Leadership Excellence

Self Serving Leadership and Emotional Intelligence

I am struck by Arlen Specter's rationale for changing political parties.  The Philadelphia politiican stated he was not willing to give up his 29 years in the Senate and lose in the Republican primary.  To me this self serving rationale is illustrative of the loss of servant leadership... Who serves whom? 

This is a classic example of a leader who doesn't have a clue about emotional intelligence and its role in leadership.  Poor Arlen is out there on an island all by himself.  A shephered without a  flock is a lonely guy taking aa walk.  Arlen is a lonely politician who has lost his way in the fog of self importance.

And so, the message is... if you are a leader.... look around,is anyone following you?

Leadership Legacy

MPTV carried an extended video documentary regarding the run for the U S House of Representatives by John Smith, 29 of Missouri.  When the votes were counted he lost to a legacy candidate -- the son of a former office holder.

In Chicago, Mayor Daley ( son the late Mayor Daley) won another term with 72% of the vote -- with a spate of corruption scandals stalking him.

A question -- why do voters opt for the known quantity -- in both these cases a legacy?  Are the winners bona fide leaders?  I'm not taking a position whether they are or aren't. It seems we lean towared the known reather than unknown... the devil we know is better than the one we don't./ What does that say about our ability to  make objective judments based on the facts -- or are we willing to be submissve  rather than take risks?

Hmmmm- Any comments/

Good is not Good Enough

Every so often the contents of a book resonates: indeed opens ones eyes to a divergent point of view.  Manfred Kets de Vries in his " The Leader on the Couch" takes a clinical approach to changing people and organizations.  He slices, dices, moves the pieces of the human psychological puzzle around in delineating how leaders come to be.

In addition, de Vries closes "  with a call for authentizotic ( how's that for a new word) organizations where leaders walk the talk, people feel alive and all are called to give their very best.

Ah yes, my current mantra -- " Good is not good enough"...

Leadership & Martin Luther King Jr

One of the characteristics to be considered in evaluating potential leaders is " risk". Specifically- is the individual willing and able to " take risks"?  Or are they risk adverse --they avoid taking chances. Obvioulsy there are many different types of risk: capital investment, marketing strategy, hiring decisions, etc etc.

These risks all pale into comparison with the risk Martin Luther King Jr. knew he was taking. He knew from the taunting reception received in places like Skokie Il that not only was his message controversial --- he also knew his life was at risk.  But he kept on walking the walk.

So when clients express their concern about risks --one of the outcome related questions -- what is the worst case scenario..... Martin Luther King gave us a new definition of risk.  May he rest in peace.

Civic Leadership Run Amuck

News reports coming from the reputable print and TV media in Milwuakeee indicate the schools system ( MPS _ or MY POOR STUDENTS) averages 61 calls for police assistance each day. Yes, folks that comes to over 11.000 calls per year. 

So where is the leadership.  Teachers are intimidated by thugs in the schools as well as school regulations barring physical contact in disciplineing a student: expulsions are minimal: fights now regulary involve outsiders invading the schools ( contacted by students using cell phones) etc etc.

So where is the leadership?  The current response is to assign 2 policemen to specific schools on a trial basis .

As a consequence: the drop out rate exceeds 50%.... violent crime in the city is up 20% from last year: students are not learning.... and flight to the suburbs gains momentum.

I ask again: where is the leadership?

The Sopranos and Leaderhips

An advertisement for THE SOPRANOS caught my attention today.  What makes the leader's of the underbelly successful. Fear? -- yes, the sprectre of being wiped off the face of this earth certainly is cause for trepidation and will generate lock step compliance from subordinates... BUT, what came before fear? 

What is there (was there) in the personality, approach, charisma, beyond physical strength that elevated certain persons.  Cunning, cleverness, yes: the ability to know when to act and react within corporate guideliness and when to be independent.  Intelligence? Absolutely--- the ability to learn quickly and be fleet afoot mentally.  Communication Skills -- Consistent, precise, clear, unambiguous message delivery -- Absolutely.

Hmm - sound familiar: the culture and environment may be different than corporate life -- but there are also many similarities.

Interviewing-- What Interviewers Avoid

The specter of Government Investigations, EEO sleuths, legal claims, etc. has chilled the air in interviewing offices.  Clients tell us they are so afraid of asking "inappropriate questions" that they avoid and all subjects beyond discusiing technical issues ( computer software, engineeering calculations, accounting procedures, etc).   

The amazing comundrum relates to " why do you interview'?  Responses generally are something like" we want to know if the candidate is a good fit:",,,we need to learn if they will fit into our culture.

I asked a candidate last week if HE had ever worked in an office where he was the only guy? The aspiring employee groaned, went through facial contortions, and nearly jumped out of his seat. Oh NO! he exclaimed, I couldn't do that ...( the initial part of a personal catharsis which included tales of anger management, the need to have ribald chats with the good old boys in the lunch room etc etc)... Upon recovery, the candidate realized the interview was over.

It is appropraite to ask candidates questions which are job related....not those that you might find interesting but are not relevant.  But let's not be totally afraid...otherewise we don't know who we are hiring....

Who is YOUR leader of the Year?

So who is your leader of the year?  Let me rephrase the query --- what criteria do you use to choose YOUR leader of the year? 

Is it the difference the individual made in your life --or the life of your organization? What kind of substantative difference (rather than a change in style of superficials)?

Perhaps it's because the leader challenged you (subtly, directly, discreetly) and took you to heights and places in your career and professional life that you never thought possible.

Or did the leader have that emotional intelligence sense to let you alone == to observe from a distance -- to trust you and give you the space and opportuntiy to grow, succeed, and yes, sometimes fail (  my 1st true mentor was like this -- l'll always be indebted to the late Anne Rodgers)

Let's give some serious consideration to who made a difference this year and why..perhaps using them is a model for 2007 is a worthwhile resolution as well.

_..

The Christmas Leader

A Merry Christmas and Happy Chanukhah to everone.  Who embodies of the Spirit of Christmas in your organization.   Do certain people immediately come to mind?  What qualities of faith, hope and charity make them stand out among the crowd?

Yes, I'm asking introspective questions today.... The answer usually given by corporate leaders is some one other than themselves.  Are these role models too bashful or self conscious to name themselves. Or, is this an accurate reflection ....if YOU are not the Christmas leader in your company --- WHY? Perhaps a kind hearted, purposeful look in the mirror could be the starting point for a new sense of personal direction in the New Year.

Merry Christmas Everyone!

Bob