They say in business that “it’s easier to get forgiveness than permission,” a phrase that encourages one to take action first, and worry about consequences second. Presumably, the action taken is the right thing to do, and the process of requesting permission is a bureaucratic exercise which slows the whole process down.
In an ideal world, the two should not be mutually exclusive. Everyone in your organization should be required to take immediate action when necessary, to do what’s right for their internal or external customer, without lengthy deliberation.
On the other hand, organizations need structure and process, and having a bunch of “loose cannons” around, acting without considering their impact on others, can be counterproductive at the very least, disastrous at worst.
The key, as with most things, is to maintain balance. Creating a culture of mutual respect, where stakeholders have a degree of autonomy, combined with accountability, is essential to the most successful enterprises – whether they are businesses, non-profits, volunteer organizations, or governments.
My guess is that when most of us made it to positions of leadership, we made a solemn vow not to be like our old bosses. Similarly, I’d guess we probably also swore we’d never be anything like our parents.
How’s that working out so far?
Like it or not, we tend to repeat behavior we’ve experienced in the past. The key is being aware enough to keep the positive traits and minimize the negative ones.
Leadership affects different people in different ways. Some of us become “Bully Boss” – we take revenge on the past by doing what was done to us; overworking staffers, changing direction without warning, or treating customers as if we’re the only game in town. Some of us become “Doormat Boss”, being super-lenient with staff and customers, keeping unproductive employees or allowing customers limitless revisions on projects. Some of us alternate between the two extremes.
Then there are the bosses we loved, the ones who were fair and fun to work with. The ones that made tough decisions when called for, for the good of the organization, even when it meant some short-term pain. The ones who were as firm with higher-ups and clients as they were with staffers. The ones who tried to do what was right, to make a situation a win-win for everyone involved.
My guess is that the Good Boss wasn’t always that way; he or she may have started out being like one of the other two. But somewhere along the way, they learned that either path was no good for them or the people around them.
For most of human history up until about the 1960s, the CEO was King. He told his employees what to do, and they did it. He told his customers what to buy and when, and they did it. Disobedience meant swift punishment. Employees and customers were powerless.
Again, I ask – how’s that working for you these days?
The most profitable and productive firms today are the ones who treat their internal customers (i.e., staff) and external customers with respect. By the same token, there is a culture of mutual accountability which doesn’t just happen by accident. It is applied fairly, regardless of friendships and family relationships.
Now doesn’t that sound like the kind of organization you want to be a part of, one in which everyone feels valuable?
This is not a passing management fad – this is the way business will be done from now on. What are you doing to shape your environment for yourself and your people?
Cinco de Mayo (Spanish for “fifth of May”) is a celebration held May 5. While many Americans confuse it with Mexico’s Independence Day (which is actually September 6), it is actually a commemoration of the Mexican Army’s unlikely victory over the French at the Battle of Puebla on May 5, 1862. In the U.S., it has become a day to observe Mexican heritage – including the consumption of margaritas and other Mexican-themed beverages and food.
I can’t think of Cinco de Mayo without thinking of one of my favorite clients – the old Cork ‘N Bottle on Georgia Avenue in DC. Karl Kennedy purchased the store in 2006, with the idea of turning a neighborhood liquor store into a destination for fine wine, specialty beverages and cigars. It became much more than that.
In rebranding the store, we tried several different logo designs, but ultimately based the look on the original neon sign over the front door. We carried that through all the printed marketing materials, loyalty cards, web site and monthly newsletters. We also did product photography and setup for the online web store through which customers could order wine for delivery.
For over five years, Cork ‘N Bottle was not just a store, but a vital part of the upper Georgia Avenue community. It was a gathering place for local politicians, celebrities and other characters, home of wine tastings for local connoisseurs, employer of local residents, and patron of local organizations and community groups. After growing into a thriving enterprise, the store was sold in the fall of 2011.
Here’s to a good run…salud!
Look familiar? How many times have you seen a drawing like this tacked to a bulletin board, or taped to the wall of an office. You may even have one that looks like it.
It’s a reminder of the impact that mothers have on their children, not just at home, but in the career choices they make and the way they learn to conduct themselves professionally.
As we celebrate the mothers in our lives this weekend, let’s not forget about our “work mothers” – the managers, co-workers, contractors, admins, receptionists, even cleaning ladies and cafeteria workers – who look out for us, provide guidance and constructive criticism, and encourage us in our careers and businesses, providing the same critical nurturing in the office that we need in our personal lives.
And to the Mommy CEO’s, making it happen in business and at home, “Thank You” does not even begin to express your value to us! Even when the day is long and you feel unappreciated, remember – somebody is paying attention! 🙂
This is probably one of the most difficult questions to ask, and equally difficult to answer.
Difficult to ask, because it invites feedback that may be painful, perhaps in unexpected ways. Difficult to answer, because it requires a degree of honesty that many find uncomfortable, particularly when we don’t know how the person seeking advice is going to receive it.
Sometimes the most constructive comments are those which are most critical. The truth is not always pretty or convenient, but ignoring it does not make it go away. Isn’t it better to be armed with knowledge that will help you avoid pitfalls? Isn’t it better to warn a friend of danger than to let them stumble and fall?
Of course, as with all things, there must be balance. Hearing nothing but criticism feeds negativity and creates self-doubt. Too often, we praise privately and criticize publicly, when it should be the opposite. Everyone needs some specific, positive reinforcement to keep them on the right path and help them be their best. It lets them know that people who care are paying attention.
Either way, keeping praise or criticism to yourself, or whispering it to a third party, helps no one. Share it with the person for whom it will do the most good – the one who can take action and improve from it!
Speaking of feedback, a friend recently asked me, “What is the purpose of these newsletters? You talk about things that have nothing to do with design, marketing or advertising?” According to Melinda E. Emerson, author of Become Your Own Boss In 12 Months, “more than 50% of business problems are well-disguised personal problems.” My experience working with businesses, non-profits and government agencies of all sizes has taught me that leadership starts at the top…and so do issues. Addressing these issues before you start spreading your message is essential to future success – once the freight train starts, it’s hard to change direction, and almost impossible to stop.
Is there an area where you’re not getting the results you expect? Be brave enough to ask someone whose opinion you trust – “What am I doing wrong?” And if you need an honest evaluation of your marketing materials or web site, call us…we’ll be sure to ‘keep it real’ with you!
My grandfather was a plaster mason. He left rural North Carolina in the early 1920’s in search of opportunity and learned a trade. By 1927, he had built his own apartment building in Newark, NJ. He and his family lived in one unit, and he rented out the others. Through his hard work, he was able to send his four children on to higher education. He was truly a man ahead of his time. Unfortunately, when he died, his business died with him.
Making that next-generation transition is not easy. According to Inc. Magazine, fewer than 30 percent of family businesses survive to the second generation, and just 10 percent hold on through the third. One way to greatly increase the odds is to embrace new technologies and new processes.
While there is sometimes conflict between the “old ways” and “cutting edge” methods, the most successful enterprises are the ones that incorporate the best of both worlds. More frequently, businesses in traditional industries are making use of modern techniques to reach new customers, manage projects and improve customer service.
A great example of a multi-generational business is PG Builders. Founded in 1978, this home remodeling and roofing company has combined craftsmanship, work ethic and service (values that never go out of style) with new branding (which we helped them develop) implemented across print, web and social media. As a result, they have a unique advantage over their competitors in terms of reaching top customers and completing projects on schedule and under budget.
Although my grandfather passed away before I was born, I believe that I’ve inherited his independent spirit and entrepreneurial vision. My Dad, a retired engineer, saw my enthusiasm for science at a young age and exposed me to computers and technology before there were smart phones or web sites. Thanks to them, I was able to build on the foundation that was laid for me to create a business that required brains, creativity and hard work, in an environment that they would never have imagined. This Father’s Day weekend, I salute them, and all the other father figures and mentors who paved the way for the opportunities I have today.
Recent Comments