenda.  Although, I did feel some level of caution in my mind with one particular topic.  It seemed that everyone loved Cynthia too much.  Think about it.  Hasn't every leader you have followed had some flaw?  Hasn't every leader done something to promote some level of distaste or second guessing?  

I spent some time with the group trying to bring out this concern.  After some difficult pushing, pulling, and dragging, it finally came to me.  The culture of this office had slowly eroded to a picture perfect example of passive aggressiveness.  Everyone was afraid or unwilling to make a decision on their own, and the success of group meetings was built on a foundation of alliances, and coffee talk, making certain no one would be offended by the resulting group decisions.  Yes, everyone loved Cynthia.  She was  gifted at being passive, able to stay out of the fray of decision making.

I decided to let the group move in their chosen direction.  But, we agreed I would visit again for a followup in a month or two.  In advance of my planned re-visit, I was called by the home office to listen to their anxiety driven story.  It seems Cynthia's office was in trouble.  Production was down, customer service inquiries were diving downward, two key producers had quit, and their exit interviews told the story of an office frozen with no direction, no leadership, no answers to key questions, and day to day issues with no purposeful resolve.

As the group came into our room, the look was indeed different.  It was amazing how quickly the aggressive side to their culture had taken control.  This was one group of unhappy people.  But  everyone still seemed to love Cynthia.

Through our group discussions, and some affinity group coaching exercises, I was able to help the group reach some important conclusions.  Cynthia was not Leading;

• Don’t get me wrong, she was a Visionary, but what good is her Vision when the walls are crumbling around you after only 60 days on the job?
• She had Charisma.  Everyone still loved Cynthia.  Amidst the turmoil, Cynthia was still the fun one to be with.
• Cynthia was still Driven To Succeed.   She was the first one in the office, the last one to leave at the end of the day, and made it quite clear she logged more miles and met with more customers than anyone else in the office.  As the walls were tumbling down, Cynthia needed to make certain her own numbers were still up.  
• Cynthia was protecting the Relationships she had created over her 15 years with the company.  Relationships are important to a Leader...but at what cost?

Yes, Cynthia still had many good competencies and behaviors of a Leader.  But something was indeed lacking?

Cynthia had established a very rigid schedule of group and team meetings.  She had opened each meeting with a quick discussion of the words which would be key to their success.

• Collaboration...
• Teamwork...
• Delegation...
• Job Sharing...
• Cooperation...
• Empower...
• Partnership...
• Compromise.  

Yes, it’s those words again.  But one key phrase was missing.  She was ignoring the focus of “Decision Making”.  

Nothing was getting done.  It may have been a small symptom of a larger problem, it may have been a customer complaint, or it may have been a blowup between key employees.  But on this day, we came to realize Cynthia was not making a decision as their leader on most topics that came her way.

Yes, yes, yes...these are great words.  These are wonderful sets of Teamwork ideology.  But lets face it.  Someone must make a decision.  In the end, (or perhaps in the beginning, or even midstream) The Leader must be decisive.  The Rare Leader™ must be able to assess, analyze, and move toward a  solution using instincts, and be willing to take a risk where the absence of facts makes the better decision.  Life is full of choices…make one.

1. Who is responsible to make the decision?
2. What decisions never seem to be made?
3. Where can you go if you need to resolve a question?
4. When will you start making Decisions?
5. How will you change your behavior of avoiding decision making?

If you want to learn more about the Rare Leader™ in you, 

or if you are interested in retaining Steve as your Executive Coach, 

Contact Steve Riege via: twitter, or his website.

Connecting The Dots...

He handed me the envelope.  It was sealed, dated, and said simply Steve.  “Save this and open it when we finish our work” he said, with a slight upturned grin.

4 months earlier, Vince and I began collaborating on a strategic planning project.  Several weeks ago, he gave me this envelope.  Knowing him as well as I did, I knew this had something to do with the project.  So into my briefcase went the letter sized envelope, almost forgotten until today. 

Today, we met with the CEO to present our final report and recommendations.  We were very prepared.  Our respective Teams had done their research, compiled data, and aggressively challenged each other on options and final paths.  We were confident of the new direction the Organization needed to go, and now we needed to convince the Charismatic leader.  

As Vince offered a brief introduction of our agenda, I placed the thick deck in front of him.  The CEO placed his hands around the binder, and then slowly let it fall back on the table.  “Guys”, he said, “I want to take a brief diversion.  It may change the course of your recommendation”.  Great, I thought.  We did all of this careful work, and the CEO had been holding out some important information we should have considered.  But we did our homework.   We had open access to everything.  What else could there be?

The CEO’s eyes focused carefully on each of us in this moment of silence that seemed to last 15 minutes, and then spoke strongly and slowly...“I have decided to resign”.

Separate from our work, the CEO had realized the Organization needed to go in a direction he was not prepared or interested to lead.  His self assessment of his skills, his passions, and his own personal goals made it clear to him it was time for a change.

The meeting took an obvious turn, and the CEO was correct.  Throughout the next 45 minutes, he was able to predict almost every recommendation and path our Teams had decided upon.  The plan met his approval, but with his imminent departure, there was now an additional step required to make it succeed.

As we drove away together, I was still a bit shocked.  One of the issues Vince and I struggled with, was a concern about the CEO being able to successfully lead this new venture.  But how did he know?  Vince asked me if I still had the envelope he gave me.  I reached into my crowded briefcase and there it was, still sealed.  I carefully slid my pen under the glued seal and tore it open.  Inside was one piece of yellow legal pad paper, tri-folded.  I opened the page and there were three words printed in Vince’s handwriting.  “He will resign”.

“What?  How?  How did you know?”  I immediately thought the two of them had colluded, speaking secretly behind me.  Vince said, “I just have this ability to connect the dots.  I can’t explain how, or why, but I see things coming together very quickly and over the years, I have been correct most of the time”. 

I reminded myself that Vince was himself a retired President, CEO, and Board Chair of several very successful organizations. “But how did the CEO know” I asked?  

This CEO is a remarkable Leader.  On one hand he knows the organization, and the business very well.  All the research and data we collected and analyzed, he either knew previously or sensed.  While he sees the successes and achievements, he also lives with daily stress, roadblocks, and frustrations.  Think about the number of balls he is juggling at one time.  But most importantly, he has a wonderful ability to focus.  He takes all of these details and visionary trends both big and small, and like puzzle pieces, fits them all into the big picture.  

On the other hand, he knows himself.  He knows his strengths.  But most importantly he understands his weaknesses.  And in the end, he knows when it is time to walk away, and look for the next challenge he will passionately pursue towards success.

It’s like connecting the dots I asked?  “Yes...It’s just like connecting the dots...the correct dots.”

These are two Leaders who can accept and promote the ambiguity of leadership.  They can connect the dots, and put all the pieces together into the puzzle.  But most of all, as a Rare Leader™, they also instill this into their Team.

1. Who do you follow that can “connect the dots”?
2. What does it mean to “connect the dots”?
3. Where can you see “connecting the dots” as a leadership behavior?
4. When will you begin to “connect the dots”?
5. How can “connecting the dots” help you Lead?

If you want to learn more about the Rare Leader™ in you, 

or if you are interested in retaining Steve as your Executive Coach, 

Contact Steve Riege via: twitter, or his website.

Committed to Achieve?

When I initially meet with my coaching clients, we complete an initial assessment.  Part of the assessment helps begin to uncover core issues for our future work together.  New clients  usually take great care to explain who they are.  However, because we have not yet built the trust required in a coaching relationship, these new clients are careful not to disclose anything too revealing, or damaging.  

True to form, it’s almost as if they have a scripted message they never tire of delivering.  I’ve heard it so many times.  If its a family business, they talk of their Grandfathers dedication and vision to build this company passed on through the generations.  

If not a family business, their self assessment initially focuses on their targeted education from a respected University, their rise from an entry level job, and their baby boomer work ethic that took them to the top.  

Bill told me about his rise to the top, but became agitated when speaking to his reason for seeking my help.  “No one here shares my passion for our mission, goals, and objectives...I seem to be the only one with the drive, and commitment to make certain we’re successful”  

I always find it interesting the burden some executives feel that they are alone in their quest for success.  They feel like the 3 handicap golfer always dragging the 15 handicapper in the 2 golfer best-ball tourney.  Bill’s shoulders were tired.

I decided to ask Bill’s permission to speak with some of the employees to gain their honest perspective...(This was something he had never done).  Focusing on Bills assumed solo ride on the “commitment train”, I discovered some valuable perspectives.  Some substantiated comments were;

• “Yeah, Bill’s pretty crazy about his wanting to win.”
• “Bill constantly complains in leadership meetings about the Team not getting on board...Frankly, I’m not certain what that means.  Bill’s all over the place with his goal of the week.”
• “That’s pretty funny actually.  Like last week when he was all over us, driving us, really angry, telling us we must not care...and then he decided at the last minute yesterday to go on some golf trip today with his buddies, and canceled our Team meeting.  This commitment thing comes and goes with him.”
• “Committed to his vision?  Committed to his goals?  Oh, yes, that’s Bill all right.  But to be honest, I’m not certain what this vision is, and what specific goals he has set.  How  am I supposed to join him if I don’t know what he really wants?”

As Bill and I spent more time together, we found that trust which is required to build the foundation of our work.  Eventually a more complete disclosure of “what keeps Bill awake at night” came through.  Over time, Bill discovered solutions to some bigger internal issues, enabling him to find confidence with himself and his Team.  

Bill found he was able to work with his Team to collaboratively discover the Company vision, and set a course of accountable actions to reach goals towards success.  This goal clarity enabled Bill and his Team to see the vision and goals together as partners, and share in the strategies and tactics.  

The shared accountability between Bill and his Team, and between the Team Members gave a new level of commitment and persistence towards achieving goals.  This persistence was fueled by a functional trusting Team, with a leader sharing and encouraging his commitment to achievement.  

As you think of your own Achievement Drive, answer these questions;

1. Are you considered “crazy” or “passionate” about your achievement drive?
2. Are you “consistent” with your Goals, or “flexible” as needed?  
3. Are you “committed”, or merely “participating” with high energy?
4. Are you a high achiever at providing clarity with your Team?
5. Are you driven by “goal clarity”?

If you want to learn more about the Rare Leader™ in you, 

or if you are interested in retaining Steve as your Executive Coach, 

Contact Steve Riege via: twitter, or his website.

I have people skills, I am good at dealing with people...

The Rare Leader™ is always interacting with people.  The Rare Leader™ is able to utilize intuition to sense what people are feeling and thinking.  The Rare Leader™ has the ability to interact positively, actively listening, understanding, and responding to different behavioral styles.  The Rare Leader naturally proves he or she can focus on others rather than self.

"Well, look, I already told you. I deal with the #*@#$% customers so the engineers don't have to. I have people skills! I am good at dealing with people! Can't you understand that? What the hell is wrong with you people?!"... Tom Smykowski responding to Bob Slydel - Office Space

Tom was a leader of the Software Engineering Team at Initech, a company plagued by excessive management.  When pressed, Tom really felt his number one skill was “dealing with people”, because had “people skills”.  

Now, I don’t know about you, but when I think of people skills, unfortunately I think too many times about managers like Tom, who really do think their people skills are second to none.  Even though Tom is a fictional leader, from a fictional company, from a movie, it is in fact, rare to find real leaders from real companies with great people skills.  The reason Tom felt his people skills were so strong, is that he was so focused on himself, rather than the Team members he was leading.

Great relationships with people do start and end with the skills and behaviors you show in establishing powerful, long lasting, relationships of trust, collaboration, and shared success.  

Do you have great intuition?  Can you connect the dots of what you observe about the people you lead?  To properly observe, you need a keen ability going beyond what you might easily see, hear, or touch.  Intuition takes you inside the character of the people you lead, to sense and understand what they are thinking and feeling.  What does the connection tell you?  Connecting the dots and applying your intuition about people is similar to the skills you find as a visionary, using data and trends to see into the future.  Your intuition should enable you to see the future possibilities between yourself and other people.  

What is your ability to interact with others?  Are your active listening skills refined?  Does it come naturally to listen intently and be able to repeat what you heard...word for word?  

After listening, can you understand what the other person is really saying?  What is their hidden meaning?  What action are they seeking from you?  Do they desire you to offer a response full of ideas, suggestions and directives, or are they merely seeking a listener with empathy?  

What is your response?  Does your response come from truly caring about what they have to say?  Or, is your response quick, to the point, enabling you to move to your next agenda item of your day?

Perhaps the hidden challenge for the Rare Leader™ with relationships is adapting all of these skills to the “human factor”.  After all, like snowflakes, no two human beings are alike.  This gives you great opportunity to develop your intuition, interaction, listening skills, understanding, and response, to varying styles and diversity of people.  This adaption to diversity draws from the Core of your Character.  This adaption to diversity of behavior styles in your Team, is the test of the integrity of your Character.

In the end, your relationships with others have no grounding if you continue to focus on yourself first.  This was really Tom’s issue when self analyzing his number one skill at Initech.  I see this same issue when observing, assessing, and coaching leaders who fail at building positive relationships as a proven characteristic of becoming a Rare Leader™.  The core of these failings continue to look back at a narcissistic self involved, “me first” Leader.  

Who do you focus on?  What is your style?

1. Do you have great intuition?
2. What is your ability to interact with others?
3. Are your active listening skills refined?
4. Can you understand what the other person is really saying?
5. Does your response come from truly caring about what others have to say?
6. Can you prove you do focus on others rather than yourself?

If you want to learn more about the Rare Leader™ in you, 

or if you are interested in retaining Steve as your Executive Coach, 

Contact Steve Riege via: twitter, or his website.

Look Before You Leap

“I’m Decisive.  I own this company and I am expected to make decisions.”  Is this you?  

Or does this sound familiar?  “You spend so much time trying to figure out what to do, that nothing gets done.  I didn’t hire you to sit around and do nothing”.

Jack was stunned as he listened to Julie and Robert.

Jack owns a very successful business.  Its been in the family for two generations before him, and his two children will carry it into the fourth generation.  Jack has already made that decision.   After all, Jack plans to retire someday, and as part of his exit strategy Julie and Robert will need to begin their preparations.  

Jack decided Julie should finish her degree in finance.  Her math skills are top notch, and she is at the top of her class in the business school.  Robert will need to apply himself more.  He will be taking over sales, because Robert is such a great people person, just like his grandfather.  Jacks dad Bill likes to stay involved, so Bill will be mentoring Robert in sales.  

Jack will require both Julie and Robert to spend some time at other business to learn more without the family ties and platform of favoritism.  Jack has already made those connections and arrangement with a few friends from his country club. 

Jack told his wife Susan that with these decisions, the retirement is in place, and his name on the door of this well known business will pass on to another generation.  “A perfect plan”, Jack said.

Susan agreed that the plan sounded wonderful.  Her vision of this business has always been for she and Jack to retire earlier than most of their friends, and begin to travel and enjoy a second home in a warmer climate.  In fact, Susan was in negotiations on the purchase of this second home in Arizona.

Jack engaged me to work with Julie and Robert.  He wanted my coaching expertise guiding them along as they finished college, worked a few years outside the company, and then began their careers in the family business.  

In my first meeting with Jack, he told me of the decisions he had made.  He was quite proud.  After all, he learned the importance of being Decisive after attending one of my seminars  focused on the twelve behaviors of the Rare Leader™.    Yes, Jack had learned pretty well.  He and Susan had their Vision as owners.  Jack had a natural Drive to Succeed, a Positive Outlook, and he was now displaying his Decisiveness.  He had also mastered several other behaviors of the Rare Leader™.  

However Jack missed the bell on the balance between Planning and Execution.  This is why I titled this program the Rare Leader™.  Great leaders may possess great skill levels in some or most of these behaviors, but it is very seldom (if ever) that someone can actually master a perfect score at all twelve behaviors of the Rare Leader™.  That is why I call it Rare.

I asked Jack about his planning process to have created this perfect plan.  Jack explained how easy this had been.  Considering his vision, the academic success of his children, and the ability to pass the business on to the next generation, there wasn’t much planning needed.  He saw the opportunity, and made the important decisions.

I asked Jack how Julie and Robert felt about the plan.  Jack told me how excited they both would be.  He knew they admired him, and shared the pride of the success and reputation of the family business.  I caught the words “would be” and paused, looking for words to place in my next delicate question.  So, Jack, as I understand you, Julie and Robert are not aware of your plan?  Have they not been involved in the planning?  “No, not yet” he answered, “but we’ll be telling them this morning when I introduce you to them”.

Jack was stunned as he listened to Julie and Robert.

Jack opened the meeting with his children very well.  “Have you each been thinking about your life after college”, he asked?(Remember the sage old advice, to not ask a question unless you know the answer?)  Jack had not anticipated Julie and Robert’s answer would be different than the answer he had already decided they would make.

Julie had come home this weekend to announce she was accepting an internship with a large financial research firm in New York.  Part of her excitement included the continued employment that typically is granted to successful interns.  Robert had thought very carefully about his education.  His aptitude scores helped him confirm his decision to follow his passion into Ministry.  He would be making his applications soon to seminary.

Jack was stunned...

Julie and Robert had grown up watching the anguish and fighting between uncles and aunts fighting over what their father Bill had built, only to see the older child Jack walk away with the reins to the family business.  Christmas was never the same any more.  Vacations were not spent with their cousins like the good old days.  They saw the tension and heartache of running a family business, and both Julie and Robert had decided long ago to never go into the family business and take a chance of hurting their own close relationship together.

Stunned...

What about working in the family business?  What about the fourth generation?  What about my Vision?  What about...

What about the planning portion of executing a decision?  

1. Does your Decisiveness take you away from good Planning?
2. Does your Planning include key partners affected by your Vision?
3. What could Jack have done differently?
4. What other behaviors of the Rare Leader™ should be exercised when discovering the fine balance between Planning and Execution?

If you want to learn more about the Rare Leader™ in you, 

or if you are interested in retaining Steve as your Executive Coach, 

Contact Steve Riege via: twitter, or his website.

Taking One For The Team

Have you ever heard this acclamation?  

Someone feels so self involved that they need to declare that their action is necessarily not their first choice, but is for the benefit of others.  Why not add “praise me” to the end of the statement?  After all, isn’t that what you’re asking?  

You’ve let people know you’re taking action for their benefit but not yours, and it is outside of your character to do so.  Is this also declaring that what you’re doing is the “right thing”, but not “your thing”?  

Why can’t your actions simply be the “right thing”.  Does it matter who it is benefitting?  And, if you need to declare this as an unusual act, do you really need to ask for praise?  Are you that type of leader that craves feedback at this level?  If the answer is yes, you may want to sign out of this blog.  The challenges for you to become a Rare Leader™ will become too great over the next 9 months of study in our series together.  

Or, does this make you feel uncomfortable that you may have declared “taking one for the Team” in the past, and you now realize that it may not have been a moment of your greatest declaration of leadership?  Then I would invite you to continue to work with us.  

I find many “would be leaders” I have worked with to seriously stumble at this stage of discovering their gaps of developing as a Rare Leader™.  We can continue to develop your Visionary skills.  We can learn together to find a comfort level with being Decisive.  We can study the elements of better Delegation and encourage you to share your high Drive for Achievement.  

However, if you really have no core of Character that speaks to Integrity, then we have a point of disconnect.  

You are not alone.  We have all been challenged at some point in our lives to do the right thing, because we know its the right thing.  But life is full of decisions, and you must make one.  Will it be the right decision?

I was faced with such a challenge several years ago.  I was climbing the ladder of personal success in my career.  I had risen above comments from doubters about how a “school teachers kid with a music degree” could make it in a tough competitive business organization.  But I did succeed.  

Looking back I am confident I possessed many of the behaviors of the Rare Leader™ at this young age.  At my professional crossroads a question of Integrity was put before me.  

I worked for an organization that used the quote from their founder to guide everything they did.  He stated “customers will forgive you for errors of judgment, but they won’t forgive you for errors of motive, and we must have honesty in our business dealings and integrity in everything we do.”  

I was asked to take career ending action against several members of my Team.  It was clear this demand from my Leader had questionable motives and clearly was not a shining moment of honesty.  As the deadline for my response came due, my answer was clear as I submitted my resignation.  I could have made a bold statement that I took one for the team as I carried my personal things out the door, but I didn’t.  I learned that day that doing the right thing is simply the right thing to do.

Lets agree today, to stop taking one for the Team.   Next time...do the right thing, because it is the right thing.  You will be taking a bold step on your way to becoming a Rare Leader™.

1. Can you name a time you felt you “took one for the Team”?

If yes, was it really just the “right thing to do”?

2. Will you continue to follow me, and study the next 9 behaviors of the Rare Leader™?

3. Send me your stories of Integrity of Character.  If you want to remain anonymous from the blog readers, send it to me at steve@ovationleadership.com

If you want to learn more about the Rare Leader™ in you, 

or if you are interested in retaining Steve as your Executive Coach, 

Contact Steve Riege via: twitter, or his website.

Moving from Charisma towards Integrity

You have spent a career climbing the leadership ladder.  Through your experiences and careful research, you have discovered a consistent pattern of behaviors predicting the potential of great success in a Leader. I call these twelve behaviors and characteristics the style of a Rare Leader™.

Since January, we have “dug deep” into the behaviors of Vision and Charisma.  Let’s probe a bit deeper into the next behavior.  Character, or Integrity as some of you have been calling it, will be our next topic beginning in March.  

Thanks for your many comments about Charisma and Vision.  I look forward to your comments, e-mails, tweets, and phone calls about Integrity in the Rare Leader™.  

You can also join in at www.twitter.com/sriege for regular posts on this topic.  Recent tweets are on the left.

If you are new, perhaps you might enjoy starting at the beginning.  Click the archives and look for Vision under January, and “read up”  Please post your comments.  I invite you to actively participate.  I'd also appreciate your inviting friends to follow our discussions and contribute as they wish.

Welcome, I hope you enjoy your journey discovering the 12 behaviors and characteristics of the Rare Leader™ 

If you want to learn more about the Rare Leader™ in you, 

or if you are interested in retaining Steve as your Executive Coach, 

Contact Steve Riege via: twitter, or his website.

Charisma builds Trust

“Beauty is but skin deep.”

When poet John Davies of Hereford wrote this now famous saying in 1616, he was actually referring to a murder involving Sir Thomas Overbury.  

We have taken this almost 400 year old phrase and excluded the remaining lines of the poem which include "Beauty is but skin deep, ugly lies the bone, Beauty dies and fades away, but ugly holds its own." 

Charisma too, can be skin deep.  In earlier postings we discussed the danger of your Charisma not being authentic.  One simple way to prove your Charisma is authentic, and not only skin deep, is to use it wisely.  As a Rare Leader™ you have a powerful tool to draw attention to yourself, and to make others want to like, respect, and emulate you.  

Patrick Lencioni writes in his book the Five Dysfunctions of a Team, the  importance of overcoming the absence of trust.  The fear of being vulnerable with your Team prevents the building of Trust within your Team.  When you use authentic Charisma in a positive way, you draw people close to you.  Using your heartfelt Charisma lets people see inside of you.  Making your Charisma personal, opens the door to vulnerability which is the secret key to building trust.

When your Charisma is positive, uplifting, true, from the heart, and personal, it reflects your Character.  In March we will explore the powerful behavior of Character in the Rare Leader™.  You will begin to see how the behaviors of the Rare Leader™ work together.  In our first three studied behaviors we find Character delivered through Charisma, helps others see your Vision.  Effective leadership requires the interaction of many qualities and behaviors simultaneously, and interdependent upon each other.  This is why we find many well intentioned people discover they can not lead.  However, the Rare Leader™ learns to live by, and use all 12 behaviors together.

When you think about how to use your Charisma, you can also be guided by Ella Wheeler Wilcox (not John Joyce) who first wrote,  “Laugh and the world laughs with you; Weep and you weep alone”.

Tell us...What can you do today to be Charismatic with others,  and to draw them into your trust?

If you want to learn more about the Rare Leader™ in you, 

or if you are interested in retaining Steve as your Executive Coach, 

Contact Steve Riege via: twitter, or his website.

Vision...Putting it to work

Looking back on these past four weeks and our discussions of Vision.  What have we learned?  Here’s a sample of what we found...

1. Vision is your clear, inspired picture, creating a passionate, committed journey to discover what can happen.
2. Isolate what you see. What trends  and data support you?
3. Allow your vision to inspire you, and you can in turn empower the people you are fortunate to lead.
4. Lead others to see what you see through goals and action plans.
5. Share your Vision in a way that everyone wants to follow you to success.
6. Act on your Vision...set your sights on making it happen, include your Team,  keep it vibrant, and celebrate!

These are valuable lessons on Vision, but they do you, or your Team nothing if you tuck them away and move on.  It’s time to put this Vision to work.  

“Frank”, was faced with this same opportunity...Frank had a grand Vision.  

Running a family business, he suddenly found himself quite alone.  His father (the second generation owner) had recently retired, and then passed away unexpectedly.  His siblings had shown little interest to be actively involved in running the company.   While his own children were too young to work full time, he sensed at least two of them may have a future in succeeding him as fourth generation owners.  

Looking over the business, it didn’t take long to see through the current profitability and recognize signs of trouble over the longer term.  Too much revenue with too few customers, and most products had little longstanding value in the market.  The employee base was loyal, but largely inadequate to think of change and growth.  His facility was modern, conveniently located, but not organized well from a work flow perspective.

His close advisors, family members, and quite frankly his own conscience said this is the perfect time to sell and move on.  Grandfathers business had run its’ course.  But Frank saw it differently.  He saw two very bright children, pursuing degrees which would help them run a business.  The two children had worked summers and holidays, and in addition to making a few bucks, got a taste of how it worked at Dads company.  His largest customer had hinted about him following their lead and making some changes in current products and perhaps responding to some of their designs for new products.  Networking with other business owners and CEO’s, Frank discovered the difference some companies had experienced by delegating key leadership roles to new employees with fresh ideas, and energy.

After spending a few days alone, on sort of a self imposed sabbatical, Frank realized he saw things differently than his friends, family and advisors.  Frank isolated some trends, and built some good dependable data around market opportunities, leadership employees he might look for, and longer term implications of a planned change.  Frank did indeed see a very clear picture of an opportunity to grow this company in a new direction.  He knew it would take a new commitment in energy, resources, and his own passion.  

As a first step, Frank went to his Board of Advisors.  To help support the numbers and projections, they also saw Frank was passionate, and committed to make this happen.  They were on board.  

Step two on in the plan was to energize a Leadership Team.  While there was not much to pick from internally, Frank empowered the few he selected, and inspired them to see what he saw.   The initial task of this Team was to conduct an outside search for a new COO.  This COO would lead them with fresh ideas of new methods, new product, new markets, and to encourage everyone to enthusiastically follow Franks Vision.  

Frank found he still had the spirit of his Grandfather who built the company, and he realized it when he saw it in his own children as well.  Perhaps that was the tipping point.

Now, it’s too early to see if Frank will realize his Vision.  But, a vast number of changes have been made, and yes there have been growing pains, but the positive reinforcement has easily outnumbered the difficult moments.  Their customer list has grown.  They expect to launch new products soon.  Lean and other manufacturing methods have been implemented to seize opportunities for efficiencies.  Clearly, Frank is on the way to reaching the Vision he saw so many months ago.  But it meant he had to allow himself to be a Visionary, to gain a clear picture, become committed to it, share it with others, inspire his Team, but most importantly, he needed to put his Vision to work.

You have a Vision.  It may not be on such a “grand scale” as Frank, but now is the time to act on your Vision...Put it to work!

Next week we begin our study of Charisma.  Number 2, in our detailed look into the 12 behaviors of the Rare Leader.  Don’t let that make you believe we’re finished with Vision.  We’ll keep talking and challenging you to use your Vision.

If you want to learn more about the Rare Leader™ in you, 

or if you are interested in retaining Steve as your Executive Coach, 

Contact Steve Riege via: twitter, or his website.