The Key To Organizational Leadership: Strong Character

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Hydro One, a Crown corporation that runs Ontario’s transmission system, fired an employee this past week who shouted obscenities at a Toronto television reporter after a soccer game. While the company’s code of conduct (which all employees sign) covers after work behavior, the decision to let the engineer go generated a heated debate online.

In an exclusive interview, Hydro One CEO Carmine Marcello gave his rationale for making the decision:

“…at the end of the day, it was a pretty simple decision. We [as a leadership team] looked at who we are, what our core values are, and we made a values based decision, and decided we couldn’t condone that kind of behaviour. We had to send a clear message to the employee, and quite frankly to our employee base, and made a decision to terminate him.

… I have yet to find a single person to say his behaviour was commendable. It just doesn’t exist. So, really what we’re saying is, hold yourself to a high standard at work, and quite frankly, hold yourself to a high standard within society.

…I’m sure he’s free to speak his mind. We all are. I think there’s also a level of common decency and decorum that we all expect, and not getting into a debate, I’m just going back to the first principles in Hydro One: the issues and the values that we hold dear around our people, our customers, and working collaboratively together. What’s important to us drives business success.

… it’s clear that this behaviour did not fit with who we are as a company and we took appropriate action.

… We have our own code of conduct, we’ve had it for many years. When I became the CEO a number of years ago, one of the things I really focused on was transforming our culture. Job one was to improve our customer service … but at the end of the day it’s about people and their ability to do great work. So I rolled out a process about identifying certain core values around our employees.”

It’s inspiring to witness a company and CEO stand for something. My father would say that these organizational leaders have an almost forgotten quality: character. Character is about choosing what’s right over choosing what’s popular or easy. Being a person or a company of character isn’t taking the comfortable road. But this is what business culture, organizational leadership, and employee accountability are all about. If you don’t stand for something, if you don’t have the courage to hold yourself and others accountable to what you say you stand for, then why have fancy value statements on your website and office walls in the first place?

I admire Mr. Marcello and his leadership team for having the courage to remain true to the foundational principles that Hydro One’s culture is built upon. The organizational leadership they exercised isn’t just good for their company; this kind of leadership is good for society.

Personal Leadership: Learning To Lead Without An Ego

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One of the ways you can be guided to your authentic self is to be attentive to stories that capture your attention. I’m drawn to stories that illustrate personal leadership – the capacity to inspire and influence others that comes from the identity and integrity of a person.

A few weeks ago, while reading the Globe and Mail, I was inspired by the story of one of Toronto Blue Jays’ pitchers, Daniel Norris. Norris spends the off-season living in a 35-year-old VW van he calls Shaggy. Though he’s a millionaire, he gets by on $800 (U.S.) a month. He cooks on a portable stove. He wears a miner’s headlamp at night to write in his “thought journal.”

He’s also a good baseball player. Maybe, according the to Globe’s Cathal Kelly, a special baseball player. In addition to his exceptional talent, Blue Jays’ general manager Alex Anthopoulos claims that when Norris is on, all the players perform above average.

When Toronto was considering drafting Norris from his high school in Tennessee, assistant GM Andrew Tinnish took him to Florida for medical testing. After, when they were driving to lunch Norris perked up and pointed. “He said, ‘Oh man, that’s the car I want. That’s what I’m going to buy if I get signed,’” Tinnish says. “I’m looking around for a Lexus or a Beemer. But, no. It’s one of those VW camper vans.”

Here’s what Daniel Norris can teach the rest of us about personal leadership: leading without an ego.

  • Norris doesn’t seek the limelight. He’s there to add value by simply being who he is. I’m drawn to people – and to leaders like this. From what I have read about him, he is authentic. He’s the real deal.
  • Norris’s desire isn’t to look good or be anything other than what he actually is. He doesn’t flaunt his position or need to look bigger than life. His focus is simple:  how he can be a better baseball pitcher.
  • I get a sense that Norris isn’t too attached to what people think of him. He appeals to me because he doesn’t seem to measure his worth by the opinions of others. There appears to be substance over flash, ability over appearance, results over image. His worth comes from within and from what he can do on the mound, not what he can look like in the media.

Leadership isn’t measured by the size of your office or the title behind your name. It’s measured by competence, character, and the ability to connect. May we all be inspired by Daniel Norris to be a little more humble, a little more authentic, and a little more human. This is what the world badly needs.

I don’t how Daniel Norris came to have this kind of confidence in himself, to believe in himself so that he doesn’t have to mask insecurity by being an egomaniac. Too many highly paid athletes – as well as executives – could learn a lesson about leaving their ego at the door. What I do know is that self-awareness is the most important capability for leaders to develop.

Be a Good Leader By Being A Good Person

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John Coltrane, the great American jazz saxophonist and composer, once said that to be a better artist you have to be a better person. He could easily have been talking about leadership. My research and observation of leaders during the past couple of decades has demonstrated clearly that great leadership can’t be reduced to techniques or a title. Great leadership comes from the integrity and character of the leader.

Here’s some of what I’ve learned about leadership:

  • There’s a difference between a boss and a leader. You can get promoted to “boss”, but you can’t be promoted to “leader”. You have to earn the right to be called a leader.
  • You aren’t a leader until someone says you are. Leadership is defined by those around you, not by size of your office or the title behind your name.
  • Leadership is a decision. If you have decided to make the world better through others, you are on your way to earning the right to be called a leader.
  • To be called a leader, you need followers. Not followers in the traditional sense who blindly obey because they have to, but followers who have a choice, and they choose to follow you. Leadership is the art getting people to want to do what must be done.
  • Leadership is about creating results through others – without the use of positional power. It’s about presence, not position. The question is: Where does that sense of presence come from? How does one develop that presence?

After years of research and observation, I’ve come to understand that sense of presence comes, essentially, from being a good person. It’s that easy, and it’s that difficult. Here are a few ways to develop your leadership presence by being a good person:

  1. Character. We’ve all met people in our work experience who are bright, talented, competent, good at making deals, but something about who they are as a person got in the way of all their ability. Character is about moral integrity, acting honestly and ethically. It’s also about relational integrity, being accountable – having the ability to be counted on. It’s earning the trust of others by being trustworthy. It’s about earning the respect of others through self-respect. People of strong character are integrated human beings.
  2. Caring. In a recent coaching session with an executive, we were discussing possible reasons for the lack of results from his team. When I asked him, “Do you care?” he kept going on about his frustration for the lack of accountability on the team and the poor attitude of his employees. I pushed further, “I know you care about results, but do you care about the people around you? Do you care about what matters to them, about their families and their values and their unique gifts?” After a long pause he shrugged his shoulders and said, “No, not really.” I then suggested he do his organization and himself a favor and step down from the responsibility of management. To lead you have to connect. To connect, you have to care. You can’t fake caring, just like you can’t fake character. People don’t care how much you know until they know how much you care. Leadership is a largely a matter of caring about people, not manipulating them.
  3. Centered. Centered leaders know their worth, strength, and security comes from within. Because they don’t define themselves by their external environment, they are able to maintain calmness in the midst of the storms, security in the midst of failure, and perspective in the midst of success. Centered leaders are guided by an internal compass based on their own values and their own approach to life rather than on the fleeting opinions of others or comparisons to others. They are focused on what matters and are able to go within and find inner strength, wisdom, and stability, even in the midst of a demanding external world.
  4. Contribution. Bill Gates and his wife, Melinda, have devoted much of their energy to global development philanthropy. While in Ottawa to discuss overseas aid with the Canadian government, he said, in part, “In countries such as the U.S. and Canada, where a lot of people are doing quite well, the question is: Can you take your loyalty and your values and go further than yourself and your family, even beyond your region and your country? Can you have, as a member of the human race, the idea that you would volunteer time or your voice, or whatever means you have to give? You’re connecting yourself with the improvements needed around the world: eradicating polio, for example, or making sure there’s enough food for poor children. I think that … people want to be associated with more than their own success – they want to have knowledge and a sense of progress that they contributed to [something beyond themselves]… We call that our ‘global citizenship’ movement.” Bill Gates understands that being a good person means allowing your success to overflow into making life better for others.  This commitment to contribute beyond yourself, whether it’s across the world or across the corridor outside your office door, is what makes a great leader.

Being a good leader by being a good person cannot be taught in a leadership course or textbook. But it can be learned. It can be developed. My dad would say that it can be caught even though it can’t be taught. It’s means your motive is to do good by being good. And it amounts to leading well by living well.

From Leadership Training To Leadership Development: The Duty To Care

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I just got off the phone with my friend and colleague, John Knapp, Retired Deputy Minister of Alberta Agriculture and author of The Leader’s Practice Guide: How to Achieve True Leadership Success. John is one of the old school leaders with true character. But John was not only a leader with class, he was one of those rare leaders who cared. He cared about his work. He cared about the citizens of this province. And he cared about the employees he served. In his more than thirty years with the public service, it was never a just a job to him. It was a career, an opportunity to contribute, a duty to care.

Today we spoke of the mistake that so many leadership development programs make regarding leadership training. There is still far too much emphasis on the technical components of leadership training: strategic planning, project management, budgeting, HR management, and product development efficiency, to name a few.

As important as these areas are, they still don’t speak to the core of leadership: learning how to connect with people, build trust, inspire a shared vision, communicate clearly, mentor and engage people, and hold people accountable in respectful ways. This is what John would call “the leader’s duty to care.”

Here is how to design leadership training programs that teach people how to care:

  1. Turn leadership training programs into leadership development programs that affirm caring as an important value in your organization.
  2. Identify and shine a light on leaders of strong character and leaders who care.
  3. Create space for mentoring by leaders that are respected.
  4. Weed out the bad bosses by removing them from leadership positions and help them find roles that may be more technical in nature. Most bad bosses – at least those worth keeping – will thank you for doing this.
  5. Create a workplace that operates on values rather than rules, ensuring that every leader is held to account for living the values that are espoused.

In short, you can’t ‘train’ leaders in the duty to care. But you can certainly develop the duty to care in the culture that you lead.

The Big Value Of Small

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According to the Greek storyteller Aesop, a little mouse ran up and down a sleeping lion who awoke, grabbed the poor helpless rodent and opened his big jaws to swallow him.

“Pardon, O King,” cried the little mouse, “Please forgive me. I promise never to climb on you again. And if you let me go, who knows what I may be able to do for you some day.”

The lion was so intrigued by the idea of a mouse being able to help him that he lifted up his paw and let the critter go. Some time later, the lion was caught in a trap, and the hunters tied him to a tree while they went in search of a wagon to transport him to the king. Just then the little Mouse happened to pass by, and seeing the lion’s sad plight, quickly jumped at the opportunity to help him. He gnawed away the ropes, setting the lion free.

We live in a society that values big. Big profits. Big paycheques. Big companies. Big titles. Big fame. Big offices. In this world of big it’s easy to get the crazy idea that you aren’t valuable if you are small, or perceive yourself to be small. But Aesop’s little tale of the lion and the mouse teaches a wise lesson. The tiny mouse is every bit as valuable as the lion. According to Aesop, importance is not based on size, but rather on the value you bring to others. It’s a simple matter of changing the context. The person who brings the most value is the most valuable.

I spoke with a good client the other day, a manager in a university, whose employees run the fitness centers, indoor tracks, pools, courts, and arenas for students. They drive the Zambonis, keep the pools clean and look after students when they come to work out or play in the facilities. And, in an institution where the academic mandate is the highest priority, these employees don’t feel valued. “All they do is keep the buildings clean, the rinks and the fitness centers maintained.”

“So that students have a chance to keep themselves renewed, refreshed, connected, and healthy amidst a busy academic life,” I concluded for her.

Who’s to say that those who provide for the health of a student and the health of the community in which that student lives are any less valuable than the professors who hand out the grades and grant the degrees. Without a healthy, well-rounded student, the degree doesn’t mean much. And without a great student experience, they are going to find other universities. Everyone is unique, and everyone has value. Everyone makes a contribution.

And each person’s unique contribution is vitally important.

Value isn’t measured by the size of your office, the size of your paycheque, or the size of your business. Value is measured by your contribution to others.

How are you making people around you feel valued? Here are five simple strategies.

  1. Believe in yourself. In order to believe in others, you have to believe in yourself. Henry Ford once said, “Whether you believe you can or you believe you can’t, you are right.” Everyone is talented, unique, and has something to offer. If you don’t believe that applies to you, then start hanging around people that believe it and soon it will start sinking in.
  2. Get moving. Don’t wait to be appreciated or valued. My dad used to tell me that waiting is not a very good strategy. Instead of waiting, bring to others whatever you expect from others. Instead of waiting to be seen as being valuable, bring more value, every day, to the people in your life. If you want to be appreciated, get so busy appreciating others that you don’t have time to feel sorry for yourself.
  3. Stop to recognize beauty. Don’t take people for granted. Especially not your best people. We’re all busy. Like beauty, you don’t see the value others bring when you’re in a hurry. Slow down. The best way to recognize value is to stop and listen to what people have to say. Listen for their opinions. Listen for their input. Listen for their wisdom. Stop every so often to recognize the beauty and the value in the people around you. Express appreciation. You never know when you may be in need of their unique talents.
  4. Create space. Just as you have to recognize the value of others, you also have to pay attention to people or projects that aren’t adding value to your life or your business. When people or projects are sucking the energy out of you or your organization, it might be time to let go and move on.
  5. Choose quality over quantity. Don’t strive to be the biggest. Instead, strive to be the best. Don’t confuse the concept of doing big things with doing great things. It’s not about making the news; it’s about making a difference. Bigger is not the objective. Bigger is a side effect – when you are committed to bring value instead of size to whatever you do.

When it comes to bringing value to others, the little things are the big things. How do you bring value to those you serve? I’d love to hear from you.

Supervisory Skills: Make the Journey Worthwhile

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Do you ever worry that you do not have what it takes to be a good manager; that your supervisory skills fall short of your staff’s expectations? If you do worry about it, what are some of the things you can do to gain the skill and confidence to perform at a higher level? let’s discuss some very simple yet powerful supervisory skills you can employ immediately.

Fundamentally, if you focus on becoming a better you, then you can acquire and embody the skills that will give you a career edge and help you to reach your goals by leading your team to achieve theirs. You are responsible for your own success and ultimately the success of your team, so make the journey worthwhile.

Improving your leadership skills involves a plan of learning and doing, reacting and progressing – a journey that can inspire your team by example. Implement these positive steps into your skill set and enjoy the benefits!

Create a positive learning environment

  • Frequently take the time to focus on your people rather than the tasks at hand and find out what makes them tick. Provide people the opportunity to receive both High Task (technical, strategic, tactical) as well as High Touch ( attitude, behavioral, cultural) learning, and your employees will give you higher grades for your efforts.
  • Sometimes creating a positive learning environment can be as simple as keeping offices at a comfortable temperature, having a water cooler or coffee machine or letting your staff decorate their own space. Explore different avenues and implement solutions based on the needs of your team.

Allow people to make mistakes

  • This step is imperative to developing your supervisory skills and is often the biggest hurdle to jump. One can choose to see mistakes as failure, obstacles, or opportunities. The manner in which you view mistakes is entirely up to you. If you use these situations wisely, you can instill confidence in your employees.
  • Guide them to learn from mistakes. Offer them a vehicle to improvement and they become less likely to make the same mistake twice. In turn, they will appreciate you for how you handled the situation – turning them into the kind of people that will help you move up the organizational ladder.
  • By offering employees support and guidance when they make mistakes, you will garner goodwill and trust. They will see that you have their best interest at heart, which will improve employee morale and increase productivity. People will naturally work harder for someone who encourages and supports them. When mistakes are made, help your employees provide a solution. Their gratitude will be reflected in the increased quality of their work.

Evaluate variables that both increase and decrease performance

  • At the end of every week, evaluate when performance was good and when it was lacking. This can prove to be beneficial, as you will begin to identify patterns of behavior – both positive and negative and will prove to be a useful tool in your skills toolbox.
  • Once performance problems and successes are identified, you can begin introducing strategies to bring poor performance up to par, and allow good performance to grow even more. Try to understand what motivates employee behavior by evaluating your leadership style and adjusting it accordingly for the engagement style of each employee. Being open and honest with your staff members fosters a team relationship rather than a boss-employee relationship. Be a leader, not a boss.
  • The more time you spend with your employees, the better off you will understand them and their behavior patterns. This can provide you with the information needed in order to produce better results. Again, it’s a matter of growing your supervisory skills and enabling your team to function in a trust-based culture to produce to the maximum of their capacity and be recognized for their accomplishments.

Manage differences between others

  • Recognize that people think and act differently. It is important to understand that people will have differing opinions. However that does not necessarily mean that something is wrong. There can be two totally different methods of achieving a desired outcome that are both equally effective.
  • Training your team to understand the concept of different methods of approach allows them to begin managing the differences between each other. This will definitely make your job easier. It takes knowledge of individualistic communication styles to know how to manage differences, especially in a situation of interpersonal conflict. Your coaching here will make all the difference in how people respond in kind.

These are some supervisory skills that can improve the chances of your teams’ success. Be aware of the potential rewards that you stand to gain from working with and supporting a positive atmosphere of good morale and teamwork.

By exercising your learned supervisory skills, you are providing your people with leadership and direction. Fostering a more effective team will help make the journey worthwhile. For additional information on management / supervisory skills, feel free to look at our website vantagepath.com.