Tag:

Integrity

LeadershipREPOST

REPOST: Character vs. Competence

by Ron Potter
A Note From the Editor:
As we recently mentioned, we are reposting popular blog posts while Ron is recovering from some health issues.

Tyranny of Competence

Bob Quinn in his book Deep Change introduced us to the concept of the “Tyranny of Competence.” This is a person that is so good at the skills of their job, leaders will tend to overlook their other flaws in character.  They assume the character flaws would never cause enough negative issues to overcome the positive impact of being really good at their job.

Don’t ever think that.  The destruction caused by lack of character is always greater than the competency provided.

Steven Covey gave us the image of leadership, being equal parts character and competency. You can be the most competent person ever, but without good character, you’ll never become a great leader.  Conversely, you can be a person of utmost integrity and character, but without being competent at what you do, you’re no longer trustworthy and therefore will never make a trusted leader.

I’ve always been a little surprised at the lack of visibility around this issue. I’ve often thought that maybe I’m more tuned into the destructive aftermath of this character issue than the executives I work with.  And quite honestly, the measurement systems of our corporate environments tend to be more competency based than character based.

Rock Stars of Competency

Then one morning I experienced a little incident that added some clarity.  Because of a heart operation and subsequent complicating factors, I had been living in a hospital environment. Beyond dealing with my own personal health issues, the thing that occupied me the most was observing the culture of an operating hospital from a patient’s (customer’s) point of view.

Now, a hospital is certainly competency-based. Without a doubt, I want the most competent surgeon handling my heart so I can get healthy. But it’s amazing that even at this “rock star” level of medicine, how much of a difference character makes. From the patient’s point of view, the doctors I consider the best are the ones that treat me as a human being. I have been very blessed with great doctors but what’s even more interesting is how the hospital staff reacts to these surgeons.

The high character surgeon treats the staff with respect and relates to them as human beings, even as simple as using their name. The entire staff is very eager to provide to the patient whatever the doctor thinks necessary for the health and well-being of the patient. However, when the doctor forgets to exhibit that good character to the staff, the patient actually suffers. The staff goes back to a checklist approach.  It’s clear that the overall care of the patient diminishes when the providing doctor doesn’t demonstrate good character, but assumes it is only great competency that gets the job done.

Character Based Environments

Below the doctors are the nurses and the rest of the caring staff. Down here, it’s character that makes the difference. Without exception, these nurses and “techs” (one nurse and one tech assigned to each patient) are there to help you get well. There are still competence issues of taking “values”—pressure, temperature, weight, etc. and administering meds—but for the most part they mainly want to know how you’re doing and what they can do to make your stay more comfortable. The most precious commodity is sleep. And while the timing of the system conspires against you, many of the nurses and techs will delay almost anything if they think it will allow you to sleep just a little bit longer. Except Alex!

Don’t Be Like Alex

Alex is a young, energetic tech who was new to me until one morning. At 5:00 a.m. (one of the few times during the day that I could actually fall into a deep sleep) Alex bounded into my room, turned on the lights, and asked if he could check my weight. My answer was, “No!” Undaunted, Alex wheels in the scale (light still on) and offers to help me out of bed. It’s obvious he’s not going to leave so I slowly bring myself to consciousness, drag myself out of bed, stand on the scale, and satisfy Alex that he’s done his job. He even encourages me to get some sleep as he departs with his poundage figures in hand.

My reaction to Alex’s overall performance?

Competent? Yes.

Showed character? No.

Overall, rude, obtrusive, failure as a tech.

In competency based environments, lack of character is always destructive but may be under the radar.  In character based environments, lack of character is seen as complete failure.

The message in all of this is balance, balance, balance.

Regardless of which aspect is more valued in each environment the best leaders, the most cherished and valued people are the ones with both great competencies and the same time exhibit the greatest of character. They are respectful and treat others with great dignity.

If you yearn for success, be the best you can be and at the same time, care and respect those around you for who they are.

This post was originally posted here on September 10, 2015.
1 comment
0 FacebookTwitterEmail
BlogCulturePersonal

Physical Therapy

by Ron Potter

I’ve been in Physical Therapy (PT) for the last several weeks.  It’s a concept that can strike terror into your heart.

Pain

There is no shortage of pain or suffering while you’re at PT.  In fact, I’ve accused them of updating machines from the torture of evil dungeons.

The staff at PT doesn’t let up on the pain and suffering caused by their work.  In fact, they won’t let up until I get it right or I get enough repetitions to produce some gain from the effort.  They’re relentless in causing pain and suffering in order to gain ground on my ailment.

Encouraging

However, during the effort that is painful and exhausting, I find the staff to be very encouraging and motivating.  What causes this seeming dilemma?  On the wall, they have posted their dozen rules to live by.

Dozen Rules to Live By

  1. Live God-Centered
  2. Love People and Build Relationships
  3. Create Remarkable Experiences Through Exceptional Service
  4. Promote Growth and Embrace Change
  5. Be Generous
  6. Pursue Excellence
  7. Be Efficient
  8. Act with Honesty and Integrity
  9. Stay Humble
  10. Utilize Strengths and Passions
  11. Encourage Autonomy, Innovation, and Clarity
  12. Be Transparent

Let me expand on a few of these.

Live God-Centered

God doesn’t promise a pain-free life.  Be he does promise to love us and will always be with us.  That’s what the people at physical therapy do.  They are always with us through the entire exercise set and they make us feel cared for and appreciated when they’re administrating pain (in an effort to make us better).

Love People and Build Relationships

As people approach the end of their life, their minds turn to relationships.  I hope I have many years left but I do find my mind and memories turning to relationships.

I received a text message from a friend I first knew forty years ago.  I was so glad to get that message that I immediately called him back.  He had coded the first computer program I ever developed.  We spent many hours going through the code and becoming great friends along the journey.

Promote Growth and Embrace Change

Change is the part of life that people seem to resist the most.  Although things are constantly changing, there seems to be a desire to ignore or deny that things are changing.  Things constantly change.  Embrace it.

Act with Honesty and Integrity

Honesty and Integrity are the elements that people remember about us.  You can be generous, excellent, and efficient (numbers 5, 6, and 7) above, but honesty and integrity are what people will remember about you.

Be Humble and Transparent

Humility and transparency (numbers 9 and 12) are the two other aspects that will be long remembered.  People with these traits seem to be fully trusted and are long remembered.  When you’re administering pain (in PT) people must feel your humbleness and transparency or they won’t come back.

0 comments
0 FacebookTwitterEmail
BlogRegrets

Regrets – Moral

by Ron Potter

In Daniel Pink’s latest book, The Power of Regret: How Looking Backward Moves Us Forward, Pink lists four core regrets:

Items included in Pink’s book on moral regrets include:

  • Deceit
  • Infidelity
  • Theft
  • Betrayal
  • Sacrilege

For me, I can eliminate infidelity from my life.  I worked all over the world with many leaders and never once was drawn to infidelity.  Part of it may have been my low self-esteem when it came to my own looks, not thinking about why any woman would be attracted to me.  Most of the time I just felt God made me invisible so there was no temptation.  In any case, I was never drawn to infidelity.

In My Life

However, the other four seem to have been present through most of my life.  Deceit can either be not telling the truth or not committing the truth.  I have several regrets about the commission of truth mainly as one of my regrets.

Theft is one thing that was not prevalent in my life but one of my earliest regrets is taking a candy bar from the local drug store fountain shop where we all seemed to congregate as kids.  I felt so bad about it that I purchased a candy bar and put it back on the shelf when no one was looking.

There were a few instances of betrayal when I would “throw my best friend under the bus” so that I wasn’t blamed for something.

Sacrilege is an interesting one.  Most of us think of it in religious terms.  But it’s not.  The dictionary says it is the “violation or misuse of what is regarded as sacred.”  What do you consider as sacred?

Self-Examination

This one takes a lot of self-examination and honesty with yourself.

I once had a client that I had a hard time connecting with.  He then explained that he was a player!  I didn’t know what being a player meant so I asked him.  He said it meant that he had affairs with numerous women.  The number was astronomical to me.  When I asked about his wife, his response was that she knew the kind of person he was when she married him.  He had spent very little time self-examining.

Are you a truthful person?  If not, then what?  Does that make you an untruthful person?  A liar?  Then you should probably spend more time in self-analysis.  With a trusted friend if that’s possible.  Have you developed that kind of friend who can tell you anything that causes you to self-exam yourself?  If not, what have you been avoiding?  We’ll talk about this one in more detail in next week’s blog on connection.

0 comments
0 FacebookTwitterEmail
BlogRegrets

Regrets – Foundational

by Ron Potter

A friend of mine recently sent me Daniel Pink’s latest book, The Power of Regret: How Looking Backward Moves Us Forward.  (Thanks, Chris.)

While I haven’t fully read this book yet, it seems like the perfect next sequence after the series of being afflicted, perplexed, persecuted, and struck down.

Four Core Regrets

Let’s take a look at the Four Core Regrets that Pink identifies:

Foundational regrets begin with an irresistible lure and end with inexorable logic.

At the heart of all boldness regrets is the thwarted possibility of growth.  The failure to become the person—happier, braver, more evolved—one could have been.  The failure to accomplish a few important goals within the limited span of a single life.

Deceit.  Infidelity. Theft. Betrayal. Sacrilege.  Sometimes the moral regrets people submitted to the surveys read like the production notes for a Ten Commandments training video.

What gives our lives significance and satisfaction are meaningful relationships.  But when those relationships come apart, whether by intent or inattention, what stands in the way of bringing them back together are feelings of awkwardness.  We fear that we’ll botch our efforts to reconnect, that we’ll make intended recipients even more uncomfortable.  Yet these concerns are almost always misplaced.

Unavoidable Foundation Regrets

We start with the foundational regrets. Like the issues identified in Paul’s letter to the people of Corinth in the last several blogs, these seem to be unavoidable.  I believe I am an honorable person with good intent.  But as I look back over my life, the first thing that comes to mind is my many regrets.  I am reminded of regrets in each of the four core regrets identified by Pink.

  • Irresistible Lure.  Irresistible means impossible.  Have you been drawn to something that just seems irresistible?  Fortunate for me, immoral things haven’t been irresistible.  However, two material things have seemed irresistible to me.  One is a nice car.  I’m not talking about super-expressive cars but I am talking about the top-of-the-line American cars.  I decided with my first new car in 1969 that I was not going to resist a new car every three years.  Both of my daughters and sons-in-law find that rather extravagant because they are into decent used cars.
    My other irresistible lure has been nice watches.  I think it was because my father bought my first new all-electric watch for my high school graduation.  I’ve been in love with nice watches ever since.
  • Inexorable Logic.  The word inexorable means impossible to stop or prevent.  I have been a very logical person all my life.  I can convince myself of almost anything.  The logic of my own reasoning becomes so strong and sound that it becomes almost impossible to resist or deny.  Unlike automobiles where I made the illogical decision to lease a new car every three years (knowing it is illogical), I talk myself into the new watch with pure logic (or at least I think so).

Convincing Ourselves

My regrets tend to be more materialistic.  But I know that some people deal with immoral issues.  Like the new car in my case, I openly admit that a new car every three years doesn’t make sense.  But if you reached an immoral decision and don’t openly admit it as being immoral, then it tends toward the evil side of human behavior.  You know that it’s immoral but you decide to do it anyway.

For those issues where you’re convinced in your mind (through logic or ignorance), you need that trusted friend who is capable of saying to you, “You know that’s wrong, don’t you?”

Dealing with Foundational Regrets

Don’t be evil.  The world knows it, and more importantly, you know it.  Evil will eat at your character and humaneness.  Evil will become one of the more painful things in your life.

Don’t let your bad logic overcome your wisdom.  You need that trusted friend who will say, “You know what you’re doing is wrong and unwise.”  Listen to them.  Examine yourself and your motives.  Allow them to be that trusted friend you need.

0 comments
0 FacebookTwitterEmail
BlogCulture

BS Indicator

by Ron Potter

I’ve started reading a book titled The Life-Changing Science of Detecting Bullshit.  I started reading it just because it sounded like a fun read (my warped sense of humor, I guess).  However, once I started to read the research and science behind it, the topic is fascinating.

The Causes and Consequences of B.S.

John Petrocelli is a social psychologist and professor of psychology at Wake Forest University, who actually studies this issue.  How fun would that be?

He finds that people tend to spread B.S. when they feel obligated to have an opinion about something they know little about—and when they feel they aren’t going to be challenged.  The Wall Street Journal did a fascinating interview with Dr. Potrocelli.  A couple of findings I found interesting were:

  • B.S. is when someone communicates something with little regard for the truth, genuine evidence, or established knowledge.
  • Liars actually know and care about the truth. They need to know the truth so they can distract you from it. The BS’er not only doesn’t know the truth, they don’t care about it.
  • One reason people BS is simply the obligation to have an opinion. People feel they have to have an opinion about everything.  They tell each other what they want to hear to avoid conflict or hurt feelings.

Obligation to Have an Opinion

Why do we feel we need to have an opinion?  We could just as easily remain silent or openly indicate that we don’t have an opinion on a particular.  Even better, if we were to indicate that we haven’t formed an opinion because we don’t know all the facts and haven’t yet figured out the truth.

The WSJ indicates that the main reason people BS is to promote one’s status—to get ahead, appear knowledgeable, competent, skilled, or admired.  Unless these BS’ers are challenged, it can lead to some of these consequences but when challenged properly, their BS is quickly exposed and leads to the failure of accomplishing any of those goals.

Detecting BS

Our ability to detect BS has been dulled through this time of isolation.  We’ve lost some of our natural ability to detect.  The WSJ article points out a couple of great questions that we can ask to retune our BS detector.

  • Ask people to clarify, they’ll often take a step back and think. And a lot of times, they’ll dial back their claim. So the first question is: “What? What are you saying?”
  • “How? How do you know that’s true? How did you come to that conclusion?”  We have often been taught to ask the “Why” question first.  However, Dr. Petrocelli suggests that the “Why” is not a good question to ask. That leads people into the abstract, to talk about their values and the heady stuff. The “how” question gets them down to the concrete, real-world, practical things that we would call evidence.
  • The other question should be: “Have you ever considered any alternatives?” The reason for this question is that if they say no, you know they probably haven’t thought through the thing very well.

The Power of Detecting BS

Something on your radar just pinged and you’re not sure if this person is telling you the truth or just BSing.  Or you might simply be ignorant of the situation, the facts, and the truth.  In either case, asking the questions above will help you, your team, and your leadership be better at what you’re trying to accomplish.  Become a good BS detector simply by keeping your radar up and asking the right questions.

You’ll be thought of as a solid citizen and a critical thinker.  Don’t accept or spew BS.

0 comments
0 FacebookTwitterEmail
BlogLeadership

7% Increase in Shareholder Returns

by Ron Potter

Did that title capture your attention?   What company today wouldn’t like to provide that kind of increase to their shareholders?

185 CEO’s

A research paper looked at 185 CEO’s and the performance of their companies in the S&P 500 between 2000 and 2013.  The conclusion was that the more humble leaders produced 7% higher value to their shareholders.  The paper used modesty, fairness, and sincerity to measure their “humbleness”  Let’s take a look at these three characteristics.

Modesty

A dictionary definition says “the quality of being unassuming or moderate in the estimation of one’s abilities.”

Unassuming.  There are several areas where a person can be unassuming or assuming.  Any of them can be good or bad.  One statement I like comes from Jordan Peterson in his book, 12 Rules of Life.  Rule number 9 says “Assume That The Person You Are Listening To Might Know Something You Don’t.”  That’s a good thing to assume and it makes you unassuming.  When leaders make this assumption about their team, it’s inspiring and leads to great conversations about the business.

Moderate about one’s abilities.  I think the word moderate is key.  Not too high, not too low.  It’s interesting to me that team members often prefer to work for a boss that they consider above average or even higher.  It only becomes an issue if the boss starts believing her own press and assuming she knows more than everybody else on the team.  Remember Jordan Petersons rule number 9.  As long as the leader remains unassuming, the team loves a strong, knowledgeable leader.

Trust Me

In my book, Trust Me: Developing a Leadership Style that People Will Follow, the number one characteristic is Humility.  The word has lost its original definition over time.  The early definition was “tremendous strength under complete control.”  As I mentioned earlier, people like leaders who have great strength and ability but are modest or humble at the same time.  That’s the winning combination.

Many leaders exhibit power and strength in their roles.  They may get things done but they don’t build great teams and they don’t develop shareholder value.

Be a humble leader.  The rewards are high and the relationships you develop will be tremendously valuable over time.

0 comments
0 FacebookTwitterEmail
BlogLeadership

Elements of Trust

by Ron Potter

In the Harvard Business Review was the following article:

The 3 Elements of Trust by Jack Zengar and Joseph Folkman.

Three Elements of Trust

I think Zenger and Folkman are right on when they identify

Positive Relationships
    • Stay in touch on the issues and concerns of others
    • Balance results with concern for others.
    • Generate cooperation between others.
    • Resolve conflict with others.
    • Give honest feedback in a helpful way.
Good Judgement/Expertise
    • They use good judgment when making decisions.
    • Others trust their ideas and opinions.
    • They can anticipate and respond quickly to problems.
Consistency
    • Are a role model and set a good example.
    • Walk the talk.
    • Honor commitments and keep promises.
    • Follow through on commitments.
    • Are willing to go above and beyond what needs to be done.

Let’s unpack each one of those.

Positive Relationships

Of the five points that Zenger and Folkman make, the three I would pick as the most powerful would include, concern for others, resolving conflict, and giving honest feedback.

Concern for Others

Human beings have an amazing ability to determine if someone really cares for them or is just using them to accomplish a task.  Don’t kid yourself, you can’t fake this one.  If you don’t truly care for the other person, they will do what they are told because of your position but nothing more.  To build winning teams, you need more.  You need people’s energy, creativity, and cooperation.

Resolving Conflict

Resolving conflict relies on good listening.  I identify this skill as

Listening with the intent to respond vs Listening with the intent to understand

It takes a great deal of energy to listen with the intent to understand.  First, you must suspend what you “know”.  People know when you’re just lining up your points to make as soon as you see an opening in the conversation.  It’s even worse if you create that opening by interrupting with your points to counter their points.  They know you’re not trying to understand them.

There is a great deal of talk about diversity these days.  Listening with the intent to understand and teaching others to do the same, actually takes advantage of the diversity.  It’s not about our origins, race, gender, or whatever is being thrown into that diversity bucket these days, it’s about understanding.  The diversity identities being tossed around today don’t mean anything if we’re not listening to understand.  Individuals will have very different belief systems, even if they’re part of the same category of people.

Good Judgement/Expertise

The biggest issue to watch out for in this category is what Robert Quinn in his book “Deep Change” identifies as the “Tyranny of Competence”.  Some of my more difficult consulting and coaching times occurred when I had to convince and then help leaders dismiss people who fell into this category.  The first word in this title is “tyranny”.  People who fall into this category are incredibly competent and knowledgeable in their subject matter.  However, they use that competence as an excuse for not developing good relationships.  Every time the person who lives by the Tyranny of Competence is asked to leave, I’ve observed teams blossom into highly effective teams based on trust.

Zenger and Folkman put three elements in this category: Good judgment, trust of others, and they respond quickly.  I believe the middle point of the three —”Others trust their ideas and opinions”—is the hinge that makes the other two work.  One reason that the trusts exist is that there has been listening with the intent to understand.  I can’t emphasize enough how much this element builds trust.  Because good leaders have listened well and built trust, they tend to have good judgment and can respond quickly to threats.

Consistency

I believe consistency requires Integrity.  Integrity comes from the Latin word “integer”— meaning whole or complete.  Integrity means that you are the same person regardless of the circumstances or the people present.  It has a foundation of honesty and character.  Are you a person of integrity?  Are you always the same person?  When you have integrity and are consistent, it builds trust.

Elements of Trust

Evaluate yourself.  Get feedback from others.

  • Do you develop positive relationships?
  • Do you exhibit sound judgment?
  • Are you consistent and would people say you are a person of integrity?

Regardless of the environment, be it leader, team member, family member, or citizen, nothing will carry you farther than developing trust.

0 comments
0 FacebookTwitterEmail
BlogLeadershipTeam

Team and Leadership: Summary

by Ron Potter

Over the last several weeks we have been reviewing and expanding on the elements of a great team in our Thursday blog.  At the same time, our Monday blog has been exploring more detail on the elements of great leadership.  These are the first two legs of our Team Leadership Culture (TLC) model.

In general I believe it’s important to build a great team before working on leadership skills but in reality, it’s difficult to accomplish one without the other.  In many cases, they are tightly coupled and interdependent.

Today let’s review the elements of team and leadership and see how they fit together.

Elements of Team

Truth – Respect – Elegance – Commitment

Elements of Leadership

Humility – Development – Commitment – Focus
Compassion – Integrity – Peacemaking – Endurance

Interdependence

Let’s start with the elements of Team and look at the interdependence, overlap, and alignment with the Leadership elements.

Truth => Humility – Integrity – Peacemaking

To build a great team, members must be truthful with each other.  Truthfulness requires Humility, Integrity, and Peacemaking from the Leadership Skill List.

Humility

Humility has been misunderstood and misused in recent years.  Often people think of “turning the other cheek” or even being a “doormat” in order to be humble.  The original meaning of the word meant great power under complete control.  Humility doesn’t mean you’re powerless.  In fact quite the opposite.  It means that you have tremendous power.  Enough power to crush your opposition.  But when you’re humble, you choose not to use that power in a destructive way but to use the power for intense learning and curiosity.  Humble people may be the most powerful people in the room but are focused on individual and team learning through curiosity.  Humble people assume the other person may know something they don’t or have a very different perspective that’s worth learning.

Integrity

Integer also comes from the same root as integer.  It means whole, complete, sound and even incorruptible.  A person of high integrity is the same, complete, whole person no matter where they are or who they are with.  You can always trust they are and will be the same and say the same thing no matter what.  This is essential for the Truth required on teams as well as Commitment.  If you can’t trust that someone is genuine and has integrity, it’s difficult to get at the truth or sustain commitment.

Peacemaking

Peacemaking is also a word that we’ll see associated with Truth and Commitment.  Peacemaking is not the absence of conflict and different opinions.  Peacemaking understands that differences of opinion is natural for human-beings but has figured out a way to work through the differences and conflicts in a healthy productive way.

Respect => Humility, Development, Compassion and Integrity

Building and maintain respect with a team requires a leadership style built on humility, development, compassion, and integrity.

It’s important to note here that when I use the word leadership, I don’t mean the identified leader of the team.  I have observed people of all ranks and positions being leaders.  True leadership comes from your actions, not your position.

Humility and Integrity

We talked about humility and integrity in the Truth section above.  The same issues apply to Respect.

Development

From my book “Trust Me” development is described as “Leaders who accept the truth and train others to seize the benefits of adversity, loss, and change.  Growing people and giving them opportunities is one of the best ways to show respect.

Compassion

There have been a few clients through the years that didn’t believe compassion had anything to do with business.  In their minds, business was logical and should be dispassionate.

I’ve often used an old adage to counter that thinking:  “I don’t care how much you know until I know how much you care!”

When people feel like you care for them as a human being first, they feel trusted and respected.

Elegance => Commitment, Focus, Peacemaking

Commitment and Focus

I’ve combined these two but they do go together in many ways.  It requires a firm and aligned grip on the goal and purpose of the team to accomplish the required tasks in the simplest way with the least amount of friction.  Make the goals and purpose clear and then make sure everyone is committed.  This will eliminate much of the territorial behavior that happens with teams.

Focus is under attack more than any point in history.  All of our modern devices are determined to capture our focus thereby scattering our attention.  Our own egos also drive us to accomplish more things and be in more places than necessary or even possible.  Staying focused on the goal and purpose is the only way to keep things Elegant.

Peacemaking

Peacemaking was discussed above.  In making sure that things are accomplished in the simplest way possible, it will take a great deal of peacemaking to settle territorial disputes.

Commitment => Commitment, Peacemaking, Endurance

Commitment and Peacemaking

These two were also discussed above.  In terms of Team Commitment, it will take a strong commitment to the goal and purpose of the team.  It will also take a great Peacemaking/Decision-Making process.  Our earlier blog on Team Commitment talks about the process that provides a win-win environment which is essential to reach full commitment.

Endurance

I used the TREC (Truth, Respect, Elegance, Commitment) acronym because it looks and sounds like the word TREK.  A TREK is described as a long arduous journey.  Especially one involving difficulties and complex organization.  Building a great team is a long arduous journey.  It takes great leadership to deal with the difficulties and complex organizations.

Team and Leadership

That’s the summary of the first two elements of TLC, Team Leadership Culture.

  1. Build a great team
  2. Development great leadership skills
  3. Create the culture to achieve the goals and purpose

The Rest of the Year Adventure

Over the next several months we will be talking about Culture, the third leg of TLC.  We’ll be doing this in our Thursday morning blog posts.  Our Monday blogs have been dedicated to the Leadership aspect of TLC.  For the rest of this year, we’ll be using Monday’s to blog about things that provoke some thought.  These usually come from my daily experiences in life, what I observe in the world, an article or book that makes a point that I think should be shared.  They won’t happen like clockwork every Monday morning but simply when something strikes me as worthwhile.  Stay tuned.

0 comments
0 FacebookTwitterEmail
BlogTeamTeam Series

Team Elements – Truth

by Ron Potter

Over the last couple of blog posts, we’ve been introducing and preparing ourselves to walk through the elements that make great teams. The first of these is Truth. Great teams can tell the truth. But Truth needs some special understanding.

To create a truthful atmosphere and dynamic teams must:

  • Develop and maintain Trust
  • Be able to share their Beliefs and Assumptions openly and without recrimination
  • Believe that every member of the team has a Valid Perception of the issue.

Trust

The leadership book is titled Trust Me: developing a leadership style people will follow.  In that book, I describe the eight elements that are required to develop and maintain Trust. Let’s take a brief look at each of the eight:

Humility – “I don’t have all the answers”

Humble leaders don’t flaunt or exercise their positional leadership. They’re always open to others and their idea regardless of where those ideas come from (see Beliefs and Assumptions plus Valid Perceptions later). Jordan Peterson in his book 12 Rules of life, An Antidote to Chaos points this out with one of 12 rules for avoiding chaos, “Assume That the Person You Are Listening To Might Know Something You Don’t”

Development – “I want us to grow through the experience”

Another aspect of great leaders is to develop the people around them. Not just those to report to them but all the people around them. Including their boss. As mentioned above, Jordan Peterson wrote his book about 12 Rules of Life needed to avoid chaos. My two daughters made a list of Ron Potter’s 12 Rules of Life. Their rule number 10 says, “You haven’t failed if you learn from your failures.” Helping people or the team learn and grow through the difficulties of life is the purpose.

Another powerful book is The Road Less Traveled by Scott Peck. The opening sentence of that book is “Life is difficult.” Peck, a psychiatrist, goes on to explain that if you don’t face and learn from the difficulties of life, the eventual outcome is mental illness.

Focus – “Let’s not get distracted”

I haven’t seen anything written on this, but there seems to be something magical about the number 3. When leaders are good at focus, they seemed to be concentrating on the three things that are most important for them to accomplish. Especially CEO’s who have tremendous demand on their time from many angles. They’re always being asked to speak to an industry group or meet with a customer or talk to an important constituent. All good things for a CEO to be doing. But the ones that have great focus will say, “That’s not one of my three focus points, someone else do that.” It’s a sure sign that humility is present because it’s often ego that says “Sure, I’ll do that.”

Commitment – “We’re looking for the greater good”

One author that I’ve enjoyed in recent years is Simon Sinek. Sinek talks a great deal about why, how, what. He says that all too often when asked what we do we respond with “what” we’re doing. People aren’t interested in that. Even people in the same company. The finance people are not interested in “what” the operations people are doing, as an example. But if you share “why” you’re doing something, now you begin to capture people’s hearts and minds. You must know why you’re doing something, and it must be for the greater good. Simon is quick to point out that making money is not why you’re doing something. Money is a by-product, not an endpoint.

Compassion – “I care about what you think and who you are”

I love adages because they’ve been around for hundreds and sometimes thousands of years. Why do they remain that long? Because they speak to a basic and solid truth. One such adage says “I don’t care how much you know until I know how much you care.” You can talk, persuade, convince and motivate but if people don’t feel like you care for them as human beings, they will not be committed. They may be compliant, but that never gets the results you need to keep the company on top or keep the team at a high level of performance.

Integrity – “I will not hold back, I will share who I am and what I believe”

Another characteristic that leads to compliance rather than commitment is lack of integrity. Think about it for a minute. If you don’t believe someone has integrity, you’re not interested in being influenced by them. Lack of integrity destroys trust.

Peacemaking – “We want divergent perceptions leading to unity”

This has been a hard word to translate from the old texts. I’ve tried collaboration, but that doesn’t speak to the depth of peacemaking. Peacemaking is not the lack of conflict. Peacemaking encourages conflict, discord and different points of view. It’s the results of peacemaking that moves all of those different views to a united and committed outcome that the team completely embraces. To the world outside the team all they see is total commitment to the single solution, never being fully aware of the discord that was worked through to achieve the unified decision.

Endurance – “We will endure to a committed position”

When Wayne and I were preparing to write Trust Me we were reading the research by Jim Collins that eventually became his book Good to Great. In that book and research, Jim and his researchers described the kind of leader who was in place every time a company went from being a good company to a great company for an extended period. They termed the leader they described as a Level 5 leader, not to be confused with Level 4 Happiness. The two characteristics they attributed to Level 5 leaders were humility and an enduring will. Our first and last characteristic. I have seen a few leaders who are very good at enduring but in the wrong direction. I believe that if you add the other six (development, focus, commitment, compassion, integrity, and peacemaking) between the “bookends” of humility and endurance, you have a better chance of enduring in the right direction.

The other thing that I’ve observed is that every time I’ve been a part of a major change effort, it always feels like failure somewhere along the path. Enduring leaders stick with it.

How many of the eight-leadership element do we need?

Since Trust Me was written I’ve run a little experiment many times. After getting clear definitions of what each of the eight elements means. I ask teams the following questions:

“What kind of leadership style or culture will develop if we eliminate the first pair—humility and development. After they’ve filled out their flip chart with numerous descriptions, I ask them to start with a new sheet assuming humility and development are back but the next two—focus and commitment—are missing and so forth eliminating two elements at a time.

It’s been very revealing through the years is that I’ve always been very careful to set up the exercise with neutral words and tones, no good or bad yet I have never received a positive descriptor. Isn’t that interesting? Neutral set up but not a single positive response. By eliminating and two of the eight, it always leads to a negative culture and leadership style.

And then comes the most telling question when I ask each of them to tell me which culture or leadership style that they described would they want to work for? The answer is always “None of them.” Neither do their people. And so even if I said earlier that you don’t need all eight elements to start making a huge difference. If you completely miss or neglect to develop any of the elements, you won’t become a leader that people want to follow through thick and thin. You need all eight.

Truth Depends on Trust

Without building a foundation of great trust, a team will never be able to get at the truth of any situation. Start with trust.

In the next post, we’ll talk about some of the systematic approaches to getting at the truth once you’ve built the trust.

0 comments
0 FacebookTwitterEmail
BlogCultureOrganizational IntegrityTrust Me

Organizational Integrity: Finding a Confidential Listener

by Ron Potter

We continue our Monday series where I’m providing some snapshots into what makes up organizational integrity.

To have a great organization, integrity must be widespread. It won’t do to be a saintly leader of highest integrity if the rest of the team consists of liars, backbiters, and thieves. Integrity must exist from top to bottom. There are some key qualities that need to be modeled by leadership in order for an organization to embrace integrity.

Last week we unpacked with Trusting Others. This week we’ll explore Finding a confidential listener.

Finding a Confidential Listener

What if you as a leader are working to build a high-trust organizational culture but still feel uncomfortable totally sharing your heart with others on your team or in the company?

Find someone you can trust on the outside. You need someone who will mainly listen as you brainstorm ideas, let off steam, and regain perspective. By saying this I am not advocating that you stop being vulnerable or keeping gates open in your team or organization. But it is important for your health and well-being that you have someone, somewhere who can accept your total candor and maintain confidentiality. In some situations a consultant or a leadership coach performs this role.

Every leader needs a trusted confidant—a listener who will listen as the leader brainstorms ideas, lets off steam, and regains perspective.

0 comments
0 FacebookTwitterEmail
BlogTeamTeam Series

Team: Introduction

by Ron Potter

A new year, a new series. Ready to talk teams?

When Wayne Hastings and I began writing our first book, Trust Me, I assumed we would cover all three areas that I focus on, building Teams, Growing Leaders, and creating Cultures—TLC. As we began to work with the publisher, it became obvious that the first book was going to focus on the leadership area. The team and cultures would have to wait their turn to be covered in future books. The good news is that over the years I’ve learned more about what makes great teams work.

A few of the things that I’ve learned about teams include:

  • Hitting the sweet spot of TLC
  • Team is the leading element
  • Being a great leader, functioning as part of a great team and creating great cultures makes you happy!

Hitting the Sweet Spot

When I formed my company in 2000 (I had been in the business for ten years at that point), I wanted to give it a name that described what we did. Reflecting on the previous ten years, one pattern that emerged was that new clients hired me at one of three entry points:

Leadership

I was being asked to help improve the leadership skills of existing or up-and-coming leaders.

Or a slight variation was the young hotshot contributor that the company thought would make a great leader someday but was currently advancing based on some great competency and had not learned the role of being a leader.

Or sometimes I was being asked to help save a derailed leader who had been in the organization for a long time but had gotten off track.

Team building

Team building was the second point of entry into a client. The work wasn’t necessarily related to a leader (at least in their mind), but the team wasn’t performing well.

Many times, these were existing teams where:

  • Productivity had fallen off or never existed.
  • There was a conflict or rift in the team that they couldn’t get past.
  • The team was facing dramatic change they weren’t handling well.

Sometimes they were ad hoc teams where:

  • They were pulled together for a short-term project that needed a quick launch to get productivity levels high as soon as possible.

A side story to that scenario was my first taste of team building when I was a young engineer. My company brought in a consulting firm (HRDA—Human Resource Development Association) to help facilitate communication, understanding, and decision making between ourselves (the constructor) and the design engineers. The process was called “Face-to-Face.”

Both companies had good people. We were all good engineers but weren’t communicating or more importantly, understanding each other. I began to realize that understanding relied more on good relationships and character than it did on competency.

Corporate Culture

My third possible entry point is corporate culture. When I started in the business in the early 1990s, the idea that you had to understand, pay attention to, and mold corporate cultures wasn’t well known, understood, or accepted. By the early 2000s, it had become an accepted fact.

Those seemed to be the solid entry points for me to provide services and add value to all the companies I worked with in those early years of my consulting work—leadership, team building, corporate culture.

Team is the leading element

After ten years I could see that my three entry points were leaders, teams, and cultures. The challenge was what do I name my new company that reflected those points?

Leaders—Teams—Cultures            LTC

Culture—Leaders—Team            CLT

Teams—Culture—Leaders            TCL

Teams—Leaders—Culture            TLC!!

TLC, that was it. Team Leadership Culture, LLC. That was my new company, TLC!

I must admit that I still thought of leadership being at the core and many of my presentations still reflected that belief. But how could I pass on TLC, so that became the name of my company, Team Leadership Culture, LLC.

What’s interesting is that over time, I’ve come to believe that great teams are the essential lead element. I’ve seen more corporate failures caused by the lack of teamwork than either of the other two elements. Great teamwork can overcome mediocre leadership and lack of a good culture, but neither leadership or great culture can overcome a bad team.

TLC is indeed the right sequence.

Happiness

One of my friends is Jim Berlucchi, who is the executive director for The Spitzer Center. Jim introduced me to the four levels of happiness that were described by Aristotle and greatly expanded into a mental model of leadership by Dr. Spitzer.

Aristotle concluded that what makes us uniquely human is our pursuit of happiness. That is why our forefathers included it in the Declaration of Independence.

It seems even more visible when we see the opposite. Despair and depression seem to occur when there is a loss of hope or happiness. If the ability to pursue happiness is lost, depression fills the void.

The pursuit of Happiness has Four Levels

Level 1 drives our basic needs for food, money, and sustenance — anything that relates to the senses. Without level 1, we don’t survive.

Level 2 drives us to win, improve, get better, achieve, grow. Without level 2, we don’t thrive.

Level 3 is focused on providing blessings to others. These are the elements of our book “Trust Me” which provide great leadership.

  • Humility – “I don’t have all the ”
  • Development – “I want us to grow through the ”
  • Focus – “Let’s not get ”
  • Commitment – “We’re looking for the greater ”
  • Compassion – “I care about what you think and who you ”
  • Integrity – “I will not hold back, I will share who I am and what I ”
  • Peacemaking – “We want divergent perceptions leading to ”
  • Endurance – “We will endure to a committed ”

Level 4 is described by Aristotle as

  • Truth
  • Love
  • Purpose
  • Beauty
  • Unity

These become the elements of great teams and deliver the greatest level of happiness.

Over the next several blog posts, we will be exploring each of these “Team” elements in more detail.

The team is the sweet spot. The team is what makes you happier. The team is what provides the greatest value to your organization. A great team will provide the greatest of memories when you think back over your career and lifetime.

0 comments
1 FacebookTwitterEmail
BlogCultureOrganizational IntegrityTrust Me

Organizational Integrity: Learning to Change

by Ron Potter

For the next few Monday posts, I want to provide some snapshots into what makes up organizational integrity.

To have a great organization, integrity must be widespread. It won’t do to be a saintly leader of highest integrity if the rest of the team consists of liars, backbiters, and thieves. Integrity must exist from top to bottom. There are some key qualities that need to be modeled by leadership in order for an organization to embrace integrity.

Last week we started with Prioritizing People-Development. This week we explore Prioritizing People-Development.

Prioritizing People-Development

Another way a leader builds team integrity is through a willingness to make changes. How does a leader do that? How does a leader react when challenged or confronted by peers or subordinates?

Tom Peters is no stranger to change. He insists that embracing change is the single most competitive weapon in business. He suggests the following major points to help leaders effect change:

  • “Trust/respect/don’t underestimate potential.
  • Insist upon (and promote) lifelong learning.
  • Share information.
  • Get customers involved.
  • Emphasize ‘small wins.’
  • Tolerate failure to the point of cheerleading.
  • Reject ‘turf’ distinctions.”

Embracing change is the single most competitive weapon in business. Are you willing to change? How do you react when you are challenged or confronted?

0 comments
0 FacebookTwitterEmail
Newer Posts
Older Posts