It is apparent to me that leaders are often looking for that new process or procedure or tool guaranteed to create engagement and improve their results. My experience has been that, while access to the latest technology often acts as an effective catalyst, the fundamental attitudes and behaviors that make or break a team are timeless and universal. While their particular manifestations can and should change depending on each unique situation, the fundamental beliefs that undergird them invariably cultivate the sense of personal accountability that directly impacts the results that the team produces, no matter when and where they are implemented.
What do you think about when you hear about someone who has spent the better part of the past 25 years of their life abusing hard drugs and going in and out of prison? Would you be surprised if I told you that I recently met a bunch of people who fit this description, and that I could not have been more impressed with their strength of character, integrity, commitment, and leadership? Would you believe me if I said that they constitute an ideal model of how business culture should function in the world? Well, it’s true!
Spoiler alert: the answer is “Yes!” As I have worked with clients, whether internal such as during corporate leadership roles or external clients such as in my current practice, I have often been asked this question, with the underlying assumption that these options were somehow mutually exclusive. In answering this question, in many cases I have had to influence clients to take a different approach than the one they had in mind, because it was based on the mistaken assumption that you can’t do one while you do the other.
If there is one lesson I have learned during the past 31 years in various corporate leadership roles across three continents, it is that breaking down the silos and uniting an organization behind a cause that inspires them works every time, no matter …