45 Year Leadership View #3: A Leader Must Balance…

45 Year Leadership View #3: A Leader Must Balance…

by Elisa SpainNo Comments

swansMarsh Carter’s Leadership View #3:

A leader must balance accomplishing the organization’s mission with responsibility to followers.

As Vistage speaker Rick Eigenbrod reminds us, the one thing all leaders have in common, followers. When we forget this is the most important characteristic of leadership, we look around and there is no one behind us. While the mission may be what is driving us as leaders, have we stopped and asked what is driving our followers?

Remembering that all we humans act in our own self-interest, the organization’s mission must resonate and must matter to each and every one of our followers if we are going to get there. It is a delicate balance between being out in front because we have the vision; and inspiring our followers to move forward because they see what is in it for them.

In the best of circumstances, we as leaders inspire and our followers are the ones who accomplish the mission.

My question for you is:

What are you asking today to confirm that your followers understand and are driven to accomplish your mission?

 

Elisa K. Spain

 

45 Year Leadership View #2: Sometimes, The Most Effective Techniques…

45 Year Leadership View #2: Sometimes, The Most Effective Techniques…

by Elisa SpainNo Comments

2013 04-07 iStock_000019160239XSmallMarsh Carter’s Leadership View #2:

Sometimes, the most effective leadership techniques are the simplest.

We often strive to find a method or a framework that we can employ to become more effective as leaders. Sometimes, as Marsh reminds us in his Leadership View #2, it’s the simple things. Sometimes, all we need to do as leaders is simply ask questions, listen and respond accordingly.

 

Elisa K. Spain

 

Leadership Quote: What You Do Speaks So Loudly…

Leadership Quote: What You Do Speaks So Loudly…

by Elisa Spain2 Comments

2013 03-31 Action Plan iStock_000019998849XSmallAs it is time for my monthly leadership quote, I am taking a brief pause from the 45 Years of Leadership series.  The series will return next week with Marsh’s Leadership View #2.

This month’s leadership quote: 

What you do speaks so loudly, I can’t hear what you say – Ralph Waldo Emerson 

  • We say we provide a great place to work, do our actions demonstrate this by committing to the growth and development of our staff?
  • We say we want to grow our business, are our actions focused on growth?
  • We say we want to spend more time learning to play the guitar, are we practicing?
  • We say we want to make a difference, are we intentional each day in taking actions that do in fact make a difference?
  • Are we pausing each day, to ask ourselves if our actions are aligned with our words?

 

Elisa K. Spain

 

A 45 Year View Of Leadership

A 45 Year View Of Leadership

by Elisa Spain2 Comments

Flowers purple crocus in the snow, spring landscapeThis past Thursday was the first day of spring and while here in Chicago it still feels like winter, I did see a crocus today. Spring, for me, represents new beginnings.

With that in mind, I am launching a 15 week series entitled “A 45 Year View of Leadership“, honoring my friend, Marshall Carter. Marsh is the current Chairman of the New York Stock Exchange, and retired Chairman and CEO of State Street Bank. In addition to his corporate leadership roles, Marsh was a military leader and received the Navy Cross and a Purple Heart.

The last time I saw Marsh, he shared that he is a regular reader of this blog and he gave me a document entitled, “A 45 Year View of Leadership“.  He said “do whatever you want with this”. The document is a list of 15 points. Although I wanted to write a book of his stories, this wasn’t something he wanted. So we agreed that I would write this blog series, honoring him instead with my stories that support his words.

Marsh Carter’s Leadership View #1:

Be cautious about applying your own, or someone else’s, successful leadership traits and techniques to different levels of organizations and/or different cultures.

Marissa Mayer, CEO of Yahoo’s recent pronouncement that all employees must come to the office, is a perfect place to start the discussion about applying your own, or in this case, someone else’s successful leadership techniques. While I have no idea whether this is the right thing for Yahoo or not, what I do know is it may or may not apply to other companies. Yet, because Marissa is CEO of Yahoo, and visible in the press, the CEOs I work with are all asking themselves if they should follow suit.

Which brings us to Leadership View #1, and its key word, culture. What works in one culture may not apply in another. Organizations have a style just like individuals. Some organizations and individuals are more collaborative; other organizations and individuals are more effective with individual contributors. In fact, Susan Cain, author of Quiet: The Power of Introverts in a World that Can’t Stop Talking, discovered in her research that pure introverts whose contributions to an organization are individual, e.g. programmers, are actually more productive when they work from home or in a private office. Studies show their productivity goes down when they are forced to work in shared spaces.

Before we rush into following Ms. Mayer’s leadership techniques, or perhaps our own from a previous situation, I encourage us to pause and follow Marsh’s sage advice in View #1, and ask:

Am I cautious about applying leadership lessons from one situation to another?

I would love to hear your thoughts.

 Elisa K. Spain

Diversity Or Integration, What's The Difference, Why Bother?

Diversity Or Integration, What's The Difference, Why Bother?

by Elisa Spain1 Comment

2013 03-10 DiversityStock_000014186302XSmallLately I have had a number of conversations with the leaders I work with about the challenges of adding diversity to their organizations. Diversity comes in several flavors. There are the traditional forms of diversity – gender, race, ethnicity and sexual preference. It also comes when someone from the outside joins an existing culture.

Some organizations handle this “integration” well and some don’t. Why?  My sense is the answer lies in how intentional the leader is about both the spoken and unspoken characteristics of their culture.

The word integration is rarely used today. It harkens back to the 1970’s when schools were being “integrated”. Fights broke out, learning became challenging and it was largely viewed in retrospect as an experiment that failed. And, this “experiment” for me provides learning for leaders who want to diversify their organizations.

Integrating- Merriam Webster “to form, coordinate, or blend into a functioning or unified whole”

Isn’t this exactly what we are wanting to do when we diversify? And…Diverse teams are hard…they are harder to build, are unlikely to come to consensus and are more likely to have conflict.

So, why bother?  Because… they are harder to build, are unlikely to come to consensus and are more likely to have conflict, they make better decisions. Research studies prove this.

What to do?
Diversity is not always the best approach. Homogeneous groups are easier. Because of their similar backgrounds, preferences and styles they are likely to agree and move forward quickly.
  • If the goal is getting more of what you already have, then a homogeneous group may be the way to go.
  • If the goal is innovation and critical thinking, you are more likely to get there with a diverse group.

If you decide you want to build a diverse team, first begin by defining what you are looking to accomplish with the diversity. Then ask yourself the following questions as you begin to form, coordinate, or blend into a functioning or unified whole:

  • Do I know the backgrounds, preferences, and styles of current team members?
  • What actions do I need to take to learn this information about my current team?
  • Have we defined our culture? And, even if we have, what are the unspoken characteristics of our culture?
  • What actions do I need to take to learn this information about my culture?
  • What on-boarding actions do I need to take to achieve integration?

Elisa K. Spain

 

Disappearing Jobs, Does It Matter?

Disappearing Jobs, Does It Matter?

by Elisa Spain2 Comments

Sign dollar and the books on scales. 3D image.Last month I attended the Vistage International Conference during which Michael Milkin presented the Milkin Institute research on the changing U.S. demographics.  I was struck by the data change in the number of unskilled jobs. In 1950 there were 3 unskilled jobs for every 1 skilled job. Today, there are 4 unskilled jobs for every 1 skilled.

Michael postulates that this is the reason why the American dream is dead – it used to be you work hard and you get ahead. Today while hard work still matters, education and skills come first.

In my opinion, this also explains the sticky unemployment numbers.  At the same time, my Vistage members tell me  finding talented people continues to be challenging. In short there is a war for talent, while millions remain unemployed.

You might ask, so what is the leadership question? Isn’t this a global problem, not a leadership topic?

Here are my leadership related wonderings:

  • At what point does it become cost effective for companies to create their own educational programs?
  • When and how will it become cost effective for small/mid-sized companies to provide training via entry level unskilled jobs?
  • As robots continue to replace workers, what will be the impact on small/mid-sized companies capital requirements?
  • As the mismatch between job opportunities and qualified employees grows, how might this impact both immigration and emigration?
  • As the world becomes less dependent on geography, how might employers match their jobs with qualified individuals worldwide?

 

Elisa K. Spain

 

Leadership Quote: To Succeed, Jump As Quickly At Opportunities…

Leadership Quote: To Succeed, Jump As Quickly At Opportunities…

by Elisa SpainNo Comments

2013 02-24 Magnifying Opportunity iStock_000007342151XSmallThis month’s leadership quote: 

To succeed, jump as quickly at opportunities as you do at conclusions — Benjamin Franklin 

Benjamin Franklin certainly modeled the prerequisite to living his quote, that is, to stay curious.  When we remain curious, we can see the opportunities and avoid jumping to possibly erroneous conclusions. His inventions were all a result of curiosity, trial and error and seizing opportunities.

  • What might you observe today that merits exploration rather than a conclusion?
  • What opportunity might be there waiting for you by remaining curious and asking the better questions?

 

Elisa K.Spain

 

Laws Of Success: Leadership Lessons From Grandma

Laws Of Success: Leadership Lessons From Grandma

by Elisa Spain4 Comments

Computer keyboard keys labeled LEARN and LEADLoved this leadership “poem” written by fellow Vistage chair, Greg Bustin‘s grandmother. She was the leader of her PTA and in going through his family records, Greg found this document that had been typed on his grandmother’s typewriter.

For me she sums up the challenges of leadership rather well,

“The Leader’s Easy Job”

Her job is something like a football in a big game;
First one side has it and then the other:

If she writes a postal, it is too short,
If she sends a letter it’s too long.

If she issues a pamphlet, she is a spendthrift,
If she attempts to safeguard the interests of the association she is trying to run things;
If she does not, she is allowing things to go to the dogs.

If she attends committee meetings, she is intruding,
If she does not, she is a shirker.

If the attendance is slim – well, nobody likes her anyway.
If she tries to help, she is a pest.

If the program is a success, the program committee is praised,
If not, it’s all the president’s fault.

If dues are called for, she is insulting,
If they are not collected, she is to blame.

If she is in a smiling mood, she is frivolous,
If she is serious, she is a sorehead.

If she seeks advice, she is incompetent,
If she does not, she is bull-headed.

If she mixes with the members, she is too familiar,
If she does not, she is too ritzy.

So, ashes to ashes, dust to dust,
If others won’t do it, the president must.

Here’s a link to Greg Bustin’s full blog from which this came.

Elisa K. Spain

 

 

Leadership Quote: What We Do Today…

Leadership Quote: What We Do Today…

by Elisa SpainNo Comments

 

2013 01-27 iStock_000008934759 Jan QuoteThis month’s leadership quote: What we do today, right now, will have an accumulated effect on all our tomorrows. — Alexandra Stoddard

What if we each turned this into an “I” statement? What I do today, right now, will have an accumulated effect on all of my tomorrows…

Here are my questions to consider:

  • What can I intentionally do today that will have an accumulated effect on my tomorrows?
  • What about those actions that leave an unintentional wake? What can I do to notice these and prevent their accumulated effect?

Elisa K.Spain 

 

Do The Ends Justify The Means?

Do The Ends Justify The Means?

by Elisa Spain2 Comments


An age old question…

I saw Lincoln, Steve Spielberg’s latest movie, and came away from it with some questions, from a leadership perspective. Abraham Lincoln is renowned as one of the greatest presidents and leaders in United States history. In this movie, Spielberg tells the story of Lincoln’s last days, the time in which he worked to pass the 13th Amendment and end the Civil War. Both Lincoln and Thaddeus Stevens took questionable actions to advance their end goal of abolishing slavery. Lincoln sought to change the vote of house members and delay a meeting with the southern leaders, while Stevens modified his oratory to be more inclusive; shocking and disappointing his constituents.

And.. they won. The 13th Amendment was passed, banishing slavery for all time.

So, the leadership questions are:

  • When the goal is pure and the cost of not achieving it is high, do the ends justify the means? and
  • How do we as leaders make that decision that “this particular outcome” is one that qualifies?

Elisa K. Spain