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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.

The number one reason people opt out of entrepreneurship, which includes starting a business, being a solopreneur or even independent consultant, is fear.  The wild west of entrepreneurship can come with a lot of unknowns as ambiguity and uncertainly is often synonymous with starting a business.  It can be especially distressing for first time would-be-entrepreneurs to make the leap into small business as a result.  The transitionary period from corporate life to entrepreneur, even the thought of this transitionary period, is marked with great concern and fear which keeps people from making the jump.  For some it may be security at the current job, others it may be a lack of know-how in starting a business or simply a lack of self confidence in ones’ ability to make it on their own.  Regardless of the reason, fear is a factor all potential and current entrepreneurs must overcome.

I’ve found the best way to overcome fear is to confront it head on.  Fear grips us all, regardless of occupation, experience, background or capabilities.  The difference between the people who let fear own them versus those who use it as a tool to achieve comes down to two things: acknowledgement and action.  Rather than worry, it’s important we address our fears and understand them.  When we take the time to acknowledge our feelings and emotions it allows us to better process why we’re feeling this way, at which point we can begin to build a strategy for using those fears as a motivating force towards success.  Taking action against our fears comes in the form of slowing down, identifying your feelings, understanding the situation and then planning accordingly.  If time is on your side rest easy knowing that you can plan to be an entrepreneur first before you ever jump in the ring.  Create an attack plan, identify potential challenges and solutions on how to deal with them.  While you won’t be able to plan for everything taking a proactive approach to dealing with fear and using it as a tool perhaps may be enough for you to finally make the leap into the world of entrepreneurship.

​Key Take Away: Address your entrepreneurial fears head on, understand them and own it!

Action Item: Use your newly addressed fears as a guiding force to plan your entrepreneurial transition into being your own business owner. Build alliances, or peer groups, with other business owners to help with the transition while learning from their experiences along the way.
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Interested in learning more about entrepreneurship and hearing stories from people who have made the leap into business ownership?  Check out this event in Irvine, CA on 10/24/18: https://www.devicealliance.org/event/entrepreneur-event/

Have you found yourself saying ‘Yes’ to something at work and as you said it you wished you had said ‘No’? 

This sound familiar:

Coworker: “Hey Jezebel, we’re starting a new project team to [insert mindless crap you don’t want to do] and we need an extra person.  I know you’re swamped, it’s last minute and a bit outside your work but we could really use the help.”

Jezebel: [yes, this is you] “Oh I don’t know, I’m really busy with a lot of other projects.  I’m in over my head already.”

Coworker: “C’mon, we really could use your help.  We don’t have any other options and we can’t do it without you.  Plus, you’re good at running projects.  I’ll buy you lunch too!”

Jezebel: [still you] “Ughhh, okay fine.  Just let me know when we’ll start.”

Coworker: “Right now.”

Let’s be honest here – this has happened to all of us at one point or another, and I’ve been Jezebel on more occasions than I’d care to admit.  So why do we have such a hard time saying no at work?

Here’s are the nine most common reasons why we say yes at work when no is what we’re screaming from the mountain tops, silently in our heads of course:

• We’re seeking approval
• Wanting to belong
• Cooperation/ Being a team player
• Avoiding exclusion (FOMO)
• Control
• Self-Esteem, popularity, reputation
• Fear
• Guilt
• Subjugation [all you people pleasers this is your calling card]

Saying yes when you really want to say no is indeed a problem.  According to the Harvard Business Review many of us say yes to avoid conflict at the office.  When we experience this it leaves us deflated, frustrated and stressed.  It can also lead to resentment between coworkers and an unhealthy work environment.  Sounds fantastic!

So how do we go about saying no while doing so professionally and politely?

Dr. Travis Bradley, author of the best-selling book ‘Emotional Intelligence 2.0’ and contributor for Forbes Magazine, summarizes the art of saying no beautifully in 5 steps:

1. Find Your Yes [know what’s important to you]
2. Sleep on It
3. Sandwich the No Between Two Yeses
4. Say No & Mean It [don’t beat around the bush]
5. Be Prepared to Repeat Yourself [don’t let push back push your no to a yes]

When we say no our “ability to communicate ‘no’ really reflects you’re in the drivers seat of your own life.  It gives you a sense of empowerment.” – Vanessa Patrick, Prof at University of Houston

In theory this sounds fantastic.  It’s a new sense of self.  We’re walking tall and not going to take crap from no one.  We’re almost begging for an opportunity to show off our new ‘No’ skills.  Before you go off dodging and ducking everything that comes your way at the office make sure you keep in mind two things before you consider a ‘No’:

1. Is this request important to my boss or the company?
2. Will I gain experience that is helpful to my career by doing this?

If the answer to either of these questions is yes be sure to purposefully slow your decision making down and get introspective.   

​Making decisions about your career, involvement in work at the office, supporting your boss or other management and professional opportunities up for considered is no easy task.  It’s rarely a black and white decision as moments like this love to play in the gray area.  When you’re confronted with a tough decision and you feel like you want to say no quickly think about the two questions above, assess the situation then move forward with your answer.  If ‘No’ is still the right choice be sure to follow Dr. Bradberry’s advice to ensure your no lands as best as possible with your audience.

​My father once shared some sage advice with me: “never burn a bridge”.

​I’ve been consistently amazed at how small a world it can be as I often times run into former colleagues, clients and friends who I shared a past relationship with to varying degrees from a past life.  When I bump into these past connections its uncanny how often I find out the person I knew prior now has a direct ability to impact my current life, professional and personal.  This is the prime reason I firmly believe one should never burn a ‘relationship’ bridge.

What about when we have to quit our job?  

January and February represent the highest attrition months of the year, meaning the largest percentage of resignations and terminations occur within these two months.  Why does this happen?  Companies and employees alike are looking at the New Year and wanting to start fresh which typically means getting rid of employees that aren’t cutting the muster or employees themselves who leave jobs that have lost their luster.

When we’re the one to make the decision to quit our job it can be fun to think about the moment you deliver the news, after which you imagine yourself singing and dancing through the office like you’ve just won the lottery while your colleagues look at you like you’ve lost your damn mind.  We experience our very own Jerry Maguire moment and we’re all too thrilled to ask everyone around us “who’s coming with me”.

In these moments are we thinking about how our actions will impact our future?

Some of us do, however there is a rising majority of people that seem to forget that the way we handle our resignation may or may not pay dividends in the future.  If you plan to quit your job in the near term use these steps to deliver the news to your employer while leaving gracefully.

Step 1: Quit before things get bad
Often times we wait too long to quit a job that we know isn’t right for us.  If you wait too long you risk your reputation suffering as often times our productivity begins to lessen as we aren’t as passionate about the job as we once were.

Step 2: Don’t tell anyone
It’s a big mistake telling colleagues you’re quitting before you’ve actually delivered the goods.  The last thing you need is your boss to find out you’re quitting before you’ve actually confronted them with the news.

Step 3: Be professional but save the novella
It’s a good idea to inform your employer about why you’re leaving and perhaps even some small detail on where you’ll be going.  Anything after that and you’re just wasting time and energy.  This is not the time to spill the beans on all of the crap you hated about your job, the company or your boss, creating a drama tornado in the process.  If you work for any sizable company HR will typically ask for this information however it does nothing to serve you for the future, it only serves their interests and that isn’t your problem anymore.  The time to give feedback was when you were fully employed, not when you’re exiting.

Step 4: Make it official
Your resignation should be given to your direct boss and no one else.  Be sure to provide him or her with a formal, typed out resignation.  Google ‘resignation templates’ and you’ll have all the options to your hearts’ content.

Step 5: Respect & professionalism at all times
What’s most important to remember while you’re going through the resignation process is your professionalism will be noted by almost everyone involved.  If you plan to continue working in the same industry or similar industry you’re current job is in more than likely you’ll run across your company’s employees in the future.  For this reason and many others it’s important to be respectful to whoever is involved, which also means providing at least a two week notice to your employer. Also, you should never gossiping or talk ill about your boss or company after you’ve left.  All that does is make you look bad in the process, which includes going online to rant about how thrilled you are to not work there any longer.

Step 6:  Keep it classy
I once had an employee of mine who had quit send me a letter several weeks after the fact thanking me for the time she spent on my team while also sharing what she learned.  I was really impressed by this because it signaled that while the job wasn’t for her any longer she did appreciate the opportunity while she was here.

​In the end, we all will be judged by our actions so it’s best to remember these sage words…

“Never burn a bridge!” 

As generations continue to evolve in our country so do the thoughts and feelings of people in present day. 

One thing that has been consistent through the years is the questioning of authority across all sectors: government, public and private.  Those who are in a position of authority certainly have a tough job ahead of them as they are constantly under fire by the very people they claim to serve, whether its justified or not.

Which leads me to an important question: Does questioning authority help or hurt us?

Let’s examine some current situations in our country:

Wells Fargo Scandal
Wells certainly isn’t the first bank to ever have dealt with a large scandal.  Most of us recall the recent recession where banks by the hundreds got rich off of consumers thanks to unscrupulous business practices.  Nothing new here.  What is new with the Wells Fargo scandal is that it went on for a period of five years with almost zero questioning by internal management.  Customers were certainly questioning Wells aggressive sales tactics however I’ve not been able to find one single instance of an internal person in management which stood up and said, “this isn’t right”.  Two comments are appropriate here: 1) it’s highly possible this did happen it just hasn’t been publicly released; 2) when you’re an internal employee it can be incredibly scary to blow the whistle on your own employer, especially when your employer is the largest banking institution in the world.  In this case, the lack of questioning authority proved to be harmful as thousands of customers were negatively impacted, jobs lost and countless tax payer dollars will be spent and wasted dragging this banking giant through the legal system.

CDC & DTaP Vaccine
In June of 2016 the CDC (Center for Disease Control) announced in a 13 page report that one of the nationally required vaccines, DTaP - which all children are required to take to enter school, has now been linked to cause autism.  In 2016 it is expected that 1 in 68 children will develop autism in comparison to 1 in 150 in the year 2000.  Autism is a major issue within our country with its occurrence rate doubling over the last 15 years.  While this information is still very new to the general public it was eventually brought to the surface thanks to hundreds, if not thousands, of parents who stood up and demanded transparency from our government.  In this case, questioning authority has proven to be helpful as the general public will now have more transparent information in which to make decisions by.

Societal Altercations with Law Enforcement
It’s a tough time in our country to be in law enforcement.  It’s equally tough for many of our fellow Americans who feel their rights have been stricken from them as a result of discrimination.  Regardless of which side of the fence you’re on its one of the most sensitive topics in our country today.  As shootings during police altercations continue it’s increasingly difficult to discern what is justified versus what is crossing the line, infringing on the rights of the common person.  When we question authority in these moments it is vital that we do so with a quest for transparency and truth. This is why I believe Martin Luther King Jr. was so successful as he believed violence was not the answer toward successful activism and change.  As a result he was able to lead our country through some of the largest equality reforms in our nations history.  In this instance questioning authority is appropriate however the way we go about it can either support or diminish our cause which is why it’s important to think before we act. 

Kaepernick Takes A Knee
Colin Kaepernick, NFL Pro Quarterback for the San Francisco 49ers, started a movement which makes a statement about the inequalities within our country, addressing the law enforcement altercations mentioned above.  While he certainly has the right to a peaceful protest are his actions impacting change or causing further issues?  Furthermore is the forum in which he’s doing it, employed by private organization (which the NFL is), appropriate?  While I may not agree with all the things that go on in our country I still respect the flag and our national anthem as they symbolize the freedoms which were brought about by men and women who gave their lives so we could enjoy a life of choice in this country.  There are plenty of other countries in this world who have much harsher living conditions, sometimes I think we forget how good we have it here even with our current day challenges.  Are there equality reforms which need to be made, certainly, but we can’t lose sight of what’s important just to make a point.   In this situation I believe Kaepernick’s questioning of authority and the way he is going about it is actually counterproductive to what his original cause is.

I’m a believer that questioning authority or the status quo for that matter is always a necessity however perhaps the real question isn’t ‘Does questioning authority help or hurt us?’  Perhaps the better question is ‘What is the best way to go about questioning authority to drive actual change?’ 

​Please feel free to share your thoughts and remember to be respectful of other people’s views – it’s what ultimately makes this country great.