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Wednesday, July 30th, 2014
 These days, the executive position most fraught with the danger of Internet blood-letting, not to mention being fired, is that of CISO (chief information security officer) as this joke making the rounds confirms.
A new security officer who meets his predecessor, who hands him three numbered envelopes and tells him to open them in an emergency. After a breach, the new security officer opens the first envelope. The message reads, Blame your predecessor. After a second breach, he opens the second, which suggests, Blame your staff. After a third breach, the security officer opens the third envelope. The message reads, Prepare three envelopes.
Although the joke can be fatuous or ironic depending on your situation, the advice isn’t new; it’s what bosses have been doing for centuries.
Not just bosses, but workers, too.
It’s called not taking responsibility—blame others and when that doesn’t work leave for a different venue and do it again.
In short, bad bosses/workers blame others.
Good bosses/workers take responsibility and change/fix their actions.
Which are you?
Flickr image credit: Ilovebeingmema
Posted in Culture, Personal Growth | No Comments »
Monday, May 5th, 2008
Post from Leadership Turn Image credit: lusi
 This is the fourth in a series discussing whether Warren Bennis’ 13 differences between leaders and managers still holds in light of today’s modern workforce.
The manager has a short-range view; the leader has a long-range perspective.
If a manager truly focused only on the next few days, weeks, or even months he would have little chance of challenging/developing his people, driving innovation and productivity in the department/group/team, or any of the myriad of things that most managers are responsible for in today’s world. Further, without a decent understanding relative to his position of the company’s long-range plans how can he manage efficiently.
The manager asks how and when; the leader asks what and why.
That may be true of a manger who follows blindly, but considering how often rank and file employees at all levels, especially knowledge workers, demand to know why they are doing something as well as why they’re doing it a certain way a manager who doesn’t ask those questions is probably in big trouble.
What do you think?
Your comments—priceless
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Posted in About Leadership, Entrepreneurship, management | 11 Comments »
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