Got a quick minute to chat? I’ve been wanting to share something with you as you lead in the midst of the election cycle in the USA or when your political election takes place in your country. When the dust settles on the election and the new country leader is declared, one thing will still be as true as it is right now. You’ll still be the one leading your firm the day after the election. Your team members will still come to work the day after the winner is declared. They’ll still be looking to you for leadership, for a paycheck, for a sense of community at their workplace.
What do they want most that only you can deliver? It’s meaning. That meaning they’re looking for begins with you and your leadership. To be sure, what Washington DC does actually can impact your business significantly, however, the president of the United States or the leader of any country does not lead your firm. You do. It’s an enterprise entrusted to you to lead as a steward. It’s a place where people look to you for answers, where people want to be part of a team that cares about them and where people want to be valued, appreciated, and loved. The next president of the country will not show up this week at your office to encourage your team, fix a broken piece of equipment, hire the next team member, sell a big account, or cast a bold vision about how your team will reach your goals and impact the culture.
As we find ourselves mid-October and a blink away from a new calendar year, it is an opportunity to prepare for how we view transitions. Transitions allow for reflection and renewal, for letting go and beginning anew, and for learning from the past and creating the future. Instead of laying out trends for the next year, I would like to comment on a fundamental enabler of any transition: hope. Leaders who want to improve, CEO’s who work toward excellence, HR professionals who aspire to deliver more value, and employees who seek well-being all achieve their transitions by realizing hope.
Hope integrates many of the positive traits that shape transitions for others and matter to me personally: learning, patience, service, faith, humility, optimism, gratitude, and so forth. I send hundreds of formal and informal e-mails every month to invite people to programs, to thank people for attending programs, to check in on those I mentor, and to stay connected to those I care about. I begin almost every one of these notes with “Hope you are well.” Hope is one of my personal desires, tag lines, and biases and an enabler of any transition.
If I could implant one trait in my family, friends, and colleagues who are undergoing continual transition, it would be hope.
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In today’s competitive landscape, businesses relentlessly pursue results, but not all results are created equal. While financial profit is often the primary goal, focusing solely on maximizing shareholder value can lead to negative consequences like labor abuses, environmental damage, and unethical practices. Instead, businesses should aim for something greater: fostering Economic, Social, and Spiritual Capital, creating a flourishing environment for all stakeholders.
To achieve this, leaders need three key components: a long-term coach to guide them through challenges, a trusted group of peers for support and accountability, and a principle-driven operating system to ensure that values are integrated into the business. By embracing these elements, businesses can pursue not just financial success, but true, holistic flourishing.
Ready to learn more about stewarding a High Impact Business?
The haunting feeling of isolation is among the top reasons a business leader will seek out Convene Peer Advisory Groups. It’s really kind of strange how we need connection and community and so seldom find it.
There are several syndromes that hamper the leader in this quest for connection.
There are numerous examples in the Bible about pride and its consequences in the lives of leaders and followers. And, having worked over the years with hundreds of leaders, and having interviewed over 5,000 of them, I have seen so many leaders like those in the Bible. I have witnessed their disgrace, as written in Proverbs 11: 2 (ESV); “When pride comes, then comes disgrace, but with the humble wisdom.” In Mere Christianity, C.S. Lewis wrote, “Pride leads to every other vice; it is the complete anti-God state of mind.” And pride prevents you from serving God.
The issues associated with leadership isolation have been written on many, many times. Of all the issues the one that seems the least mentioned is CEO Disease. This is however a chronic condition that requires continuous treatment.
But, what is CEO Disease? This is the condition that all leaders suffer from. The condition happens when the people that report to the leader deliver information that they think the leader wants to hear. If left untreated the leader will fail!
A common saying in the business world is: “it is lonely at the top.” Stop and think about it. Who helps you see the blind spots? Who gives you honest feedback? Who is willing to disagree with you? Who will ask you the right questions to help you process a decision or a problem? I have been where you are. I know how lonely it can be.
