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Can your team overcome adversity and win?

Leaders are expected to deliver success

When a leader is put in charge of a team they are expected to deliver positive results. This axiom is particularly true in professional sports. No pro sports club hires a new coach thinking that the team will have a losing season. No. The coach is there to make the team win. The fans expect no less. The same is true in business. Organizations do not put leaders in place to perform poorly. The exact opposite is true. They are expected to succeed. They must be able to handle adversity.

The Raiders hired John Gruden to win games. He is not smiling much these days.

Leaders are replaced when they fail to deliver

If leaders do not deliver positive results they are replaced. It is how the sports entertainment industry works. Every year coaches who do not win are replaced. Some sports leagues like the NFL and English Premier League are brutal on coaches. No one cares if the team does not have enough talent to win. The expectation remains the same – win. The coach or manager is fired if the team does not win. No exceptions, no excuses. The business world is not much different. Organizations cannot afford to keep losing leaders in place. Too much is at stake.

Leicester City Football Club fired their manager even after he won a miracle title for them. — Leicester City Football Club fired their manager even after he won a miracle title for them just a few years before.

Teams that win are remembered and remain

In sports, the teams that win championships are the ones we remember. Try to recall who lost the Super Bowl two years ago. Hard to do. It was the Atlanta Falcons. We are much more likely to remember that Tom Brady led the New England Patriots to the greatest come from behind victory in Super Bowl history. It was an amazing win.

The Philadelphia Eagles were surprise winners of this year's Super Bowl. — The Philadelphia Eagles were the surprise winners of last year’s Super Bowl.

Winning year after year is hard

Last year’s Super Bowl was a much different story. The Philadelphia Eagles reigned supreme. So it goes. Winners are remembered. Losers are forgotten. The business world is not much different. Companies come and go based on how they perform. The companies that succeed remain. Others disappear over time.

Lehman Brothers was once a highly respected investment company. They are gone.

Success in sports requires winning when it counts

No one really cares how a team performed during pre-season. Those games do not count for much. They are practice. Instead, success is measured by how a team performs in the playoffs. Was the team even able to make the playoffs? If not – it Wmight be time for a new coach. Were they able to win it all, and take home the trophy? Did the team win when it counted the most?

The Washington Nationals are highly successful during the season, but not in the playoffs. Credit: Geoff Burke-USA TODAY Sports

The need to succeed is the same in the business world

The same is true in business. What about your team. Did your team deliver when it mattered the most? Did you close the deal, or lose to a competitor? Were you able to make your clients successful? Did you make your financial numbers this quarter? Are you growing? Are you winning? If your team is not able to win when it counts, then you may be in trouble as a leader.

Blockbuster video failed to survive while Netflix continues to thrive.

All teams face adversity at some point

Success does not come easy. If it did every team would be successful. Many teams struggle to succeed, to deliver, to win. Why is that? All The Way Leadership! believes that many teams struggle because they do not deal well with adversity. Instead of rising to the occasion they crumble. They lose.

The Cleveland Browns are infamous for losing a lot of games.

Some perform their worse when it matters the most

They miss the shot. They fumble the ball and fail to get the first down. Great teams, on the other hand, deal well with adversity. They overcome it and make the shot. The team scores the goal. They deliver. They win.

The Eagles scored on a fourth and goal play in the Super Bowl. It changed the game.

The leader plays a critical role when adversity strikes

What is the first thing that team members do when they face adversity? They turn to their leader for guidance about the best way to handle the situation. Picture the New England Patriots going into halftime at Super Bowl LI. The one they were losing to the Atlanta Falcons big time. The likelihood of winning was remote at best.

The New England Patriots hired Bill Belichick to win Super Bowls. Credit: David Butler II-USA TODAY Sports — The Patriots Bill Belichick is known for winning. Credit: David Butler II-USA TODAY Sports

How leaders respond to adversity will affect the team

You better believe that most of the players were looking to Tom Brady and Bill Belichick for leadership. They were wondering what do we need to do to win. How were Tom and Bill acting? What were they doing? I bet they were cool-headed. They were analyzing what happened in the first half. They were mapping out a new strategy to win.

Tom Brady is known for his ability to lead his team to victory. Credit: Matthew Emmons-USA TODAY Sports — Tom Brady throws a pass during the Super Bowl. Credit: Matthew Emmons-USA TODAY Sports

The leader must keep her wits when times get tough

What about you? How do you behave when adversity strikes? How do you handle the situation? Are you able to remain calm and lead your team to victory? Or do you lose your cool and become unhinged? I am not saying that all leaders need to remain calm at all times. There are a time and a place for high energy leadership. Rather I am saying that it is important that a leader keep her wits when adversity strikes.

Tom Brady is known for his calmness under pressure while leading his team to victory.

Leading well requires that you keep your head in the game

Few people want to follow someone who loses control of himself during high-pressure situations. Some sports coaches and leaders yell and scream when put under pressure. I have worked for this type of leader. It is unsettling and usually does not end well for the team. No one wants to work for a leader who turns into the Hulk under pressure.

Bobby Knight was known for losing his mind during some games.

When you are the leader quitting is not an option – deal with adversity

Real leaders do not quit when it gets hard. Instead they dig-in. They double down. They do all that they can to lead their team to victory. In the end, they may lose, but at least they gave their best effort. Their team members and others will respect a leader who goes the distance. The one who puts it all on the line. Simply put – quitting because it gets hard is not an option when it comes to leadership. When you want to quit remember the words of Winston Churchill.

Never, never, never give up.
Winston Churchill

You are telling your team that it is okay to quit

If you quit, then you are signaling to your team that it is okay to deal with adversity by avoiding it. Which brings me full circle to my original point. In order to win, a team must be able to deal with adversity. It is a rare thing that victory comes without it. Hang in there, and lead your team effectively when adversity strikes. It will make the victory that much sweeter.

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I hope you join me on this journey to raise up the next generation of leaders. The world is in desperate need of more great leaders. Women and men who lead with confidence, clarity, and creativity. It’s time to become the leader that your world needs. Let’s go All The Way!

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Two trusted perspectives on the definition of leadership

Last week I wrote about the best definition of leadership. It focused on John Maxwell and Peter Drucker’s definition of leadership. This week I will share perspectives from two famous US Army Generals – Colin Powell and Dwight Eisenhower. By putting all these pieces together I think we start to appreciate both the complexity and components that comprise leadership.

Who is General Colin Powell?

General Colin Powell was one of the greatest US Army Generals in the last century. According to Wikipedia Powell was a professional soldier for 35 years. He held a myriad of command and staff positions and rose to the rank of 4-star General. Powell completed multiple combat tours in the Vietnam War. General Powell served as National Security Advisor (1987–1989), as Commander of the U.S. Army Forces Command (1989) and as Chairman of the Joint Chiefs of Staff (1989–1993), holding the latter position during the Persian Gulf War.

General Powell is a pioneer

Powell was the first, and so far the only, African American to serve on the Joint Chiefs of Staff. He was the 65th United States Secretary of State, serving under U.S. President George W. Bush from 2001 to 2005, the first African American to serve in that position. His resume as a leader is impressive. I trust his leadership perspective.

Colin Powell was the first African-American Secretary of State. (AP Photo)

What did General Powell accomplish as a leader?

The list of General Powell’s accomplishments as a leader is too long for this blog. For his service, General Powell received numerous U.S. and foreign military awards and decorations. Powell’s civilian awards include two Presidential Medal of Freedom, the President’s Citizens Medal, the Congressional Gold Medal, and the Secretary of State Distinguished Service Medal. The photo below shows his numerous military awards to include the US Army Ranger tab. In case that was not enough, General Powell has also written multiple books. I have read two of them (My American Journey, It Worked for Me: Lessons in Leadership and Life). I highly recommend both.

What is Colin Powell’s definition of leadership?

In his books, Colin Powell describes a practical view of leadership. I trust his judgment. He has more experience than most leaders. His track record speaks for itself. General Powell was highly successful in numerous leadership roles. My favorite leadership quote by Colin Powell is below. It describes the specific actions that leaders should focus on to be successful.

Leadership is solving problems. The day soldiers stop bringing you their problems is the day you have stopped leading them. They have either lost confidence that you can help or concluded you do not care. Either case is a failure of leadership.
General Colin Powell

Powell and Drucker both believe what you do matters

General Powell’s leadership definition is similar to Peter Drucker’s. According to both of them what you do as a leader is important. Powell points out that you must be able to take care of your people and solve their problems. Otherwise, they will stop following you. In other words, competency counts and actions speak louder than words.

Solving problems is a leaders job. — Solving problems is a leader’s job.

You demonstrate leadership skills by solving problems

If you cannot, then why are you in charge. Also, it is one thing to tell your team members you care about them. It is another thing to actually solve their problems. If you do one without the other you are failing as a leader. We all probably know at least one leader who talked a big game, but never followed it up with actions. Don’t be that kind of leader. Remember Powell’s definition of leadership when you are in charge.

Army Gen. Norman H. Schwarzkopf consults with then-Chairman of the Joint Chiefs of Staff Gen. Colin Powell during Desert Shield and Operation Desert Storm. Two great modern American Generals. (U.S. Air Force photo/Tech. Sgt. H. H. Deffner)

Who was General Dwight D. Eisenhower?

General Dwight D. Eisenhower was a great US Army General. According to Wikipedia Eisenhower was an American Army general and statesman who served as the 34th President of the United States from 1953 to 1961. During World War II, he was a five-star general in the United States Army and served as Supreme Commander of the Allied Expeditionary Forces in Europe. He was responsible for planning and supervising the invasion of North Africa in Operation Torch in 1942–43 and the successful invasion of France and Germany in 1944–45 from the Western Front.

Portrait of General Dwight D. Eisenhower from 1947.

What did Eisenhower accomplish as a leader?

If you think Colin Powell’s resume is impressive, then you will be even more impressed with Eisenhower’s. He was highly successful in both the military and as a civilian. Below are five major accomplishments he achieved while in leadership positions. The list goes on, but you get the picture. “Ike” was one of the best leaders the US has ever seen. Perfect – no. Effective – yes.

Eisenhower led the Allied Forces to victory in World War II. His Army defeated Hitler.
He was one of only a few to ever earn five stars as a General in the US military.
Eisenhower served as the 34th President of the United States from 1953 to 1961. He reached the highest political office in the US.
Eisenhower ended the Korean War. He leveraged US military might to achieve peace.
Eisenhower championed the formation of the Interstate Highway System. A key element to major US economic expansion.

Presidential portrait of Dwight D. Eisenhower.

What is Dwight Eisenhower’s definition of leadership?

Like Colin Powell, General Eisenhower demonstrated a pragmatic view of leadership. Eisenhower was known for his somewhat quiet and understated leadership style. According to this Forbes article, Eisenhower had a paperweight prominently displayed on his desk in the Oval Office with a Latin inscription meaning “gently in manner, strong in deed.” Eisenhower shared many thoughts about leadership. The quote below from him is one of my favorites.

The supreme quality for leadership is unquestionably integrity. Without it, no real success is possible, no matter whether it is on a section gang, a football field, in an army, or in an office.
General Dwight D. Eisenhower

Eisenhower’s definition focuses on a leader’s behavior

Many underestimated Eisenhower’s leadership abilities. During World War II he was surrounded by leaders who were much bolder and gregarious. Generals like Patton, MacArthur, and Montgomery seemed to seek the limelight while Eisenhower spent his time preparing for the next battle and visiting the troops. Once he commented on why he avoided the more abrasive leadership style of other Generals.

“You don’t lead by beating people over the head; that’s assault, not leadership.”
General Dwight D. Eisenhower

Famous photo of Eisenhower visiting paratroopers before D-day invasion. — A famous photo of Eisenhower visiting paratroopers before D-day invasion.

Eisenhower’s leadership definition is correct

All The Way Leadership! agrees with Eisenhower. Your integrity as a leader is hugely important. If you lack integrity your team will not follow you. It is that simple. How you behave as a leader also factors into your effectiveness. It is difficult for anyone to follow a leader who behaves poorly. Don’t be that kind of leader. Instead, lead with integrity.

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Do you know how to rally your team to win?

I jumped off my couch yelling and screaming. To say I was excited would be an understatement. My neighbors probably thought I was crazy, but that did not matter. My favorite college basketball team had just pulled off an unforgettable victory. They were able to rally. They won on an unbelievable last-second shot. Holy Moly!! It was on 1 March 2018. What a great game! What a remarkable win!

Mar 1, 2018; Louisville, KY, USA; Virginia Cavaliers forward Isaiah Wilkins (21) and guard Kyle Guy (5) celebrate a last-second shot against the Louisville Cardinals. Virginia defeated Louisville 67-66. Mandatory Credit: Jamie Rhodes-USA TODAY Sports

The University of Virginia is my school

This decade has been an awesome one for the UVA basketball team. They have performed really well. Last year they were ranked #1 in the country. It has been decades since the last time we achieved that kind of recognition. Over the years UVA has been good, but not great.

Good is the enemy of great. And that is one of the key reasons why we have so little that becomes great.
Jim Collins, from his book Good to Great

UVA’s leader makes them successful

The primary reason for the team’s success is the coach, Tony Bennett. Several years ago he turned the program around. Nowadays UVA is a winning program. Year in and year out – we have a winning basketball team. I wish I could say the same thing for our football team. Unfortunately, the UVA football program continues to struggle. Hopefully, that changes soon.

UVA Coach Tony Bennett on the sideline. Credit: Amber Searls-USA TODAY Sports.

Great teams win, even when they are not playing well…they rally

UVA became the #1 team last year because they won a lot of games. They did not win them all, but more than other teams. Expectations for the UVA basketball team were low at the start of the season. They were unranked. No one thought UVA would beat teams like Duke last year, but they did. The team did not play well every game, but they kept winning.

UVA spent weeks as the #1 team in the country.

How did UVA climb to the top in 2018?

There are many reasons. Coach Bennett teaches a specific approach to the game. They focus more on defense than offense. The team keeps the score down so that they always have the opportunity to win. Some critics call Tony Bennett’s coaching approach boring, but it sure does work. UVA wins games, even when they do not play well. He also teaches a specific philosophy for how the team will play the game.

UVA basketball is about humility, passion, unity, servanthood, and thankfulness.

Winning teams know how to rally when they are down

Another reason UVA won so many games last year is that they know how to rally. They were able to overcome adversity. Several times during the season it did not look like they would win. The offense was not clicking, and they were unable to score many points. During more than one game they rallied and walked away victorious. If you are going to be an effective leader, then you need to know how to rally your team to win.

https://youtu.be/5jBSzUhwvJ4

Coach Tony Bennett talks about his basketball philosophy.

The best example happened on March 1, 2018

UVA was playing Louisville. The team was not performing well. They trailed almost the entire game. In fact, they were down by several points with only seconds left in the game. Somehow they managed to win. It was a big surprise, especially to the Louisville fans. This game provides several lessons that we can learn about how to rally your team. I will describe only three of them.

The team celebrated after the win. — As you would expect the team celebrated after the win.

1. Keep your team focused when they are struggling – prepare to rally

Louisville was playing better than UVA almost the entire game. It was obvious to everyone. No matter what UVA did they could not close the gap. But, Coach Bennett kept his team focused. He did not come up with some radical new strategy to win. He kept the team playing their style, chipping away, keeping the game close. The chances of UVA winning were slim. But they still had a shot.

This graph shows the odds of UVA winning the game.

What about your team?

As the leader, how do you respond when they are struggling? Do you keep them focused on winning? If not, then don’t be surprised when you lose. The leader’s role is to inspire the team to win, no matter the odds of losing.

Talent wins games, but teamwork and intelligence win championships.
Michael Jordan

2. Craft a strategy that gives your team a chance to win

In the last few minutes of the game, Tony Bennett called several timeouts. During these breaks, he communicated the strategy to the team. Tony called the plays. He was drawing the plays on the clipboard that they ran to try and inch closer to winning. It is the same for most basketball teams. When the coach huddles the team he or she tells the team the plan. You will notice that the coach does not turn to the team and ask them for ideas. No – there is not the time for that. Instead, the coaches craft the strategy.

Coach Tony Bennett directing the team from the sidelines.

What about you?

Do you know how to craft a winning strategy, especially when your team is struggling? Don’t turn to your team for the plan. They will expect you to do that for them. Make sure you know how to deliver when it counts.

Hope is not a strategy.
Vince Lombardi

3. Call the play that will win the game

The game clock showed less than one second, and UVA was losing by two points. Louisville had the ball. They were ready to pass the ball into play. Everyone was expecting UVA to lose, especially the Louisville fans. Coach Bennett called for a tight defense to try and force an error. The Louisville player made an error – a big one. He moved down the line which is not allowed. As a result, UVA got the ball back. Coach Bennett called for a three-point shot. UVA passed the ball in for a three-point shot. The shot went up. It was not pretty. But, it went in. Three points. Game over. UVA wins. If you have not seen the highlight video. It is below, and worth watching.

Are you able to rally your team to victory?

I am sharing some observations from a team that was able to overcome adversity several times during last year’s season. Learn how to rally your team from UVA basketball team coach Tony Bennett. Keep your team focused when they are struggling, craft the strategy that gives your team a chance to win. Call the play that will win the game. As the leader, it is up to you to rally the team. Now – get out there and make it happen.

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Here is the best definition of leadership

Over the years experts have provided their own definition of leadership. Several of these make sense to me while some are difficult to follow. The longer the explanation the more suspect I am. The one definition that I found most useful is from John Maxwell. If you are not familiar with John – he is considered one of the top leadership gurus in the world. In his book, Developing the Leader Within You, John offers a simple definition. One that is easy for all of us to understand.

Leadership Is influence. That’s it. Nothing more; nothing less.
John Maxwell

Your ability to influence others…for better or for worse

I agree with John Maxwell. Leadership is all about how well you can influence others. If you are put in charge of a team, can you lead them effectively? Can you influence them enough to get the job done? If so, you are a leader. If not, it is harder to tell. You probably are not.

Influence is a double-edged sword

Good leaders influence their followers to achieve beneficial results. For example, Nelson Mandela changed a nation through his leadership. South Africa is a much better nation after Mandela’s leadership than before. In contrast – Hitler changed Germany while in charge. He left the country and much of Europe in ruins. Leaders leveraging their influence in the wrong way can cause catastrophic results. This fact is shown in some of today’s world events.

Nelson Mandela changed South Africa under his leadership. — Nelson Mandela changed South Africa through his leadership.

Some of us think we are leaders, but we actually are not

Maxwell makes an astute observation in the same book. This quote always makes me smile.

My favorite leadership proverb is: He who thinketh he leadeth and hath no one following him is only taking a walk.
John Maxwell

The quote is funny. It is also true. If nobody is following you, then you are actually leading no one other than yourself. In my career, I have worked with several leaders who thought their team was following them. In fact, nobody was behind them. No one was on board with their plan. If only the leader would have taken the time to check, he would have realized that no one was following. He was only taking a walk – alone. Make sure you do not fall into the same trap. Check to see if your team is following you. If not, stop what you are doing, and go talk with them to identify the reasons they are not. Reality check – you may be the problem, not them.

If no one is following then you are not leading. You are simply walking alone.

Peter Drucker’s definition of leadership

I am a big fan of Peter Drucker. He was one of the most respected leadership experts in the world. His book, The Effective Executive is a classic. Everyone should read it. In fact, if you have not read his book, and you are a leader, add it to your reading list for this year. It is that good. Drucker points out that there is a big difference between leading and managing. My favorite quote from him about this topic is below.

Management is doing things right; leadership is doing the right things.
Peter Drucker

Many of us are managers, not actually leaders

Drucker is drawing a clear distinction between management and leadership. I agree with him. There are several differences. I will not repeat content from two previous posts that describe the Common Management Model and the Uncommon Leadership Model. Rather, I want to point out that according to Drucker’s definition what you do as a leader is important. Many of us find ourselves in a leadership position, but we are not leading. We are managing. We are more focused on doing things right than asking ourselves if we are doing the right things. If you are a leader, follow Drucker’s advice. Spend your time wisely on the things that really matter. The activities that will drive results and make a positive impact.

Peter Drucker is the original leadership guru - his books are excellent. — Peter Drucker is the original leadership guru – his books are excellent.

Leadership is comprised of many components, not just one definition

This week I am sharing some of John Maxwell and Peter Drucker’s perspectives on leadership. In the next two weeks, I will share thoughts from two of the most famous US Army Generals in history – Colin Powell and Dwight Eisenhower. By putting all these pieces together I think we start to appreciate both the complexity and components that comprise leadership.

The good and bad news about the definition of leadership

First, here is the bad news – leadership is not easy. If it was everyone would be an effective leader. Let’s finish with the good news – leadership can be learned. That is the primary reason why All The Way Leadership! exists. To help train the next generation of leaders so that they can change the world, and make it a better place to live. We can do it.

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Do you have the right mindset as a leader?

All The Way Leadership! believes a new mindset is needed. One that acknowledges that many organizations are over-managed and under-led. Too many companies are following the Common Management Model rather than the Uncommon Leadership Model. Their performance suffers, and they do not know it. There is a better way, if only they would choose to follow it.

I read a book called Mindset. In there there’s this very simple concept that Carol Dweck talks about, which is if you take two people, one of them is a learn-it-all and the other one is a know-it-all, the learn-it-all will always trump the know-it-all in the long run, even if they start with less innate capability.
Satya Nadella, Microsoft CEO

Many modern-day managers have the wrong mindset

The modern-day manager views his career as a ladder. One that he must climb in order to be viewed as successful. The picture below is the classic example. Notice three things about this manager. First – he is staring up. Looking good to his boss is more important than taking care of his people. Second – he is dressed for success. Dress for the job you want, not the one you have is the mantra. No need to roll-up your sleeves. The hard work is for others. Third – he is alone. This manager believes that the way you get ahead is by taking care of yourself first, others next.

This modern day manager is climbing the ladder - alone. — This modern-day manager is climbing the ladder – alone.

Effective leaders possess a better mindset

A high performing leader views the work world as an obstacle course. Her job is to get her team to the finish line. Think Spartan Race, Tough Mudder, or Warrior Dash races. The picture below is a good depiction of this kind of leader. She is tough, strong, and not afraid. Note three differences when contrasted with the modern-day manager. First – she is not looking up and moving on. Instead, she is leaning back to help others. Second – she is dressed for battle. She is not afraid to get her hands dirty. After all – no one wears a suit to an obstacle course race. Third – she is part of a team. She leads a group that is getting after it. Making it happen. This leader believes that if you take care of your people, they will take care of you. She is right.

The All The Way Leader helps others move ahead. Photo credit - Reebok Spartan Race — All The Way Leaders help others move ahead. Photo credit – Reebok Spartan Race

The modern world is like an obstacle course

As leaders let’s face it. We need to deal with the harsh reality of the modern world. It is an obstacle course. It is a complex maze littered with challenges that can hinder progress. Successfully navigating the course is challenging. If you are a leader – think about it. When is the last time you had an easy day, a silky smooth week, a care-free month, or a year without major difficulty? It does not exist. Leaders are expected to deliver results in this environment. I am not arguing that we have it worse off than our predecessors. Instead, I am highlighting the fact that we need all the help we can get making progress in today’s hyper-competitive world.

Getting through obstacles can be challenging.

It takes a strong team to complete the obstacle course

Effective leaders recognize the importance of teamwork. It takes a team to get through an obstacle course. Trust me. I was snookered into a Spartan Sprint race a few years ago by a friend. We had a small but mighty team. There is no way we would have finished without working together as a team. It really helped to have team members to brainstorm ideas before attempting each obstacle. If an approach did not work we came up with a new idea. We kept trying until we cleared the obstacle. We started the course as a team and finished as a team. It was an awesome feeling when we reached the end. All The Way Leadership believes the team approach is the better way to get to the finish line. Don’t go it alone. You may not make it.

Sometimes we need help getting over an obstacle.

We are here to help your team reach the finish line with a new mindset

All the Way Leadership! will continue releasing relevant content for leaders who are looking to increase their effectiveness, to get better at completing the obstacle course. We will discuss important topics like how to take care of your team members for maximum results. We will start publishing a weekly leadership journal later this year. It will contain curated content from a diverse set of leading experts. This winter we plan to launch our first online leadership course. We will do all that we can to help leaders everywhere get their team to the finish line.

Working as a team gets you to the finish line. Photo courtesy of Spartan.com

The more courses you finish, the better you become

The good news is that the more courses you and your team complete the better you will become. Your confidence will grow at each finish line. Just remember – as your career grows you will be asked to run harder obstacle courses. The length and complexity of the course will increase. If you and your team cannot handle the obstacles in front of you now, you are in trouble. When I ran the Spartan race plenty of people quit. They did not finish the course. Don’t be like that. Become an effective leader who is good at getting your team to the finish line. The leader who others turn to when they are dealing with their own obstacle course.

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Why the Uncommon Leadership Model is the better way

High-performing organizations understand that effective leadership is critical for success. Yes – management happens every day. Leadership is more important. John Maxwell, a leadership guru, likes to say, “everything rises and falls on leadership.” Last week I described the corporate culture created when an organization focuses on management more than leadership. I called this organization viewpoint the Common Management Model. This week I will provide a different view. I call it the Uncommon Leadership Model.

Organizations that emphasize leadership build better culture. — The Uncommon Leadership Model – leadership is emphasized more than management.

Leadership is emphasized – you see it and hear it

The first thing to notice about the Uncommon Leadership Model is the structure. It is not the classic pyramid that many organizations use to task organize. Rather it is an inverted pyramid. It turns the Common Management Model on its head. In an organization that thinks this way, leaders talk about their purpose – why their organization exists. Their mission statement is clear – what are they trying to do? You do not climb to the top of the ladder by managing more resources. Instead, you receive more leadership responsibility as your leadership abilities grow.

I am not afraid of an army of lions led by a sheep; I am afraid of an army of sheep led by a lion.
Alexander the Great

Leaders are expected to increase their impact over time

Leaders accomplish the mission and produce results. Their impact grows over time. As a leader’s ability grows so does her career. Below is a short description of the levels in the Uncommon Leadership Level starting from the bottom. Please note that the numbers included are representative – they will vary by organization. For example, in the military, the numbers are much larger. In a start-up company, the numbers will likely be less.

Levels in the Uncommon Leadership Model

Leader – the first line of leadership. You are a team leader. Usually responsible for leading a team of 10 or fewer members. It is vital you learn the fundamentals of leadership before progressing to the next level.
Senior Leader – the next level of leadership. You are a leader of leaders. Usually responsible for a team of teams (3-5 teams) that are led by leaders. Typical responsibility includes 30-50 people. It is important you understand how to lead via your leaders. Otherwise, you will struggle at this level and may drive the people who work for you crazy.
Executive Leader – the first level of executive leadership. You are a leader of senior leaders (3 to 5 senior leaders). Your team includes many teams, multiple levels, and more complexity. Typical responsibility includes 100-150 people. Your ability to directly affect performance continues to diminish. At this level, you must be able to lead your senior leaders effectively.
Senior Executive Leader – the next level of executive leadership. At this point, you are a leader of executive leaders (3 to 5 executive leaders). Your team is big – many levels, many leaders, many teams. Typical responsibility includes 300-500 or more people. At this point in your career, you have reached rarified air and face huge expectations. You must be able to effectively lead executive leaders.
The top of the pyramid. Some organizations offer higher levels of leadership with even more responsibility. I will not include any more levels. I do not feel qualified to help leaders at these levels. If you achieve this level and need help – hire an executive coach. It is worth the investment.

The focus is on producing better results

In the Uncommon Leadership Model results matter more than resources. Your value in the organization is not measured by how many resources you have, but by the results you deliver. As a leader, you may be asked to do more with less. Greater responsibility may not equate to more resources. More management may not work in this model. Leaders focus on making things happen, not just keeping the trains running. An organization that follows this model is never satisfied with the status quo. Leaders are always looking for a better way.

Leaders are always looking for a better way.

The uncommon leadership model cultivates a healthy culture

Helping others grow is important. If you are going to succeed as a senior leader it is important that you help your leaders become more effective. You are incentivized to make them successful, not just yourself. The same is true for executive and senior executive leaders. You help yourself by helping others grow. High performers tend to thrive in this type of organization. They enjoy the constant challenge to produce better results. This focus on leadership can create a healthy culture distinguished by three characteristics.

1. Collaboration is expected in the uncommon Leadership Model

Working together across the organization is the norm. An effective leader knows when to seek help from others. Rather than limit the ideas to her own team the leader will collaborate with others and identify the best approach to accomplish the mission. I saw this characteristic firsthand when serving in the military. We worked with rival units, other branches, various services, and even different countries to accomplish the mission. The best example comes from my time spent in Bosnia. The Russians were even part of our team. Their relationships with the Serbs were critical for making the peacekeeping operations successful. Bosnia would not be where it is today as a nation without the help of the Russians, and many other countries.

The US worked with Russia during Bosnian peacekeeping operations.

2. Innovation is promoted

Effective leaders understand that innovation is critical for survival in today’s hyper-competitive business environment. If you fail to innovate your company may not exist in the future. Think of all the companies that failed to innovate and are no longer here. Amazon continues to crush competitors through innovation. In the Uncommon Leadership Model leaders always look for a better way to accomplish the mission. After action reviews are completed to identify best practices (approaches that work), and lessons learned (things that went wrong). The organization learns from its mistakes and identifies new approaches to avoid repeated mistakes.

Innovation is necessary to survive in today's business environment. — Innovation is necessary to outpace your competition in today’s business environment.

3. Empowerment is encouraged in the Uncommon Leadership Model

No one allows micromanagement. Good leaders empower their people without telling them what to do all the time. Seasoned senior leaders trust their leaders. They train their leaders so that they need minimum supervision. Good executive leaders assign responsibility to their senior leaders so that they feel empowered to make it happen. Great senior executive leaders delegate the appropriate level of decision-making authority to their leaders so that they do not require unnecessary oversight.

The Uncommon Leadership Model is the better way

All the Way Leadership! believes that the Uncommon Leadership Model is the better way to run your organization. Next week I will explain in more detail why. Strive to be different, to be better. You can do it, and we are here to help you make it happen.

ATW! will make you a better leader

I hope you join me on this journey to raise the next generation of leaders. The world is in desperate need of more great leaders. Women and men who lead with confidence, clarity, and creativity. It’s time to become the leader that your world needs. Let’s go All The Way!

All The Way Leadership!

Why the Common Management Model does not work

I worked as a manager and a leader in multiple organizations for more than twenty-five years. I served as an Officer in the United States military and taught at a top-ranked university. Currently, I work for a leading management consulting company in the private industry. Over the past decade, I provided consulting services to many clients who work for the US government. Three things I have noticed working across all these different organizations. First, each one of them is unique. They have a specific mission, a way of doing business, and corporate culture. Second, they all task organize in different ways to accomplish their mission. No organization looks exactly like another. The same is true of companies across the world. Third, they all struggle to deliver results on a regular basis. High performance is not the norm. Why is that? The common management model does not work.

Most US corporations today are over-managed and under-led. They need to develop their capacity to exercise leadership.
John Kotter

Many organizations focus too much on management

As John Kotter’s quote points out, most organizations are over-managed and under-led. In the upper ranks, management rules over leadership. When the focus is management a predictable corporate culture is created. It is based on what I am calling the Common Management Model (shown below). In this blog, I will describe this organizational viewpoint and the culture it creates.

Many organizations emphasize management more than leadership. It is a mistake. — The Common Management Model – organizations emphasize management more than leadership.

You climb to the top by managing more

The way you advance your career in the Common Management Model is simple – manage more. First, you start as a supervisor, someone who observes and directs the work of others. Simply make sure the work gets done. Next, you become a manager. Someone who manages supervisors. If you don’t screw up you eventually become a senior manager. During this phase, it is most important that you keep the trains running on time. If you last long enough and avoid train wrecks, you become an executive. Hopefully, by then you get a nice parking spot. You are going to need it because the majority of your time will be spent in meetings with your senior managers…making sure they keep their trains running on time.

Is the goal of your career is more than a reserved parking space? — Is the main goal of your career a reserved parking space?

Managers focus on their own numbers

In the Common Management Model, your value to the organization is measured in two ways. First – how many people work for you. Second – how much budget responsibility you have. These measures drive management behavior and corporate culture. If you want to “climb the ladder” it is vital that you find ways to get more people and more budget resources. The bigger your organization, the larger your budget, the more important you become. What you actually deliver is a by-product, typically placed on the back burner.

More is always better in the Common Management Model. — More is better in the Common Management Model.

This model creates an unhealthy culture

The way managers talk about their work is revealing. Ask one of them what they do and you will hear about the scope of their role, not the impact they create, or the results they deliver. For example, “I have 25 people working for me and I am responsible for an annual budget of $10M”. I made up the numbers. They don’t really matter other than more is better. This obsession with management can create an unhealthy culture distinguished by three characteristics.

1. Collaboration is limited

In the Common Management Model managers are not incentivized to collaborate. Rather than work together, managers stay in their own lane and play it safe. Think about it. If my goal is to get more people and more money, then why would I help others. Sure – I am going to be nice, and lend a helping hand every now and then. But, I am unlikely to help you in a meaningful way, to truly collaborate, unless it helps me. After all, if your team does not perform well, then I can make the case to senior management that your resources should be redirected my way. A turf war will ensue. If you think this does not happen. It does. I have witnessed too many of these battles over the years. They are petty and a distraction from getting the mission accomplished.

Collaboration is critical for putting the pieces together.

2. Innovation is stifled

It is difficult for an organization to innovate without collaboration. The more big brains you have trying to solve a problem, the better off you will be. If managers lack the incentive to collaborate (as described above), it is doubtful their team members will fill the void. Innovation is all about new ideas, creative solutions, and better ways of doing business. Sometimes innovation requires new thinking. Other times you simply need the right person to identify some tweaks for improving a process. Either way, the best method for innovation is through consistent collaboration. It is challenging to have one without the other. Without collaboration, teams become limited to their own thinking. Let’s face it – if no one on the team knows a better way forward, then the status quo will prevail. Keep doing the same old same old.

Consistent collaboration is critical for innovation.

3. Micromanagement is encouraged

In the Common Management Model micromanagement becomes commonplace. If more management is good, then micromanaging your team is the best method for moving up the ladder. Ask your team for constant status, watch their every move, and do everything you can to make sure it is not your fault when the trains are late one day. Am I overstating this observation? I am. But, I have witnessed micromanagement in spades over the past decade. In fact, some organizations reward their micromanagers with more responsibility.

High performing team members don't need to be micromanaged. — High performing team members don’t need to be micromanaged.

This model affects performance

The common management model avoids pushing teams toward high performance. Rather take it easy. Take it slow. Manage every step in the process. Monitor as much as you can. The good news for micromanagers is that you will rarely be surprised. The bad news is that performance suffers, and your team will come to dislike their work. No one I know wants to be micromanaged. It goes against human nature to want to be told what to do all the time.

No one wants a Drill Sergeant for a boss.

Leadership is the solution

All the Way Leadership! believes that there is a better path to take. A different model to follow. Next week I will talk about a different organization view. One that focuses more on leadership. Just so that I am clear – management in itself is not bad. It is necessary. It is important that the trains run on time. But, I believe leadership is needed for sustained high performance. That is one of the reasons the company is called All The Way Leadership!, not All The Way Management.

Learning about management is not difficult

There are plenty of good books, courses, and certifications you can obtain that will make you an expert manager. Leadership, on the other hand, is more challenging. That is one of the reasons this company exists. To help you become a more effective leader. It will make a huge difference for you, your team, and the organizations you support.

ATW! is designed to make you a better leader

All The Way Leadership!

Get a good glimpse of the shark before fighting it

Last week I wrote about one particular type of challenge – the most daunting ones. The challenges that scare leaders. I called this type of challenge “the shark”. This metaphor is taken from the famous movie Jaws. In Jaws, a giant man-eating great white shark attacks beachgoers in a fictional summer resort town.

Jaws made us all wonder if it was safe to go into the water.

Someone must hunt down the shark

The local police chief played by Roy Scheider is chosen as the leader to keep the town safe. Roy Scheider’s character recruits two team members to help with the hunt. They are going to be in the battle of their lives. A battle that will test their abilities and require great sacrifice. As a leader, you may find yourself in a similar situation.

Bruce the mechanical shark from Jaws (1975). — Bruce the mechanical shark – problems prompted Spielberg to not use Bruce much in the movie.

How big is the shark you face?

Jaws is a thrilling movie full of suspense. The theme music is haunting. The director, Steven Spielberg, builds the drama scene by scene. One brilliant decision Spielberg made was to not show the shark until later in the movie. In a well-known scene, the three-man team of shark hunters finally gets a glimpse of the shark. They learn that the shark is a lot larger than expected, and is going to be much more difficult to kill than any of them anticipated. If you have not seen the movie before a clip of this scene is below. Caution – the scene includes foul language. Pretty sure I would cuss if I was ever that close to a large shark.

Make sure you get a glimpse of “the shark”

What about you. Are you dealing with a shark? If so, have you actually seen “the shark”? Do you know the magnitude of what you are dealing with? Not sure, then I suggest that you ask questions until you gain an adequate understanding of the challenge. I am not saying that you need to know everything before moving forward. Rather I am recommending that you spend enough time assessing the situation before shifting into problem-solving mode. Get a good glimpse of “the shark” before deciding how you are going to deal with it. Otherwise, your fight with “the shark” may take a long time, and be a more painful experience than necessary.

The marine biologist played by Richard Dreyfuss gets a glimpse of the shark in Jaws.

Tell others to describe “the shark” accurately

I have dealt with a fair amount of sharks in my career. On several occasions, I did not get a glimpse of “the shark” until late in the problem-solving process. I have learned that it is critically important to ask your team questions until you know enough to address the challenge and solve the problem. The bigger “the shark” the more important it is that you get a good glimpse of it. If you get false reports, then you are likely to come up with a solution that will not work.

The art of communication is the language of leadership.
James Humes

Clear and frank communication is critical

I let the leaders on my team know that I want to hear about the good, the bad, and the ugly. As leaders, we are paid to deal with all three scenarios, especially the ugly. Don’t fall into the trap of letting your team members only bring you good news. Let’s admit it, the larger your responsibility as a leader, the more sharks you have to deal with. Some of them may be big, really big, like the great white in Jaws.

In Jaws the shark is so big that it eats the boat. — In Jaws, the shark is so big that it eats the boat – one tasty bite at a time.

Are you ready to face “the shark”?

Are you prepared to deal with “the shark” and keep your town safe? Yes – go get after “the shark”! If not, and you need a bigger boat then we are here to help. If you are the kind of leader who is looking to increase your effectiveness, then you are in the right place. We will help you increase your leadership abilities so that you have a bigger boat and are ready for “the shark”.

The shark ends up eating the professional shark hunter in Jaws.

We are here to help you hunt “the shark”

All the Way Leadership! is here to help. This year we will continue releasing relevant content for leaders who are looking to increase their effectiveness, to get better at hunting “the shark”. We will start publishing a weekly leadership journal later this year. It will contain curated content from a diverse set of leading experts. This summer we plan to launch our first online leadership course. We will do all that we can to help leaders everywhere get better at hunting sharks. The good news for all of us leaders is that the more times you hunt sharks, the better you get. Your confidence will grow along with your leadership abilities.

In the final scene the hero kills the shark - note the boat is gone. — In the final scene of Jaws, the hero kills the shark – note the boat is gone.

The more sharks you hunt, the better you become

Remember – as your career grows you will be asked to handle larger sharks. If you cannot handle the one in front of you now, you are in trouble. You don’t want to end up like the hero in the movie Jaws. Does he deal with the shark? Yes. But, he loses a lot in the process. Don’t be like that. Become an effective leader who is good at hunting sharks. The leader who others turn to when they are dealing with their own sharks.

We should be afraid of sharks half as much as sharks should be afraid of us.
Peter Benchley, author of Jaws

ATW! is designed to make you a better leader

All The Way Leadership!

Are you prepared to fight the shark?

Leaders are expected to achieve results, make things happen, and get stuff done. Some tasks that you need to accomplish as a leader will be easy. You check them off the list quickly and move on to the next item. Other tasks may take more time, effort, and energy. They will challenge you. And sometimes you will face a really difficult task. One that seems impossible to complete. You may have no idea how to complete the task. You may be overwhelmed simply by the thought of attempting to complete the task. I am going to refer to this type of task as “the shark” because it is frightening. I don’t know anyone who is not afraid of sharks. Just thinking about swimming in the ocean near a shark gives me the chills. Perhaps it does for you also.

No one wants to see a shark when swimming in the ocean. — Who wants to see a shark nearby when swimming in the ocean? Scary!

Jaws scared everyone

I fear sharks because of a famous movie released in the 1970s called Jaws. According to Wikipedia, Jaws is a 1975 American film directed by Steven Spielberg. It was based on Peter Benchley’s 1974 novel of the same name. In the story, a giant man-eating great white shark attacks beachgoers on Amity Island, a fictional New England summer resort town. It is a great movie. A scary movie that will keep you on the edge of your seat, and make you think twice about going out into the water the next time you visit the beach. Jaws is considered one of the greatest films ever made, a blockbuster hit. It became the highest-grossing film of all time until the release of Star Wars in 1977.

Leaders need to be brave enough to get in the water

In Jaws, someone must hunt down the shark in order to keep the town safe. Somebody must face the shark, or else the town will be in trouble. Residents will not be safe. Tourists will not visit either. The local economy will suffer. A really bad situation for everyone will result. The local police chief played by Roy Scheider is chosen as the leader. He has some help, but not much. None the less, he leads the three-person team to hunt down the shark. It is a daunting task. As the movie progresses we learn that the shark is a lot larger than expected, and much more difficult to kill than any of them anticipated. Despite all these challenges, they accomplish the mission and kill the shark. If you have not seen the movie, I will not spoil it for you. Watch it tonight on Netflix, or YouTube.

The team tries many methods to kill the shark. — The team tries many methods to kill the shark in Jaws.

After all, somebody has to hunt the shark

If you are a leader, you will likely have to deal with “the shark” at some point. What do I mean by “the shark”? A task that terrifies you, but must be done. An important issue that you have to address. A complex problem that needs a solution. A challenge that others have failed to solve. “The shark” could be many things. It might be your competition, the market conditions, your crazy client, a looming deadline, a problem employee, your nagging boss, or anything else that puts you on edge. Sure you can do your best to avoid “the shark”. But, you know deep in your heart that you will have to face “the shark” at some point if you are going to succeed as a leader. If you don’t “the shark” will continue to terrorize you, and more sharks will show up.

If you don't hunt "the shark" more will show up over time. — If you don’t hunt “the shark” more will show up over time.

You may need a team to kill the shark

Just like in the movie, you are going to need help dealing with “the shark”. Don’t go it alone. Roy Scheider’s character recruits two team members to help with the hunt – a marine biologist and a professional shark hunter. An expert who knows a lot about sharks and someone with relevant experience. I recommend you take a similar approach when hunting “the shark”. Identify and solicit the help of experts and those who have experience. A mentor or peer may have the exact insight or solution you need. Do not be afraid to ask for help, and always offer help to other leaders when they approach you for help. None of us should hunt “the shark” alone.

The three person team who hunt the shark in Jaws. — The team who hunt the shark in Jaws. A professional shark hunter, the local sheriff, and a marine biologist.

All The Way Leadership! is here to help

All the Way Leadership! is here to help. This year I will continue releasing relevant content for leaders who are looking to increase their effectiveness, to get better at hunting “the shark”. I will start publishing a weekly leadership journal later this year. It will contain curated content from a diverse set of leading experts. This summer I plan to launch an online leadership course. I will do all that we can to help leaders everywhere get better at hunting “the shark”. The good news for all of us leaders is that the more times you hunt sharks, the better you get. Your confidence will grow along with your leadership abilities.

ATW! is designed to make you a better leader

All The Way Leadership!

What happens when leaders demonstrate bad behavior?

2017 was a bad year for several leaders. 2018 and 2019 may have been even worse. I wrote this blog over a year ago. It is still as relevant today as it was then. No signs of real improvement yet. We need leaders to step up to the plate and deliver. Not break the rules and exhibit bad behavior until they get caught.

Google’s CEO had to deal with this mess caused by a former leader.

Leaders face high expectations and always will

Leaders are expected to deliver results without breaking the rules. We demand that senior leaders behave themselves. It is a reasonable demand. They are well compensated. Senior leaders handle a lot of responsibility. If they act inappropriately it could affect many, perhaps even the entire organization.

“To whom much is given, from him much is expected”.

Ignorance is a flimsy excuse for bad behavior

We witnessed numerous leaders getting into trouble in 2017 for bad behavior. It almost seems like an epidemic, especially for men. When you turn on the television there is another male leader explaining what happened and apologizing for it. Ignorance seems to be a common excuse. Only weak leaders avoid responsibility by claiming ignorance.

Inappropriate jokes impacted several national leaders.

Bad behavior is nothing new

I will argue that leaders doing things that should not be done is nothing new. People have been misbehaving since the dawn of time. We are all humans and leaders are no different. They face the same temptations as everyone else. The main difference is that the consequences of bad behavior are more severe for leaders. They should be.

A Congressman resigned after bad behavior was revealed.

Increased transparency is here

Let’s start with the good news. Increased transparency is here. It is easier these days to figure out if a leader is a bad apple. We live in a world full of digital dust that can be traced. What leaders say and do can be captured on cameras, microphones, and in emails. The idea of making remarks “off the record” is dated. Nowadays it is easy to record events. If you are a leader, remember that the microphone is always on when you are talking. Your company is most likely recording every keystroke you make. More than one leader fell from grace because they naively believed that no one would know what they were doing. They were wrong.

Leaders should know that the microphone is always on.

How to avoid bad behavior as a leader

As a leader, you may be asking yourself – what are the rules? Not an easy question. The rules, ethics, and norms vary across industries. The company I work for performs a lot of contract work for the US Federal Government, a highly regulated industry. The rulebook we play by is long and complicated. As you would expect we have a strict ethical code. Some leaders forget and/or ignore the rules and pay the price.

Another member of Congress resigned when his misdeeds were revealed. — Another member of Congress resigned when his misdeeds were discovered.

Do not lie, cheat, or steal

For example, I cannot offer a gift of any kind to the clients I support. Exchanging gifts with clients over the holiday season may not be a big deal in your company. If you work in the commercial sector, the rules will be different. If you work internationally you may be dealing with radically different cultural norms. I recommend keeping it simple. Do not lie, cheat, or steal. If you do, as a leader, you will pay the price at some point in time like the examples I will describe below. Take the higher road – totally worth it in the long run.

“Take the higher road and secure a stronger, more lasting victory”
Daniel Stewart

Do not lie to your customers

Over the past decade, several companies were caught lying to their customers. In 2017 Apple revealed they have been deliberately slowing down older iPhones without telling their customers. Many consider Apple as the leading technology company in the world. But, they have been hiding the truth. Their customers responded strongly when they learned the news. In response, Apple released a long (really long) explanation on their website. Now Apple is in the process of rebuilding trust with its customers. It is not good timing for them – sales of the latest iPhone are lower than expected.

Apple was forced to apologize after confirming it does slow down older iPhones — Apple was forced to apologize for slowing down older iPhones. Photo by Getty.

Cheating may come at great cost

In 2015 Volkswagen cheated on the emissions tests conducted by the Environmental Protection Agency (EPA) for VW diesel vehicles. Their CEO testified to Congress that they cheated on purpose to increase vehicle sales in the US. The fact that a German company cheated on a test designed to protect the environment was shocking. If you have ever visited Germany then you know how seriously they take protecting the environment. The cost to Volkswagen has been enormous – over $20 billion. If you cheat it is highly likely that you will get caught. It may come at a great cost to you and your organization. Don’t do it.

Volkswagen CEO testifies before Congress on the emissions cheating scandal.

Cheating may cost you everything

Lance Armstrong was a great champion. He won seven Tour de France titles – more than anyone. He was a hero to many, especially those fighting cancer. Lance survived cancer. He went on to raise millions of dollars for cancer research. He gave great speeches and made millions of dollars in the process. But, there was a problem. Signs of trouble surfaced in the early 2000s – questions raised by former teammates and colleagues. Lance attacked all of them, calling them liars, hitting them will huge lawsuits. Lance defended himself for years, and I believed him. Many did.

Lance Armstrong won seven Tour de France titles.

The truth finally came out

Lance was a cheater. After much pressure, he finally confessed the truth to Oprah Winfrey. He cheated to win and he lied for years. What did cheating cost Lance Armstrong – practically everything. He was stripped of all his Tour de France titles. Sponsors dropped Lance, costing him millions. Worst of all – Lance Armstrong is not allowed to race anymore. The one thing he truly loved is the one thing he cannot do anymore. Next time you think about cheating to win, remember Lance Armstrong.

Lance Armstrong confesses to Oprah that he cheated to win.

Stealing is never acceptable

We all know that you should not steal anything from anyone. Yet – it still happens. I think it is rare that you will have to deal with an actual thief stealing property in your company. What is more likely to happen, and perhaps more sinister, is for someone to steal intellectual property (IP). As this article explains – some employees will steal IP when leaving your company. Stealing IP comes in multiple forms. Some people will print out documents. Others will swipe files using a flash drive. It is amazing how many documents one can save on a cheap flash drive.

Companies can look for bad behavior

Most companies monitor employee digital activities. It is pretty easy to tell if someone is up to no good. I work for one of the best consulting companies in the world. I am sad to say that I know of several examples when companies caught employees stealing IP on their way out the door. The reality is that it can happen to any company. Don’t let it happen to yours.

It is not difficult to steal all the flies off a laptop with a flash drive.

Holding ourselves accountable by avoiding any bad behavior

It is important as a leader that you hold yourself accountable, and also those who work for you. Based on the examples I described above I highly recommend you avoid lying, cheating, or stealing at all costs. Do not tolerate these behaviors in your organization either. The price you pay is big. Take the high road instead. It is worth it in the end.

ATW! is designed to make you a better leader

All The Way Leadership!