I just read a great article in Business Week addressing the leading and inspiring of people, especially during times of challenge. The article displayed pictures of inspirational leaders: Warren Buffet, Bill Gates, Ursula Burns and of course, my all time favorite, Oprah Winfrey. You can read the article in its entirety, but below are a few reasons why I agree with the names on the list. For length’s sake I have focused on four inspiring leaders, but there are several more that are wonderful, as well. Hats off to the author, Alaina Love, who saw that the message of inspirational leadership is one worth sharing.
Oprah Winfrey: She tops my list for several reasons and not just because I have been a fan of her show and her message for the nearly 25 years she has been on TV. Oprah really has the ability to inspire the entrepreneur in all of us. It is one thing when people talk the talk, but as Ms. Love pointed out, she is willing to reinvent herself and explore new outlets to deliver her message.
Ursula Burns, CEO of Xerox: Today she is recognized as a transformational leader who is taking Xerox to a higher level. While many have used the title “The first African American female to head up a major US corporation,” I see her as a woman who exemplifies the characteristics of an aspiring leader. Risk taker, thought leader, change maker.
Warren Buffett- He is calm, reasonable and confident in his actions to move investment strategies forward. His actions inspire a sense of resolve that careful thorough, strategic planning and a sense of thinking before you act builds trust.
Bill Gates, Leaders who inspire also know the importance of paying it forward. What I like about Bill Gates is that he sees problems outside of his organization that have an impact on the world and transfers his business abilities and passion to work towards solving those problems.
The thing that I have realized is that inspirational leaders exist all around us. Yes, there are some leaders that are not very effective but for every one that is not, you will probably find 5 that are. If you have the ability to take risks, put others before yourself, are a servant, humble, driven and the list can go on… then you do not have to look far. Just get up, go to the mirror and smile. You just found one.
Thursday, January 28, 2010
Wednesday, January 27, 2010
Toyota: A Lesson in Ineffective Leadership?
To say that Toyota is in the midst of a PR nightmare would probably be considered an understatement. I have been a loyal Toyota owner for many years, as has every member of my family, but as of this week I find myself questioning why… and if I will remain a Toyota owner. The unfortunate events that ultimately led to a massive recall should not have occurred and it would not have, if those in leadership positions would have demonstrated effective leadership principles.
Bob Daly, Toyota Motor Sales U.S.A, senior vice president, recently recorded a video in which he denounced the critics who reported that several Toyota vehicles were unsafe and could have potentially been the cause of several accidents and deaths. http://www.youtube.com/watch?v=ogwHePDVoaw.
While I realize that Mr. Daly is in charge of sales, and as such, the bottom line profit is his main objective, there are some things that you just don’t do:
1. You never take for granted that your customers will remain loyal to you- If an organization cannot show you that they care about you and your safety, chances are they don’t.
2. Don’t make excuses-There are a lot of companies that have been faced with recalls. They handled them with grace and were able to recover. Remember Tylenol?
3. Get all of the facts first- Do not post a video stating that the critics are wrong and then proceed to downplay the severity of a problem. Dig deeper and exhaust every possible resource that will substantiate your denials.
4. Place value on people verses profits-Profits can be recouped; people and loyalty to your company are irreplaceable.
5. Be accountable and take action- One bad report is one too many, yet when you look at how much time has elapsed since the time of this massive recall, it is clear that a sense of urgency was warranted but did not occur.
We talk a lot about what it takes to be effective leaders, but in this case, Toyota has provided an example of what you should not do as a leader.
Bob Daly, Toyota Motor Sales U.S.A, senior vice president, recently recorded a video in which he denounced the critics who reported that several Toyota vehicles were unsafe and could have potentially been the cause of several accidents and deaths. http://www.youtube.com/watch?v=ogwHePDVoaw.
While I realize that Mr. Daly is in charge of sales, and as such, the bottom line profit is his main objective, there are some things that you just don’t do:
1. You never take for granted that your customers will remain loyal to you- If an organization cannot show you that they care about you and your safety, chances are they don’t.
2. Don’t make excuses-There are a lot of companies that have been faced with recalls. They handled them with grace and were able to recover. Remember Tylenol?
3. Get all of the facts first- Do not post a video stating that the critics are wrong and then proceed to downplay the severity of a problem. Dig deeper and exhaust every possible resource that will substantiate your denials.
4. Place value on people verses profits-Profits can be recouped; people and loyalty to your company are irreplaceable.
5. Be accountable and take action- One bad report is one too many, yet when you look at how much time has elapsed since the time of this massive recall, it is clear that a sense of urgency was warranted but did not occur.
We talk a lot about what it takes to be effective leaders, but in this case, Toyota has provided an example of what you should not do as a leader.
Dominos Pizza: How to Suck and Succeed
Hats off to Dominos Pizza! It is rare that you will run across an organization that is in the process of reinventing themselves by admitting that they suck but that they might be on to something. For the record, I have to admit that I stopped eating Dominos Pizza several years ago because they were right…their pizza really did suck. Although it may have taken them 50 years to figure out what many customers already knew, the fact that they are choosing to act on it now is a sign that the company is on the right track.
In the case of Domino’s, obviously their profits will increase …simply because they are choosing to put their dough where their mouth is, no pun intended.
Let’s take a look at what they are doing right:
1. They have created a top-down strategy looking inward and long-term. Dave Brandon, CEO, set the direction for the company and communicated the vision on where they are and where they want to be in the future
2. They analyzed the data- Domino’s realized that there was a significant number of people who ordered from them once and never again. For many customers, 10-20 years had passed since they ordered a pizza. They analyzed the high marks including delivery and speed but noticed that inferior taste painted a bad overall picture.
3. They listened to consumers-You will never get an answer if you don’t ask the question. With data in-hand, Domino’s looked at where they scored the lowest, read comments posted online by former customers and held focus groups to gather feedback.
4. They capitalized on strengths and are addressing weaknesses-they are looking inward to see what works well and where opportunities for improvement exist. This is the first step to improvement.
5. They are changing the perception-They recognize that perception of some is the realty for most. Setting out to change people’s perception one person at a time is key to rebuilding trust and gaining loyalty.
At the end of the day, business is business whether your product is a pizza, education, offering a service, etc…and if you are not looking constantly for opportunities to reinvent your organization you are simply leaving dough on the table.
In the case of Domino’s, obviously their profits will increase …simply because they are choosing to put their dough where their mouth is, no pun intended.
Let’s take a look at what they are doing right:
1. They have created a top-down strategy looking inward and long-term. Dave Brandon, CEO, set the direction for the company and communicated the vision on where they are and where they want to be in the future
2. They analyzed the data- Domino’s realized that there was a significant number of people who ordered from them once and never again. For many customers, 10-20 years had passed since they ordered a pizza. They analyzed the high marks including delivery and speed but noticed that inferior taste painted a bad overall picture.
3. They listened to consumers-You will never get an answer if you don’t ask the question. With data in-hand, Domino’s looked at where they scored the lowest, read comments posted online by former customers and held focus groups to gather feedback.
4. They capitalized on strengths and are addressing weaknesses-they are looking inward to see what works well and where opportunities for improvement exist. This is the first step to improvement.
5. They are changing the perception-They recognize that perception of some is the realty for most. Setting out to change people’s perception one person at a time is key to rebuilding trust and gaining loyalty.
At the end of the day, business is business whether your product is a pizza, education, offering a service, etc…and if you are not looking constantly for opportunities to reinvent your organization you are simply leaving dough on the table.
Monday, January 25, 2010
Is Transparency the New Buzz Word?
The other day, I was talking to a very good friend of mine who said his organization was experiencing a lot of change and he was unsure of how it would all turn out. Knowing that my friend is a hard worker who performs at levels higher than the executives in his organization, I assured him that he would be fine and had nothing to be concerned with.
Like most companies, the leadership in the company had committed to running a transparent organization; one based on open and honest communications, sharing information and involving others in the decision-making process. Yet, at the end of the day, saying and doing are still two different things.
Here are a few insights on ways that organizations can begin to “practice what they preach”:
• Communicate from the top down- Understand that people want information. They do not want to be surprised about the current and future state of the organization.
• Build trust among stakeholders- People are more inclined to support an organization when the people leading the group act in a manner that shows they are trustworthy.
• Encourage participation- While decisions can be made individually, allowing others to participate in driving the organization forward and allowing others to collaborate in the process yields greater results than acting alone.
Transparency in an organization should not be casually thrown around as a buzz word; instead, it should be the platform for how business is done!
Like most companies, the leadership in the company had committed to running a transparent organization; one based on open and honest communications, sharing information and involving others in the decision-making process. Yet, at the end of the day, saying and doing are still two different things.
Here are a few insights on ways that organizations can begin to “practice what they preach”:
• Communicate from the top down- Understand that people want information. They do not want to be surprised about the current and future state of the organization.
• Build trust among stakeholders- People are more inclined to support an organization when the people leading the group act in a manner that shows they are trustworthy.
• Encourage participation- While decisions can be made individually, allowing others to participate in driving the organization forward and allowing others to collaborate in the process yields greater results than acting alone.
Transparency in an organization should not be casually thrown around as a buzz word; instead, it should be the platform for how business is done!
Do You Believe Your Own Hype?
The other week I was watching Meryl Streep accept the golden globe for best actress. During her speech she gave thanks to her late mother and said that she taught her what it was like to be confident in her skills and abilities and still remain humble. After the speech, a reporter commented that it must be very hard to be a celebrated figure and remain humble. Ms. Steep responded, “It is easy to remain humble, it is harder to be confident.”
That comment reminded me of a farewell speech given by a former colleague of mine who was leaving the college that we both worked at. Kathryn remarked how people often ask her how she does what she does while still remaining humble. It was widely known that her position was a high profile position in the college and she was well-regarded by the public, staff and the community. Her position also afforded her the luxury of working directly with celebrities, candidates for presidents and very high profile people. It is easy to see why people would assume that it is difficult for someone so high-profile and confident to remain humble.
She responded to the question that she remained humble because she did not believe the hype. How powerful and a sure sign of a true leader!
So, as leaders how do we remain confident and yet not believe the hype that can sometime cause us to lose focus and get off course?
1. Perform with a purpose- In Kathryn’s case; her purpose was to bring awareness to the college and the wonderful things it had to offer. She knew the value education would have for people who attended, but sometimes the message is clearer when it comes from someone else.
2. Remember that you are not a team of one- When you give respect, you become respected. Giving thanks to those who help you along the way and being appreciative of the assistance given to you by others goes a long way.
3. Help others along the way-If as a leader, you are doing your job well, if and you decide to move on to better opportunities, you should have set the stage for someone to fill your shoes.
4. Stay true to who you are- Don’t try to be something that you are not. Be true to your beliefs and values and carry those with you even when you are away from the office.
5. Let your work speak for itself-Sometimes people are not always recognized for the accomplishments or attributes they bring to a job, but that should not hamper your abilities to recognize your own contributions and awareness that you are a person of value.
Sometimes it can be easy to “believe the hype,” and become a little absorbed in what is going on around you or what you are doing at the moment but the most important things to remember are to stay focused, stay committed and don’t lose sight of your purpose and what you are really here to do. In other words… Don’t believe the hype!
That comment reminded me of a farewell speech given by a former colleague of mine who was leaving the college that we both worked at. Kathryn remarked how people often ask her how she does what she does while still remaining humble. It was widely known that her position was a high profile position in the college and she was well-regarded by the public, staff and the community. Her position also afforded her the luxury of working directly with celebrities, candidates for presidents and very high profile people. It is easy to see why people would assume that it is difficult for someone so high-profile and confident to remain humble.
She responded to the question that she remained humble because she did not believe the hype. How powerful and a sure sign of a true leader!
So, as leaders how do we remain confident and yet not believe the hype that can sometime cause us to lose focus and get off course?
1. Perform with a purpose- In Kathryn’s case; her purpose was to bring awareness to the college and the wonderful things it had to offer. She knew the value education would have for people who attended, but sometimes the message is clearer when it comes from someone else.
2. Remember that you are not a team of one- When you give respect, you become respected. Giving thanks to those who help you along the way and being appreciative of the assistance given to you by others goes a long way.
3. Help others along the way-If as a leader, you are doing your job well, if and you decide to move on to better opportunities, you should have set the stage for someone to fill your shoes.
4. Stay true to who you are- Don’t try to be something that you are not. Be true to your beliefs and values and carry those with you even when you are away from the office.
5. Let your work speak for itself-Sometimes people are not always recognized for the accomplishments or attributes they bring to a job, but that should not hamper your abilities to recognize your own contributions and awareness that you are a person of value.
Sometimes it can be easy to “believe the hype,” and become a little absorbed in what is going on around you or what you are doing at the moment but the most important things to remember are to stay focused, stay committed and don’t lose sight of your purpose and what you are really here to do. In other words… Don’t believe the hype!
Sunday, January 17, 2010
The Conversation Continues from the other 50%...True Leaders Are…???
When you read articles stating that almost 50% of workers are dissatisfied with their jobs and that one of the primary causes is poor leadership, sitting idly by and doing nothing is the worst thing you can do. This is why I have chosen to share insights from leaders who graciously agreed to share their insights with me and who do not fall within that dissatisfied 50%. True leaders do exist and are thriving! They are either running very successful businesses, contributing positively to society and their communities or they are working to make other businesses better. If you have insights that you think would be valuable to other leaders or a leadership, we want to hear from you!
Made, Not Born.
“If you observe preschoolers, you will notice the confidence they have when they start school. They all sing their songs with energy, glee and without regard to how they are viewed by classmates. As they get older, fewer kids willingly sing along. Somewhere along the way they lost confidence or were told they were not good at singing. Regaining confidence takes a lot of hard work and belief in who you are.
We now compete globally for jobs, resources and technology. True Leaders learn that education, knowledge, values diversity, calculated risks, relevant skills and a positive attitude are key. Not allowing others to impact your attitude and drive is critical. The ability to remain focused and committed is very important. There are many management styles that work and it is important for you not to embrace a style that will not complement who you are. There will only be one Jack Welch, Bill Gates or Warren Buffett.
Today’s leaders need to be more visionary in their approach to business. They should be finalizing business plans for 2015 and not 2010.
Each of our footprints are unique. Lead the way”!
-Greg Ikner
President; The AGA Group LLC
Made, Not Born.
“If you observe preschoolers, you will notice the confidence they have when they start school. They all sing their songs with energy, glee and without regard to how they are viewed by classmates. As they get older, fewer kids willingly sing along. Somewhere along the way they lost confidence or were told they were not good at singing. Regaining confidence takes a lot of hard work and belief in who you are.
We now compete globally for jobs, resources and technology. True Leaders learn that education, knowledge, values diversity, calculated risks, relevant skills and a positive attitude are key. Not allowing others to impact your attitude and drive is critical. The ability to remain focused and committed is very important. There are many management styles that work and it is important for you not to embrace a style that will not complement who you are. There will only be one Jack Welch, Bill Gates or Warren Buffett.
Today’s leaders need to be more visionary in their approach to business. They should be finalizing business plans for 2015 and not 2010.
Each of our footprints are unique. Lead the way”!
-Greg Ikner
President; The AGA Group LLC
Thursday, January 7, 2010
True Leaders are... Who said you can’t learn from the best? Just ask a Linked In Executive Group
Earlier this week, I posted a question on Linked In asking members to finish the following statement; “True Leaders are… “. To say that I was completely blown away with number of responses I received to what I thought was a simple question would be an understatement. The advice, knowledge and wisdom people were willing to share (some I privately emailed and asked if I could use their comments) took me by complete shock.
That brings me to the second part of my story, one of the executives I was fortunate enough to connect within this group; Greg Ikner, President of The AGA Group granted me permission to use his responses, which will be featured along with others who have granted me permission in future posts. Mr. Ikner brought up a good point that although that one question prompted a huge amount of responses that were very thoughtful, honest and clearly the advice of expert leaders, there are still employees that are dissatisfied with their jobs and went on to note one of the main causes was due to poor leadership.
We both agreed that the poor leaders referred to in this article are obviously not a member of this group who responded to my question but that prompted me to think even more that we cannot let the conversation stop there. It is obvious to me that if 50% of the workers are saying things such as their leader does not listen to them, they are not attentive to their needs, they do not have a concept of what it takes to be a team player etc.., then the conversation cannot stop with just comments posted in a Linked In group.
I have to wonder, if the poor leaders were heeding the advice of real leaders who are good at what they do or excuse my pun, “Doing the Opposite” of what poor leaders are doing; that number would probably drop in half. I encourage you to let’s keep the conversation going. Poor or ineffective leaders do not know they are poor leaders or they choose not to acknowledge it but they need to take heed, because the secret is out.
That brings me to the second part of my story, one of the executives I was fortunate enough to connect within this group; Greg Ikner, President of The AGA Group granted me permission to use his responses, which will be featured along with others who have granted me permission in future posts. Mr. Ikner brought up a good point that although that one question prompted a huge amount of responses that were very thoughtful, honest and clearly the advice of expert leaders, there are still employees that are dissatisfied with their jobs and went on to note one of the main causes was due to poor leadership.
We both agreed that the poor leaders referred to in this article are obviously not a member of this group who responded to my question but that prompted me to think even more that we cannot let the conversation stop there. It is obvious to me that if 50% of the workers are saying things such as their leader does not listen to them, they are not attentive to their needs, they do not have a concept of what it takes to be a team player etc.., then the conversation cannot stop with just comments posted in a Linked In group.
I have to wonder, if the poor leaders were heeding the advice of real leaders who are good at what they do or excuse my pun, “Doing the Opposite” of what poor leaders are doing; that number would probably drop in half. I encourage you to let’s keep the conversation going. Poor or ineffective leaders do not know they are poor leaders or they choose not to acknowledge it but they need to take heed, because the secret is out.
Subscribe to:
Posts (Atom)
+05+28+09.jpg){kind=small}
Posts
