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What’s the difference between a great leader and an average one?

​I’ve had the opportunity to observe dozens of leaders in my career.  Some were exceptional, most barely passed for average.  I’ve spent many hours tossing and turning on the idea of what makes for an exceptional leader, what makes them great.  I’ve read books, had discussions with colleagues, watched videos and talked with people who are far smarter and experienced than myself.

After all of this wonderful introspection and discovery one characteristic continues to pop up which defines great leadership over average leadership.  It’s a mindset, a willingness to do what others often won’t.

What makes great leaders is their ability and willingness to use ‘managerial courage’.
Managerial courage is the linchpin, the cornerstone, the apex for all things related to leading successfully.  The word courage is of itself is an incredibly powerful word.  The late John McCain had described courage as “that rare moment of unity between conscience, fear, and action, when something deep within us strikes the flint of love, of honor, of duty, to make the spark that fires our resolve.”  

Bill George, former CEO of Medtronic and best selling author is quoted as saying “Courage is the quality that distinguishes great leaders from excellent managers.”

George also said, “courageous leaders take risks that go against the grain of their organizations. They make decisions with the potential for revolutionary change in their markets. Their boldness inspires their teams, energizes customers, and positions their companies as leaders in societal change.”
If we apply George’s and McCain’s definitions of courage we can surmise that ‘managerial courage’ is the willingness to make decisions which we believe to be in the best interest or our employees or company, regardless of the popularity or risks involved.

A deeper look into managerial courage and we find that it can be further described as a set of actions and beliefs a leader possesses which define who they are and how they go about leading and inspiring others.  These actions and beliefs include:

1. Courage to lead by your ‘True North’, your authentic self (compliments again of Bill George)
2. Courage to face the truth and to openly express it
3. Courage to act as a servant to your employees
4. Courage to rely on others, while stepping aside to allow those around you a chance to lead
5. Courage to listen and not always be heard
6. Courage to make the right decisions in risky or uncertain situations
7. Courage to give praise for a job well done while taking blame when the house of cards collapses
8. Courage to work outside our comfort zone
9. Courage to impose rigorous standards and hold people accountable

There’s no other word I can think of other than ‘courage’ to appropriately define good leadership.  Primarily because it is so easy to not do the things listed above, especially when times are tough, yet to do them consistently it takes great discipline and resolve.  It also means we will inevitably make decisions which don’t favor ourselves yet position our employees or company for better opportunities.

Here’s what managerial courage looks like in real life.

Scenario: A CEO of ABC company is pressing his VP of Sales to reach revenue targets by year end in order for the company to hit its financial goals.  The VP of Sales has one sales rep in particular who singlehandedly drives 30% of the company’s revenue, consistently coming in as the #1 producer in the company, year after year.  The company relies on this sales rep heavily to produce and as such the company has benefited handsomely.  Unfortunately this same sales rep also causes a lot of problems within the company.  He’s had several complaints against him by other employees, has a bad attitude, disregards company policy, has even been caught using his company expense account for personal purchases.  If that wasn’t enough our lovely sales rep has also caused two other employees within the company to quit.  Even though this sales rep is a cancer to his company, the company overlooks his problems because he’s a top performer.  They’ve swept the issues under the rug hoping things will miraculously improve by themselves.  Let’s face it, he makes the company a lot of money, how can they walk away from that.

Does this scenario sound similar to you?

Managerial courage in the above scenario would look like this.  The VP of Sales provides a variety of opportunities for the sales rep to improve while demonstrating the employee is acting in accordance with company standards and the VP’s expectations. In the event these opportunities to improve and or employment warnings are not adhered to the VP of Sales must make a tough and unpopular decision to fire the sales rep.  It’s a tough decision indeed because the VP of Sales knows she very well may lose her own job because she just went against the CEO and fired an employee that represents 30% of the company’s annual revenue intake.

In this scenario, our VP of Sales chose an unpopular decision because it’s what was truly best for the company and its employees, despite what her boss the CEO had advised.  The VP of Sales fired an employee who is a cancer to those around him.  Ultimately it doesn’t matter how good the sales rep is at their job, if they are causing issues and aren’t able to adjust accordingly after receiving feedback they don’t belong there in the first place.

This is managerial courage.  The willingness to make a decision to do what’s right even when the outcome may be unpopular or damaging.

It takes great tenacity, strength, fortitude, mental determination and care to be a leader and do so successfully.  Sure, anyone can be a leader, but those who do it successfully stand head and shoulders above their counterparts when they utilize managerial courage.  The characteristic of courage is the very essence of what leadership is all about.

Key Take Away:
Standing up for what’s right and having the willingness to make tough decisions is key to being a great leader, even if the outcome may be viewed as unpopular.

Action Item:
Read the book ‘True North’ by Bill George.  It’s an incredibly well written book that teaches people who to be themselves while acting and making decisions which are in accordance with your beliefs.

Like many things in life there is often more than one way to accomplish a task. This is especially true for those of us who fall in the creative space.  One persons’ approach in the creative development process (drawing, painting, product design, coding, graphical design, underwater basket weaving, etc.) could be quite different from the person sitting next to them yet it’s possible for both people to arrive at the same destination.

Or so we think.

I recently sat down with a good friend of mine, Tim Humphrey, who I’ve had the pleasure working with for several years teaming up to facilitate a variety of product design and drafting projects in the medical device arena.  During our discussion I shared with Tim a frustration I had, and still have, having to do with inconsistencies in people’s design approach. I see this often in product development where the approach one person takes to design a product may on the surface get them to the desired finish line but as a result of their approach it leads to a plethora of unnecessary challenges down the road.

As Tim laughed at me lightheartedly, we found ourselves diving deep into a discussion where in one conversation I found myself both highly intrigued while equally confused and somewhat baffled at the same time.  

Here’s the issue as I see it specific to designing in a product development scenario.

Issue: someone is tasked with designing either a product, sub-assembly or component of a new or existing product.  As such, their design approach gets the company to a conclusion where the design is technically complete allowing the person facilitating the work to check their proverbial work box and move on to the next assignment.  While the work may have technically been completed, it often is done in a fashion which causes all sort of problems down the road for the company, including other employees working on the same project within the same organization as well as their external suppliers. 

How is it someone can complete a design project satisfactory on the surface yet problems arise down the road with that very same design which had been previously approved?

Answer: the devil is in the details, or lack thereof, to be more specific.

Tim and I both agreed on the following.  The reason why companies and or their respective employees  experience this is because they aren’t following a formal and documented ‘gold standard’ for their design practices.  Simply put, they lack discipline with design fundamentals. They don’t have GOLD!  There is also something to be said about training. If your company lacks proper training to ensure the standards are being followed that too can produce similar unwanted results.
As a result of a lack of design standards and training employees are left to decide for themselves how to complete a task which may get them to the finish line but the approach, process and details along the way can have wild variances and interpretations.

While this may be common place and old news to many of you reading this article, the reality is the actual practice of designing a product with repeatable ‘gold standards’ is anything but common sense or consistent in the workplace.  When our approach to design is fast and loose we experience the following:

• Design intent isn’t captured
• Formatting and documentation inconsistencies or it’s wrong all together
• Future efforts to utilize the design for other applications can’t be leverage causing rework
• Models can’t be adjusted or revised easily because the initial designer didn’t put enough thought into their work to think ahead about future changes which may need to take place; the design is static rather than being parametrically driven
• Confidence in the model and the overall design is tarnish
• The company losses time and market opportunity which translates into lost revenue and market share attainment

 
When these issues show up it causes companies to reinvest dollars and resources into their work in order to move the project forward to get it to a point of where it can be properly advanced along the product development life cycle.  This reinvestment is unnecessary and a huge time suck.
For these reasons its vital companies implement a gold standard which their employees and suppliers follow to ensure the work each party is facilitating makes it to the finish line in the same format, intent and approach.  This unification of process increases the likelihood design work is done correctly while also ensuring future usage of said designs doesn’t require additional unnecessary iterations or complete redesigns.

Does your company need to implement a ‘gold standard’ for your design and product development practices?

Implementing a gold standard includes:

1. Documented processes with consistent templates and forms
2. A systematic way to capture tribal/ legacy knowledge
3. Development and maintenance of a centralized database for product data storage (tools like UpChain, Arena and Windchill)
4. Developing consistent design techniques via training (sketches constrained, DFM, simplified features which are in systematic order, building relations to create predictability, organizing feature tree, design intent)
5. Driving dimension (model dimensions) used in drawing (ease in updating documentation)
6. Implementing a system of checks and balances to ensure work is done properly and in accordance with company processes and policies
7. Consistent discussion, training and guidance focused on designing with the future in mind

 
Key Takeaway:
If you and or your company lacks a gold standard for your product design efforts you are inevitably wasting time and resources.  This also has a direct correlation to a suppliers’ ability to help with outsourced work causing the overall project to be more challenging and lengthy than necessary (prototyping, manufacturing, etc.)
 
Action Item:
Got GOLD?  Start right away implementing your gold standards starting with develop a best practice plan.  From there setup a review plan to provide feedback on all work performed. Once infrastructure of your new gold standard system is established you’ll want to asses the skills of your team and develop a training program which can be offered to both new and existing employees. 

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