Humility quotient for CEO’s

Dear Joan:
Could you please write a column on the arrogance of top management? When I read about the enormous salaries they are paid, the "bail out" golden parachutes they have and the general lack of accountability they demonstrate to their employees, it makes me wonder.

Answer:
Although many top executives don't fit your description; many others do. Somehow, something happens to them on the way to the top...and it isn't pretty. The saddest part is most of them have no idea how they are coming across and how much damage they are doing to themselves and to their own companies. They judge themselves by their best intentions, while others judge them by their actions. If you're an executive, it may be time to check your HUMILITY SCALE. True leadership is an earned privilege. Here's a quiz that might cause some introspection:

·        Do you surround yourself with status symbols in your job? Is it important for you to have a fancy corner office, executive parking privileges, expensive suits? Often, executives who wear their position like a crown, treat people as inferior subjects.

·        Do you feel your time is too valuable to be "wasted" with people who can't make their point in five minutes or less? Do you get impatient with people; dismiss them if they aren't talking about something high on your priority list? Do people below you take great pains to squeeze ideas into a one-page summary or massage them into a format you'll pay attention to? Impatient executives miss great ideas and innovative solutions.

·        In the past, have you been surprised by a problem you didn't know about? It could be a sign that you aren't listening or that you are shooting the messenger when he or she tries to tell you bad news.

·        Do you think you are doing well in the eyes of your superiors but not sure what your employees think? If you don't know (or care) about how you are perceived by people below you, there's a good chance you aren't treating them with the same respect you give to people above you. If you haven't asked them lately, you could be kidding yourself.

·        Do you know the names of all your employees and a little about their personal lives? If you take the time to get to know the mail clerk, the secretaries, the intern, there's a good chance you're a team builder instead of an empire builder.

·        Do you think you are smarter than your employees or peers? Do you think you have the best grasp of the key issues and problems that need to be solved? If you feel that way, you probably aren't seeking input and ideas from others. Arrogance can make you listen poorly and learn slowly.

·        Do you make negative judgments about people based on limited information and contact? This creates a highly political environment, where people jockey for an image you'll approve of. They will waste hours getting ready for any contact with you and you may be fooled by a slick operator who knows how to appeal to your ego.

·        Do you think you know what the customer needs better than they do? You may by quick to deny this one, yet if you don't talk to your customers, listen to the employees on the front lines, or get reliable customer data to use in your strategic planning, you may know less than you think.

·        Do you think you are above the rules? Everyone else has to follow the system for buying supplies, filling out expense reports, holding performance reviews, but you do what you want. If you don't lead by example, don't expect anyone else to follow your rules.

·        Do you show your importance and intelligence by the questions you ask? Any new idea is game. You pride yourself on finding the weakness and risk in any idea and you love to show off this ability in front of your peers. Killing new ideas with questions beats the innovation out of your organization and snuffs out initiative.

·        Do you think your value is so much higher than that of other people in the organization that your salary should be exempt from pay freezes and lay offs even if the rest of the employees are taking a hit? Are you so important that your salary ratio is in the stratosphere, while first level employees’ salaries are subterranean? Do you get a raise whether the company performs well or not?

Leadership is a privilege. You earn it by building respect and trust. Maybe the best question of all is this one: "If your employees could choose their own leader would it be you?" If you lead with humility, you can probably say, "Yes" with confidence.

We take a comprehensive approach to executive coaching. We create a customized plan for each executive, based on the needs of the executive and his/her organization.  Call for more information about our executive coaching process at (800) 348-1944.