Tag Archives | Integrity

The Announcements Fallacy

AnnounceHow well are new policies and procedures embraced in your organization? If you’re like most companies, it all depends on how well – and how quickly – those new expectations are embedded as practices.

It doesn’t matter what the change is – it could be a new software system or a new purpose statement; what matters is what happens after the change is announced. Yet most leaders operate under the faulty assumption that telling people what is expected ensures alignment to the change.

This fallacy is known as “managing by announcements,” a virus-like plague that I call “MbA.” When infected with the MbA virus, leaders do a good job of defining purpose or policies or procedures. They then publish and announce the details – and expect that all employees will immediately embrace the new expectations.

Leaders believe, “We’ve told them what to do. Now they’ll do it.”

Defining and announcing the new expectations is the easy part! To ensure that desired changes take hold, leaders must spend time and energy to ensure people modify their behavior, adapt their approaches, and demonstrate the new requirements.

To build credibility for the desired changes, leaders must LIVE the new requirements – right out of the gate. They must model the changes, coach the changes, praise progress as others embrace the changes, redirect players who are not embracing the changes, etc. It’s called “holding everyone accountable.”

Yet we see indications of the MbA plague all the time.

Here’s a recent example. A multi-billion dollar company has their business principles and standards crisply defined and widely available. Their standards include:

  • Our clients’ interests always come first.
  • Integrity and honesty are at the heart of our business.
  • We take great pride in the professional quality of our work.
  • To breach a confidence or use confidential information improperly or carelessly would be unthinkable.

Their list of standards is extensive. Reading the full list, I believe you’ll be satisfied that this company has clearly defined what a good job looks like in their organization.

This problem? There was little accountability for these standards and practices. This came clear when in July 2010 the US Securities and Exchange Commission announced that this company, Goldman Sachs, agreed to pay a record $550 million fine to settle charges that the company misled investors in a subprime mortgage product just as the US housing market began to collapse.

Soon after, the company put a new business standards committee into place to emphasize collective accountability for demonstrating the company’s business principles and standards. At this point, the jury is still out.

How can leaders immunize themselves against the plague of MbA? Follow the prescription noted above – live the new requirements in every interaction. Model the new rules, coach the new rules, and hold people accountable for the new rules.

How healthy is your team or company’s culture? Don’t guess – get the data with my online Culture Effectiveness Assessment.

Photo © stillkost – Dollar Photo Club. All rights reserved.

Subscribe!Podcast – Listen to this post now with the player below. Subscribe via RSS or iTunes.

The music heard on these podcasts is from one of my songs, “Heartfelt,” copyright © 2005 Chris Edmonds Music (ASCAP). I play all instruments on these recordings.


Disclosure of Material Connection: Some of the links in the post above are “affiliate links.” This means if you click on the link and purchase the item, I will receive an affiliate commission. Regardless, I only recommend products or services I use personally and believe will add value to my readers. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

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Your Brand On Purpose

personal brand in wood typeThis week I jumped at the chance to interview Dan Schawbel, author of the New York Times Bestseller, Promote Yourself: The New Rules For Career Success. Dan is an expert on personal branding – and I think every one of us needs to be intentional about our personal brand.

Why is personal branding so important today?

Everyone is trying to stand out online and offline and the best way to do that is by establishing your personal brand. Your brand identifies you and positions you for specific opportunities that align to your strengths and interests. In the workplace, 65% of managers are looking to hire and promote subject matter experts. Online, if you aren’t positioned as a niche expert, then you won’t appear high in search engines and will be passed over. With so many people having online profiles and websites now, the impact of branding becomes much more important.

How have workplace rules changed – and how can people take advantage of the new rules?

First, your personal life is now public. Anything you publish about yourself, or that other people publish online about you, is visible to your co-workers and can be used against you. Second, you need to effectively work with people of different generations, including Gen X and Baby Boomers and Gen Z, sometimes all at once. Third, the one with the most connections wins because social currency is more important than anything else. The stronger your network at work, the more successful you will be.

Millennials as a generation have a less-than-stellar reputation as being “entitled” or “not team players.” What are the facts about this generation and their contributions to work & society?

In the study I did for the book with American Express, we found that millennials have a positive view of their managers, while their managers have a negative view of them. Their managers view them as entitled, lazy, and not focused. Millennials, compared to older generations, want companies to give back to society, not just make money. They embrace equality, diversity and team collaboration. While some millennials might be stereotypical, others are already starting businesses or working extremely hard to improve their work culture and performance.

Is personal branding primarily for millennials or might other generations benefit from promoting themselves?

Personal branding is for everyone, whether you’re a student or a CEO or a musician. The main premise behind personal branding is to become the best at what you do for a specific audience. In order to do that, we have to think like entrepreneurs. We have to figure out what makes our “product” different in the market and then capitalize on that. Branding yourself helps you stand out in the job market or build your business.

What is a first, easy step that someone can take to promote themselves in their workplace today?

The first step to promoting yourself in the workplace is mastering your current role. If you aren’t an expert at what you were hired to do and have proved your worth, then you are unable to expand your role at work. Once you become an expert in your role, people will take notice and your value will increase. In addition, people will be more likely to trust you with additional work and if you have a great idea, you might be able to test it out. By becoming the expert, you are trusted and are able to further build a brand at work.

What do you think? Add your thoughts and insights in the comments section below.

Add your experiences to two fast & free research projects I have underway: the Great Boss Assessment and the Performance-Values Assessment. Results and analysis are available on my research page.

My new book, The Culture Engine, guides leaders to create workplace inspiration with an organizational constitution. Get your free sample chapter here.

Photo © Marek/Dollar Photo Club. All rights reserved.

Subscribe!Podcast – Listen to this post now with the player below. Subscribe via RSS or iTunes.

The music heard on these podcasts is from one of my songs, “Heartfelt,” copyright © Chris Edmonds Music (ASCAP). I play all instruments on these recordings.


Disclosure of Material Connection: Some of the links in the post above are “affiliate links.” This means if you click on the link and purchase the item, I will receive an affiliate commission. Regardless, I only recommend products or services I use personally and believe will add value to my readers. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

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5 Tips from Lee Sklar

10308554_10152120369101430_3067860134782587280_nI’m a working musician on the side. I’m blessed to be a part of a talented, values aligned band that loves making music that makes people dance and smile!

I see (and have written about) a lot of parallels between music teams and business teams. A recent MusicRadar interview by one of the finest musicians on the planet, Leland Sklar, really rang true for me.

Lee has played bass on over 2500 albums for artists as varied as BB King, Phil Collins, James Taylor, Hall & Oates, and Lyle Lovett. He’s a sought-after studio and tour musician. And, he’s a genuinely nice guy. His world view is interesting & entertaining, and he engages willingly with fans on social media.

What’s Lee’s approach? What does he do – to get hired again and again – that countless other musicians don’t do? Lee says, “It’s not about bringing your chops (skills) to the date – it’s what kind of energy and professionalism you bring with you and how you improve the creative process.”

By tweaking Lee’s language a little for business application (with his permission – thank you, Lee), let’s apply his insights to the question, “How do you make yourself a valuable, sought-after business team member?”

Learn As Much As You Can
“It behooves you to bring as much facility and versatility” to your work opportunities as you can. Refine your skills constantly. Toss rusty, less valuable skills while building needed skills nimbly. Be proactive – don’t wait to be asked.

Learn The Language & The Tools
In the music world, musicians that can sight-read sheet music have a huge advantage over musicians that can’t. Every business has frameworks, systems, and approaches that it prefers. Be adept at your company’s language and tools. Study. Speak up with suggestions. Inquire why. Be skilled at your company’s foundational methodologies.

Personality Counts
“Be somebody that people get along with.” Be nice. Be a positive person in every interaction. Be engaged – if the team is reviewing progress and performance, don’t text or email; be present & offer insights. Be enthusiastic! Be the person that moves things forward, nicely. “Be the person you’d hire if it was your business.”

Stay Healthy
You can’t effectively serve anyone else if you’re not 100% healthy – spiritually, mentally, and physically. Take good care of yourself so you can contribute genuinely, happily, and consistently. Drugs and alcohol incapacitate you. “If you go on stage and you’re messed up, you’re disrespecting your fellow musicians and audience members.” Eat right. Sleep right. Exercise. Repeat daily!

See the World
“Anything you can do that makes you a better person will be reflected” in the work you do. Don’t sequester yourself! Take advantage of opportunities to see different companies. Go to customer sites to learn how they use your company’s products and services. Talk with people. What you learn, see, and hear can help you see the world from their eyes . . . and adapt to serve better.

What is your experience? What tips would you add to this list? Please share your insights, comments, and questions in the comments section below.

Add your experiences to two fast & free research projects I have underway: the Great Boss Assessment and the Performance-Values Assessment. Results and analysis are available on my research page.

My new book from Wiley, The Culture Engine, guides leaders to create workplace inspiration with an organizational constitution. Get your free sample chapter here.

Photo © Courtesy of Leland Sklar. All rights reserved.

Subscribe!Podcast – Listen to this post now with the player below. Subscribe via RSS or iTunes.

The music heard on these podcasts is from one of my songs, “Heartfelt,” copyright © Chris Edmonds Music (ASCAP). I play all instruments on these recordings.


Disclosure of Material Connection: Some of the links in the post above are “affiliate links.” This means if you click on the link and purchase the item, I will receive an affiliate commission. Regardless, I only recommend products or services I use personally and believe will add value to my readers. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

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Tied for First

Business Finish LineQuick – note down your top four personal values, the desired principles that guide your day-to-day plans, decisions, and actions.

If you’ve formalized your personal values, this exercise took mere seconds. If you’ve not formalized them, it probably took a bit longer.

You can’t consistently act on your values unless you understand them. Formalizing them is a really good thing. You’ve just done the first step, which is identifying desired values. Then, add your definition for each value. Finally, include three or four behaviors for each value, behaviors that ensure you’re effectively living that value day to day.

Here are my life values:

  • Integrity – Definition: Do what I say I will do. Behaviors: Formalize my commitments with clear agreements. Keep my commitments. Live my values and behaviors.
  • Learning – Definition: Actively seek out information that builds new knowledge and skills. Behaviors: Scan the environment for current research and discoveries that enlighten me. Refine my skills often; toss antiquated approaches for improved approaches. Proactively share my learning so others benefit.
  • Joy – Definition: Celebrate the pleasure derived from doing things I’m good at and which serve others well. Behaviors: Be happy; if I’m not happy, change it up so happiness is present. Surround myself with happy people who see the good in others. Engage in the grace I feel when serving others well.
  • Perfection – Definition: Deliver excellence. Behaviors: Deliver what I promise, on time and under budget. Exceed standards or expectations where possible. Consistently WOW my partners and customers.

Have you prioritized your values so you know which ones are more important than the others? Or, are all of your personal values “tied for first?”

There is a school of thought that says prioritizing values is the best way to act on them, especially under pressure. For example, if you had “safety” as your top value and “service” as your number two value, safety would take precedence over service. A safety issue would demand action even if it meant service would be negatively impacted that day (or hour).

Another school of thought says that all of your values are of equal, top priority. If you’ve outlined your values, why would you make one more important than another?

I believe the best approach lies somewhere in between. Start with the belief that your values are all tied for first, and understand that your values are in “dynamic tension.” Reality, time constraints, emergencies, etc. will require you to act on only one or two values at a time! Acting on certain values while setting other values aside, even for a moment, will require you to circle back and apply any valued behaviors that were “passed over” in that instance.

So, if you acted on your “safety” value and inhibited “service” for a time, you would follow up with the player (or players) that you missed the service value on to explain what happened and make amends as soon as possible.

How do you manage competing values? What suggestions would you add to address values in “dynamic tension”? Please share your insights, comments, and questions in the comments section below.

Add your experiences to two fast & free research projects I have underway: the Great Boss Assessment and the Performance-Values Assessment. Results and analysis are available on my research page.

My new book from Wiley, The Culture Engine, guides leaders to create workplace inspiration with an organizational constitution. Get your free sample chapter here.

Photo © istockphoto.com/petesaloutos. All rights reserved.

Subscribe!Podcast – Listen to this post now with the player below. Subscribe via RSS or iTunes.

The music heard on these podcasts is from one of my songs, “Heartfelt,” copyright © Chris Edmonds Music (ASCAP). I play all instruments on these recordings.


Disclosure of Material Connection: Some of the links in the post above are “affiliate links.” This means if you click on the link and purchase the item, I will receive an affiliate commission. Regardless, I only recommend products or services I use personally and believe will add value to my readers. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

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Choose Your Play

Good dogAre you doing what you’re great at? And what you love to do? And you’re paid a living wage to do it?

And – a hugely important consideration – you’re serving others well while you’re doing it?

I believe that’s the ultimate sweet spot for each of us. Yet sometimes we settle for less than all four of those important elements.

When we settle, we may put a cap on our own joy – and on our ability to contribute to our company, family, and community.

If we find a career doing something we’re good at and are paid fairly for, but aren’t doing what we love and aren’t serving others well, we’re not going to be happy in the long run. Nor are we likely able to be our best every moment.

If we finds outlets – volunteering in your community or YMCA, for example – that let us engage in activities we’re good at, love to do, and serve others well but get little compensation for, that’s a good thing! Activities like these may be a small portion of our week or month (several hours, maybe), but they feed our soul. We’re grateful for these inspiring hours.

What, though, if these inspiring, engaging activities don’t offset the many more hours you spend in an unfulfilling career? What then?

We can choose a different play, a different stage, and a different role – one that does fulfill us daily.

The path won’t be easy. But it may be worth the time, energy, and risks to find that inspiring sweet spot.

Two acquaintances shared with me recently the stories of their spouses who embarked on very similar mid-life transitions.

One was an architect. She’d earned an architecture degree, gained her license, and joined the AIA. She found a well-paying job. She was successful. But she didn’t love it; she didn’t feel she was serving others as well as she could.

After fifteen years in the field, she quit. She went back to school to study to be a registered nurse. She earned her nursing degree and has found a great job. She loves what she’s doing. She feels she’s serving people beautifully. She’s found her sweet spot.

Another friend’s spouse was a successful sales person and sales team leader. She was well-paid and successful over a twenty-year career. And, she didn’t love her work. She couldn’t tolerate going through the motions so she applied at veterinary school. She was accepted and quit her sales job. She headed off to school this month.

She’s so excited she can hardly stand it. She can’t wait to finish her doctoral program and serve animals (and their owners) in a veterinary hospital.

You may not be in a position to quit your job and go back to school for your “perfect,” inspiring job. But you may have a good idea of activities that could be a source of inspiration for you.

If your job isn’t in your sweet spot, engage in activities that nourish your soul and serve others well. Pay it forward – those you serve will be inspired by your actions.

What job or activities fall into your unique sweet spot? In what ways do you nourish your soul and serve others? Please share your insights, comments, and questions in the comments section below.

Add your experiences to two fast & free research projects I have underway: the Great Boss Assessment and the Performance-Values Assessment. Results and analysis are available on my research page.

My new book from Wiley, The Culture Engine, guides leaders to create workplace inspiration with an organizational constitution. Get your free sample chapter here.

Photo © istockphoto.com/andresrimaging. All rights reserved.

Subscribe!Podcast – Listen to this post now with the player below. Subscribe via RSS or iTunes.

The music heard on these podcasts is from one of my songs, “Heartfelt,” copyright © Chris Edmonds Music (ASCAP). I play all instruments on these recordings.


Disclosure of Material Connection: Some of the links in the post above are “affiliate links.” This means if you click on the link and purchase the item, I will receive an affiliate commission. Regardless, I only recommend products or services I use personally and believe will add value to my readers. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

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