Ducks In A Row: OK to Say No
by Miki Saxon
An excellent article called Saying No to the Boss (definitely worth reading) that highlights yet again the importance of fostering a culture that never kills the messenger, because it recognizes the importance of getting bad news soonest.
Jay Grinney, who replaced Richard Scushy as CEO of HealthSouth, made his first priority changing the culture.
“That culture was characterized by fear, intimidation, favoritism, a very ego-centric CEO.”
He confirms what everyone on the receiving end of culture knows, but often ignores when on the initiating end.
“I don’t think there’s any single formula for proving your intent. It has to be demonstrated in every single thing that I do and has to be reflected in the people I surround myself with.”
There are two very important thoughts in that comment, but the second often gets lost or falls victim to expediency.
The first is simple and obvious—actions speak louder than words; better known as talk is cheap.
The second requires more tenacity, because it often means passing on a candidate with great skills, but not a good cultural match.
If the CEO goes ahead and hires that person it does more than send a message that the new direction is a lie; it guarantees the wrong culture will be propagated, since that person will hire people true to her cultural vision, not the company’s.
Finally, Grinney points out the one of the worst errors any boss can make and it’s one that has had a higher profile in the last decade than ever before.
“One of the pitfalls of being the CEO is you can start believing your own press. The business world is full of examples of hubris taking over.”
In other words, don’t drink your own Kool-Aid.
From CEO to team leader, you have the ability to foster a culture of openness and safety or one of fear and intimidation.
As always, it’s your choice; make it consciously.
Fickr image credit: http://www.flickr.com/photos/zedbee/103147140/
