I remember a few years ago how my leadership coach Vance Caesar helped me understand an unexpected truth about ethics. I talked about a time when I was angry and expressed it “loud and clear” to another person. Vance said, “Do you realize that you were being unethical?” I said: “What do you mean, unethical? I wasn’t unethical, I just got mad.”
Vance asked me: “Do you think there were hurt feelings” – I had to admit there were; “Do you feel good about having done it” – I had to admit I didn’t; “Do you wish it could have been different” – again, I had to admit that I did. “So,” Vance said, “You had a choice to make and you made the wrong choice, so it was unethical.” I didn’t enjoy that much, but I had to admit he was right.
We have choices to make all the time, and while the alternatives are not always clear, I believe there are times we just turn a blind eye to our own “wrong” choices. I know that I do.
Leadership and Self-Deception, by The Arbinger Institute, is among the most powerful books I have ever read – in part because of that ethics lesson I learned from Vance. The book tells the story of a leader who discovers significance in the simple choices we make every day.
It describes how relationships constantly present us with choices about how to treat another person, and we most often know the “right” thing to do. When faced with these forks-in-the-road, we have the option to choose what we know is right, and thereby “honor” our best judgment.
Taking the other road and choosing to knowingly deny our best judgment may often be more expedient or just plain easier. While this is sometimes true for us all, the author describes how this choice makes us guilty of “self betrayal.” But, we say, isn’t a wrong choice relatively insignificant by itself? Well…
When we choose what we know is wrong, we then have to make it right in our minds to avoid feeling guilty. We must build the case for why it wasn’t wrong after all - convincing ourselves of all the reasons why we’re so great and the other person isn’t. The more reasons we add to these mental lists, the more right the wrong decision seems.
This is “Self Deception” – what the author calls being “In the Box.” The big problem is…others are not fooled. If we deceive ourselves, and are not authentic, we create a trust barrier to good relationships (that’s the box image). Getting out of the box requires freeing ourselves from this self deception.
Ever since reading this book I find there is nowhere to hide when faced with these simple choices. As annoying as it can sometimes seem, I need to be honest with myself about what’s right at these moments – with my family, my friends, my colleagues, my clients, as well as with the next person I meet.
It may seem that making a constant series of right choices may be a tough commitment to live up to, but from a practical standpoint, think of all the energy it takes to deceive ourselves – not to mention the on-going relationship damage from being “In the Box.” I think you might agree, right choices seem like a good path toward freedom.
While the book focuses on relationships between people, my belief is that this idea can apply to just about anything we do. Maybe we should all try it today – we may just like how it feels.
Thanks for sharing time with me; as always, I welcome your feedback and please feel free to pass this message along to others who may find value.
Book Suggestion: Leadership and Self-Deception, Getting Out of the Box – The Arbinger Institute
Sincerely,
Jeff Black
Managing Principal Consultant, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net www.mbsearch.net http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
Selected clients in my retained search practice: Allergan, SAIL Ventures, Pharmavite, Newport Corporation, Danaher SDS, Smile Brands, GKN PLC, Canon, Pharmavite, Meggitt PLC, PPG Industries, SRS Labs, Cal-Am Properties, Sunrise Growers, Specialty Restaurants Corp., and Panda Restaurant Group.
Your referrals for Retained Executive Search are greatly appreciated; please let me know if there are companies that you believe may benefit from being connected with me.
Sunday, February 21, 2010
Saturday, December 19, 2009
A Relationship Story - Fit for Results
Successful outcomes are the only thing that really matters in business, of course, but there are a lot of different ways to get there. My recent experience successfully placing a new CIO at Panda Restaurant Group gave me a glimpse into an opportunity that many companies may not recognize.
The need for technical excellence, educational pedigree, and an achiever’s drive are almost always a prerequisite for any key addition to a team. In the case of a senior leader joining Panda, there was a critically important added dimension that made the fit a unique and exciting challenge.
You see, at Panda, the culture and values of the organization are uniquely important. However, I would argue that the unique importance of this is a tool that could be much more effectively utilized by so many more organizations.
The makeup of the person is a consistently clear focus for Panda. They expect people who join their team to possess a unique set of characteristics that ensure they will fit into the culture of this extremely successful and rapidly growing company. Think about the following dualities that every person that joins Panda is measured against. People are expected to be:
Disciplined and Embraces Change
Results Oriented and Caring
Confident and Humble
Competitive and Team Oriented
Student and Teacher
There is much to learn from this, and not necessarily from the specifics of this set of cultural norms. A powerful message for me, and I believe a key strength of Panda, is that they really care about what’s important in their company.
I’ve come to believe that companies need to stop and ask themselves what is really important to them – call it values, culture, mission, whatever – the key question is just plain “what’s important?”. For some companies like Panda, the nature of the people is key; for other companies there may be a completely different set of critical criteria.
For instance, on the Wall Street trading floor, what’s critical is surely thinking fast and making quick (and wise) decisions. In a doctor’s office, care for patients and their well-being may be most important. In heavy manufacturing, safety may matter most. None of these scenarios is better or worse than any other; however, the power is in clarity – knowing what matters.
Through my search consultancy I’ve come to believe there is a central factor that can serve as the SUPER-GLUE FOR GREAT TALENT in companies – it’s the FIT between what really matters to the company and the true makeup of its people. I believe that vision alone (where the company is going) does not naturally engender loyalty, but I believe a true fit between the values of an employee and “what’s important” to the company can supercharge loyalty.
The power of fit can be achieved on Wall Street, at the Doctor, or on the factory floor, but fit must start with the company taking seriously a commitment to what it considers really important – what it truly values. Ask yourself if your company knows what is really important. If so, then be consistent and leverage it. If not, it may be time to look under the hood.
My recent experience with the passion for values fit at Panda has inspired me to communicate about this subject; I want to help more companies understand their potential opportunity to create a stronger bond with their talent. In addition to this story I am beginning to speak to leadership groups on this subject – please let me know if you know of groups that might want to hear about this topic.
Thanks for sharing time with me; as always, I welcome your feedback and please feel free to pass this message along to others who may find value.
Sincerely,
Jeff Black
Managing Principal Consultant, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net www.mbsearch.net http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
The need for technical excellence, educational pedigree, and an achiever’s drive are almost always a prerequisite for any key addition to a team. In the case of a senior leader joining Panda, there was a critically important added dimension that made the fit a unique and exciting challenge.
You see, at Panda, the culture and values of the organization are uniquely important. However, I would argue that the unique importance of this is a tool that could be much more effectively utilized by so many more organizations.
The makeup of the person is a consistently clear focus for Panda. They expect people who join their team to possess a unique set of characteristics that ensure they will fit into the culture of this extremely successful and rapidly growing company. Think about the following dualities that every person that joins Panda is measured against. People are expected to be:
Disciplined and Embraces Change
Results Oriented and Caring
Confident and Humble
Competitive and Team Oriented
Student and Teacher
There is much to learn from this, and not necessarily from the specifics of this set of cultural norms. A powerful message for me, and I believe a key strength of Panda, is that they really care about what’s important in their company.
I’ve come to believe that companies need to stop and ask themselves what is really important to them – call it values, culture, mission, whatever – the key question is just plain “what’s important?”. For some companies like Panda, the nature of the people is key; for other companies there may be a completely different set of critical criteria.
For instance, on the Wall Street trading floor, what’s critical is surely thinking fast and making quick (and wise) decisions. In a doctor’s office, care for patients and their well-being may be most important. In heavy manufacturing, safety may matter most. None of these scenarios is better or worse than any other; however, the power is in clarity – knowing what matters.
Through my search consultancy I’ve come to believe there is a central factor that can serve as the SUPER-GLUE FOR GREAT TALENT in companies – it’s the FIT between what really matters to the company and the true makeup of its people. I believe that vision alone (where the company is going) does not naturally engender loyalty, but I believe a true fit between the values of an employee and “what’s important” to the company can supercharge loyalty.
The power of fit can be achieved on Wall Street, at the Doctor, or on the factory floor, but fit must start with the company taking seriously a commitment to what it considers really important – what it truly values. Ask yourself if your company knows what is really important. If so, then be consistent and leverage it. If not, it may be time to look under the hood.
My recent experience with the passion for values fit at Panda has inspired me to communicate about this subject; I want to help more companies understand their potential opportunity to create a stronger bond with their talent. In addition to this story I am beginning to speak to leadership groups on this subject – please let me know if you know of groups that might want to hear about this topic.
Thanks for sharing time with me; as always, I welcome your feedback and please feel free to pass this message along to others who may find value.
Sincerely,
Jeff Black
Managing Principal Consultant, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net www.mbsearch.net http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
A Relationship Story - Completely-Baked Secrets to Success
What are those elusive secrets to success? Let me tell two very different stories, one fictional and one real, as they offer some good answers.
Ben Braddock (the title character in 1967’s The Graduate) walks into his parents’ kitchen and confidently announces to them: “I’m going to marry Elaine Robinson”. Following the classic squeals of his delighted Mother, they ask for details – the date, how he asked her … but he explains that she doesn’t know it yet – in fact, she doesn’t currently even like him.
Ben’s incredulous Father then says, “…well Ben, this all seems rather half-baked”, but Ben declares, “no, it’s completely baked, and I’m leaving right now to see her”. No, he didn’t have all the details in place (well, actually none of them), but what he did have was the first secret to success - a world of faith and resolve - he was certain it would happen.
Now, to reality - a few weeks ago I went on my annual major-league ballpark tour with my fellow baseball fanatic buddies – 5 games, 5 cities, 5 days. Late in the game with the Phillies under the shadow of the Gateway Arch, Cardinals Centerfielder Rick Ankiel raced back and stretched for a would-be triple as he crashed headlong into the wall and crumpled to the ground.
The jam-packed ballpark was hushed for 10 minutes as Ankiel was carefully placed on a stretcher and taken away to help. Well, the good news was that he only had whiplash and would be ok, but it was really scary – and he even made the catch!
In Hollywood, this would have been the last out of the championship and Ankiel would be a legendary hero. But, in reality, it was just game #26 of 162 in the season. Also, it was the 8th inning with the Cards behind 6-1 – they would not recover – it was a loss, just another loss in a long season. No Hollywood ending by any means, however, there was nothing half-baked about Ankiel’s committed effort – another secret to success.
I was struck by this as an excellent example of what it really takes to be successful in our business world full of challenges, competition, and changing circumstances.
First, just like Ben Braddock, we truly have to believe that things will turn out great – the ultimate test of our faith and resolve. But also, like Rick Ankiel’s heroic catch, half-baked efforts will never get us to the Promised Land. We have to dive for would-be triples every time, even when we’re losing, and even early in a long season.
Success in our business world, just like Major League Baseball, requires that we hold nothing back – nothing but our best and most creative efforts will get the job done. And especially during the strange times we have all been through recently, it becomes increasingly apparent to us all … it’s a long season. I wish you your best season ever.
Thanks for sharing time with me; as always, I welcome your feedback and please feel free to pass this message along to others who may find value.
Sincerely,
Jeff Black
Managing Principal Consultant, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net www.mbsearch.net http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
Ben Braddock (the title character in 1967’s The Graduate) walks into his parents’ kitchen and confidently announces to them: “I’m going to marry Elaine Robinson”. Following the classic squeals of his delighted Mother, they ask for details – the date, how he asked her … but he explains that she doesn’t know it yet – in fact, she doesn’t currently even like him.
Ben’s incredulous Father then says, “…well Ben, this all seems rather half-baked”, but Ben declares, “no, it’s completely baked, and I’m leaving right now to see her”. No, he didn’t have all the details in place (well, actually none of them), but what he did have was the first secret to success - a world of faith and resolve - he was certain it would happen.
Now, to reality - a few weeks ago I went on my annual major-league ballpark tour with my fellow baseball fanatic buddies – 5 games, 5 cities, 5 days. Late in the game with the Phillies under the shadow of the Gateway Arch, Cardinals Centerfielder Rick Ankiel raced back and stretched for a would-be triple as he crashed headlong into the wall and crumpled to the ground.
The jam-packed ballpark was hushed for 10 minutes as Ankiel was carefully placed on a stretcher and taken away to help. Well, the good news was that he only had whiplash and would be ok, but it was really scary – and he even made the catch!
In Hollywood, this would have been the last out of the championship and Ankiel would be a legendary hero. But, in reality, it was just game #26 of 162 in the season. Also, it was the 8th inning with the Cards behind 6-1 – they would not recover – it was a loss, just another loss in a long season. No Hollywood ending by any means, however, there was nothing half-baked about Ankiel’s committed effort – another secret to success.
I was struck by this as an excellent example of what it really takes to be successful in our business world full of challenges, competition, and changing circumstances.
First, just like Ben Braddock, we truly have to believe that things will turn out great – the ultimate test of our faith and resolve. But also, like Rick Ankiel’s heroic catch, half-baked efforts will never get us to the Promised Land. We have to dive for would-be triples every time, even when we’re losing, and even early in a long season.
Success in our business world, just like Major League Baseball, requires that we hold nothing back – nothing but our best and most creative efforts will get the job done. And especially during the strange times we have all been through recently, it becomes increasingly apparent to us all … it’s a long season. I wish you your best season ever.
Thanks for sharing time with me; as always, I welcome your feedback and please feel free to pass this message along to others who may find value.
Sincerely,
Jeff Black
Managing Principal Consultant, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net www.mbsearch.net http://www.linkedin.com/in/jeffblackmcdermottbull http://www.jeffblackmcdermottbull.blogspot.com/
Tuesday, May 12, 2009
A Relationship Story - Attitude Altitude
March 2009
Having a tough day? Week? Month? Year? Well, congratulations, you are alive and human in 2009.
So what are you going to do about it?
I didn’t ask what the Government, the economy, the stock market, the media, your clients, your suppliers, or your dry cleaner is going to do about it - I asked what YOU are going to do about it!
It’s up to us, and we should want it that way. Here are two reasons our attitudes belong at the highest possible altitude:
First, we can make a difference. We can be a source of inspiration for others, and for ourselves in the process.
The “altitude” imagery is inspired by watching our firm’s co-founder and Managing Director Rod McDermott demonstrate yet another extraordinary talent - flying his own airplane and thereby helping our firm be even more nimble in navigating around the Southwest. While it takes a ridiculous amount of mental agility to fly a plane, and Rod has it, I think it is also a way that Rod keeps the “altitude” imagery active in his life and our business.
I’m equally inspired by watching Rod and co-founder Chris Bull guide our firm through these admittedly strange times with inspiring and “high altitude” creativity and positivity.
I believe that I have a responsibility in the business community to help raise the confidence and spirits of everyone I encounter – really, we all share this responsibility, and each of us can make a difference.
The second reason I believe our spirits should naturally soar is simple human nature. Stumbling on Happiness by Daniel Gilbert, a recent book with inspired clear thinking much like The Tipping Point (Malcolm Gladwell) and Freakonomics (Stephen Dubner and Steven Levitt), captures this idea brilliantly:
“So if the question is ‘why should we want to control our futures?’ then the surprisingly right answer is that it feels good to do so – period. Impact is rewarding. Mattering makes us happy. The act of steering one’s boat down the river of time is a source of pleasure, regardless of one’s port of call.”
It just makes sense … we feel better when we have control over our future.
But, you may say, we don’t have control over everything that is affecting us. What, then, do we control? Well, each of us is entirely in control of our own attitude. We can be victims and feel miserable, but who wants that? Among the people I admire every day for pressing on and continuing to build the future, I find that most are sick and tired of feeling uncertain and worried - thoroughly sick and tired.
Each of us has an opportunity to be THE CRITICAL INSPIRATION for the next person we meet, and we never know when it will matter, so why not assume it always matters? The altitude of our attitude is the greatest gift we have to give right now. Let’s give it with all our hearts.
Thanks for sharing time with me; as always, I welcome your feedback and please feel free to pass this message along to others who may find value.
Requested Feedback: Please email me back with a saying or thought that keeps the altitude of your attitude flying high. I will compile them and send the responses back as an inspiration to each of us. Thanks for your involvement.
Sincerely,
Jeff Black
Managing Principal Consultant, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net www.mbsearch.net http://www.jeffblackmcdermottbull.blogspot.com/
Having a tough day? Week? Month? Year? Well, congratulations, you are alive and human in 2009.
So what are you going to do about it?
I didn’t ask what the Government, the economy, the stock market, the media, your clients, your suppliers, or your dry cleaner is going to do about it - I asked what YOU are going to do about it!
It’s up to us, and we should want it that way. Here are two reasons our attitudes belong at the highest possible altitude:
First, we can make a difference. We can be a source of inspiration for others, and for ourselves in the process.
The “altitude” imagery is inspired by watching our firm’s co-founder and Managing Director Rod McDermott demonstrate yet another extraordinary talent - flying his own airplane and thereby helping our firm be even more nimble in navigating around the Southwest. While it takes a ridiculous amount of mental agility to fly a plane, and Rod has it, I think it is also a way that Rod keeps the “altitude” imagery active in his life and our business.
I’m equally inspired by watching Rod and co-founder Chris Bull guide our firm through these admittedly strange times with inspiring and “high altitude” creativity and positivity.
I believe that I have a responsibility in the business community to help raise the confidence and spirits of everyone I encounter – really, we all share this responsibility, and each of us can make a difference.
The second reason I believe our spirits should naturally soar is simple human nature. Stumbling on Happiness by Daniel Gilbert, a recent book with inspired clear thinking much like The Tipping Point (Malcolm Gladwell) and Freakonomics (Stephen Dubner and Steven Levitt), captures this idea brilliantly:
“So if the question is ‘why should we want to control our futures?’ then the surprisingly right answer is that it feels good to do so – period. Impact is rewarding. Mattering makes us happy. The act of steering one’s boat down the river of time is a source of pleasure, regardless of one’s port of call.”
It just makes sense … we feel better when we have control over our future.
But, you may say, we don’t have control over everything that is affecting us. What, then, do we control? Well, each of us is entirely in control of our own attitude. We can be victims and feel miserable, but who wants that? Among the people I admire every day for pressing on and continuing to build the future, I find that most are sick and tired of feeling uncertain and worried - thoroughly sick and tired.
Each of us has an opportunity to be THE CRITICAL INSPIRATION for the next person we meet, and we never know when it will matter, so why not assume it always matters? The altitude of our attitude is the greatest gift we have to give right now. Let’s give it with all our hearts.
Thanks for sharing time with me; as always, I welcome your feedback and please feel free to pass this message along to others who may find value.
Requested Feedback: Please email me back with a saying or thought that keeps the altitude of your attitude flying high. I will compile them and send the responses back as an inspiration to each of us. Thanks for your involvement.
Sincerely,
Jeff Black
Managing Principal Consultant, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
black@mbsearch.net www.mbsearch.net http://www.jeffblackmcdermottbull.blogspot.com/
Wednesday, March 18, 2009
Relationship Story - It’s the Accountability, Leaders
February 2009
I recently wrote about the opportunity for leaders to encourage and enable leadership from members of their teams – Leadership from Any Chair – added leverage for these unique times.
Accountability, of course, is another way to motivate achievement; driving it can be tricky. I’ve had two recent experiences to help me understand a powerful way to drive accountability – and to transcend top-down metrics and measurement in the process.
I was recently in a family theater production of The Music Man (in the wacky Barbershop Quartet ¬– The River City School Board). You might think a play is just a collection of individual performances; it’s actually the ultimate group project – each line must be executed to set up the next line and create a seamless and convincing scene. One person not coming through can create a total train wreck.
Of course, Community Theater does offer conventional metrics for success - there is an audience to satisfy and the kids involved need a good developmental experience. However, you can be sure that being the one that drops a line or misses a cue is a brutal feeling – the fear of letting down the other performers is a most powerful motivator.
This experience reminds me of another team and my “role” in membership development for the Forum for Corporate Directors (FCD), a premier group of Orange County business leaders. It may be odd to compare a committee like this with a theater production, but the team experience is really very similar.
Each FCD membership team member shares a common goal: attracting and retaining great people and companies to enhance the strength of the organization. Every individual has monthly action items to execute, and each person consistently comes through in a timely fashion. Yes, each person is committed to organizational growth, but another major motivator is not being the flake on the team that fails to pull his or her weight.
Our own businesses might benefit by creating more team experiences like a play and an FCD committee. To start with, think about whether top-down company objectives are effective motivators for your people. How do they translate into behavioral expectations for individuals?
And we all know that people generally enjoy working on teams. Along with the job satisfaction and loyalty that teaming generates, maybe we could create a culture where team members are the primary accountability motivator for each other? Maybe company objectives could be effectively broken down into team goals, and the teams can be empowered to manage their own accountability?
I personally find it a lot easier to flake out on myself than to let others down – I’m sure you know what I mean. Like you, I have a lot of responsibility, and when pushed for time, I know I try to prioritize commitments to others over my own projects. It seems that we respond better to challenges when we’re being counted on.
You never know, an approach like this might just put us out of the micromanagement business! From my own recent experiences, I see how it can work awfully well. I wish all of you as leaders the best toward more fulfilled and productive teams.
Thanks for sharing time with me. As always, I welcome your feedback and observations, and feel free to forward this along to others who you believe may benefit.
Links:
Stagelight Family Productions: http://www.stagelightproductions.com/
Forum for Corporate Directors (FCD), Orange County - http://www.fcdoc.org/
Sincerely,
Jeff Black
Managing Principal Consultant, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
I recently wrote about the opportunity for leaders to encourage and enable leadership from members of their teams – Leadership from Any Chair – added leverage for these unique times.
Accountability, of course, is another way to motivate achievement; driving it can be tricky. I’ve had two recent experiences to help me understand a powerful way to drive accountability – and to transcend top-down metrics and measurement in the process.
I was recently in a family theater production of The Music Man (in the wacky Barbershop Quartet ¬– The River City School Board). You might think a play is just a collection of individual performances; it’s actually the ultimate group project – each line must be executed to set up the next line and create a seamless and convincing scene. One person not coming through can create a total train wreck.
Of course, Community Theater does offer conventional metrics for success - there is an audience to satisfy and the kids involved need a good developmental experience. However, you can be sure that being the one that drops a line or misses a cue is a brutal feeling – the fear of letting down the other performers is a most powerful motivator.
This experience reminds me of another team and my “role” in membership development for the Forum for Corporate Directors (FCD), a premier group of Orange County business leaders. It may be odd to compare a committee like this with a theater production, but the team experience is really very similar.
Each FCD membership team member shares a common goal: attracting and retaining great people and companies to enhance the strength of the organization. Every individual has monthly action items to execute, and each person consistently comes through in a timely fashion. Yes, each person is committed to organizational growth, but another major motivator is not being the flake on the team that fails to pull his or her weight.
Our own businesses might benefit by creating more team experiences like a play and an FCD committee. To start with, think about whether top-down company objectives are effective motivators for your people. How do they translate into behavioral expectations for individuals?
And we all know that people generally enjoy working on teams. Along with the job satisfaction and loyalty that teaming generates, maybe we could create a culture where team members are the primary accountability motivator for each other? Maybe company objectives could be effectively broken down into team goals, and the teams can be empowered to manage their own accountability?
I personally find it a lot easier to flake out on myself than to let others down – I’m sure you know what I mean. Like you, I have a lot of responsibility, and when pushed for time, I know I try to prioritize commitments to others over my own projects. It seems that we respond better to challenges when we’re being counted on.
You never know, an approach like this might just put us out of the micromanagement business! From my own recent experiences, I see how it can work awfully well. I wish all of you as leaders the best toward more fulfilled and productive teams.
Thanks for sharing time with me. As always, I welcome your feedback and observations, and feel free to forward this along to others who you believe may benefit.
Links:
Stagelight Family Productions: http://www.stagelightproductions.com/
Forum for Corporate Directors (FCD), Orange County - http://www.fcdoc.org/
Sincerely,
Jeff Black
Managing Principal Consultant, McDermott & Bull Executive Search
Cell: (714) 356-1949 Office: (949) 753-1700 ext. 310
2 Venture, Suite 100 Irvine, CA 92618
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