Toby Jenkins

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The 5 Temptations (and remedies) of a CEO

By
Toby
– February 27, 2013Posted in: Book Reviews
The 5 Temptations of a CEO - Patrick Lencioni

Not these temptations!

A 1 minute summary of Patrick Lencioni’s 5 Temptations of a CEO:

The 5 Temptations:

  1. You put your own career status ahead of getting results for the organisation.
  2. You want to be popular with your team instead of holding them accountable for delivering on the commitments that drive results.
  3. You want to ensure your decisions are correct to achieve certainty which means despite being willing to hold people accountable, you don’t because you don’t think it’s fair.
  4. You desire harmony in your team rather than passionate ideological conflict (not personal attacks) which means that you haven’t benefited from the best sources of information available to you – your team.
  5. You desire invulnerability rather than vulnerability which means your ideas (and others’) don’t get challenged and your team just goes along with what they think your opinion is.
Fortunately, as well as detailing the 5 above, Patrick shares some simple advice to remedy the temptations.

 

Patrick’s 5 simple pieces of advice for CEOs to counteract the temptations:

  1. Make results the most important measure of personal success, or step down from the job.
  2. Work for the long term respect of your direct reports, not for their affection. …View…them as key employees who must deliver on their commitments if the company is going to produce predictable results. And remember, your people aren’t going to like you anyway if they ultimately fail.
  3. Make clarity more important than accuracy. The cost to you of being wrong is pride. The cost to your company of not taking the risk of being wrong is paralysis.
  4. Tolerate discord. Encourage your direct reports to air their ideological differences, and with passion. Tumultuous meetings are often signs of progress.
  5. Actively encourage your people to challenge your ideas. Trust them with your reputation and your ego.

In the vein of Marshall Goldsmith’s “What got you here, won’t get you there”, The 5 Temptations of a CEO, forced me to take a look in the mirror. Result = opportunity to improve!

My temptations:

I feel the temptation I most succumb to is #2 – a want to be popular among my team rather than holding each accountable. I spoke with Adam about this a while ago before I read this book and his advice was spot on – it’s not what you say but how you say it. Holding people accountable means being clear with what is expected and then demanding great performance. It doesn’t mean you have to rant and rave. In the self assessment section of the book, he says that this temptation often manifests itself in comments such as “When will these people stop questioning us and start understanding what we are trying to do?”.

We’ve just set up our scorecards (How to create Scorecards for Topgrading) with outcomes and deadlines for each of us. I think they will be fantastic opportunities to practice my resolve to turn this temptation around.

#4 is the second one I succumb to – the desire for harmony. Being a debate maker is a crucial skill to master in becoming a Multiplier. With a clear understanding of what outcome we are trying to produce, debate helps to extract all of the information in order to make the best decisions. There are plenty of opportunities to practice this in our weekly, monthly and quarterly meetings.

This was an awesome fable by Patrick Lencioni. I read it in an hour and a half on the beach and now I’ve spent another hour and a half re-reading sections.

I have a feeling I’ll be coming back to this post many times.

Tags: Patrick Lencioni, The 5 Temptations of a CEO

20 Habits That Won’t Get You There

By
Toby
– November 3, 2012Posted in: Book Reviews

what-got-you-here-wont-get-you-there-how-successful-people-become-even-more-successful Marshall Goldsmith

I’ve just finished Marshall Goldsmith‘s great book: “What got you here, won’t get you there - How successful people become even more successful“.

What is the book about?

My one sentence answer is:

It is about removing your personal obstacles to further magnify your strengths. 

Here’s some more detail:

Marshall describes the 20 habits of leadership that hold us back from getting where we want to be:

  1. Winning too much (p45)
  2. Adding too much value (p48)
  3. Passing judgement (p50)
  4. Making destructive comments (p53)
  5. Starting with “no”, “but” or “however” (p57)
  6. Telling the world how smart we are (p59)
  7. Speaking when angry (p62)
  8. Negativity or “let me explain why that won’t work” (p65)
  9. Withholding information (p68)
  10. Failing to give proper recognition (p71)
  11. Claiming credit we don’t deserve (p73)
  12. Making excuses (p76)
  13. Clinging to the past (p79)
  14. Playing favourites (p81)
  15. Refusing to express regret (p83)
  16. Not listening (p86)
  17. Failing to express gratitude (p88)
  18. Punishing the messenger (p91)
  19. Passing the buck (p93)
  20. An excessive need to be me (p96)

That’s quite a few flaws to deal with right?

I was reading the book on a plane trip to Brisbane with my fiancee. We jumped into a cab and she suggested that we could go to work drinks on the Friday night with her friends. I immediately said: “That sounds great. The only problem is I have my friend in town from the UK and I’ve got a huge week so I’ll be pretty tired.” In a classic number 8 style (negativity or “let me explain why that won’t work”), I’d leapt straight to the reasons why it wouldn’t work rather than looking for ways it could work.

As Marshall detailed each of the 20, I kept seeing myself in situations at home and at work displaying these habits. In some parts, he literally quoted words or phrases that I have used… It was like ripping off the rose coloured glasses, looking into a not so pretty mirror and seeing my behaviours clearly and how they impact those around me.

Perfection across the 20 habits is absolutely not the aim. The aim is to take your single worst habit out of the equation – the one that is really holding you back.

So what’s Marshall’s solution to breaking these habits?

It’s a 7 step process:

  1. 360 degree feedback on your behaviour as a leader (see the appendix on p225 for a list of 72 questions)
  2. Confront the reality of your flaws
  3. Apologize to those you’ve impacted
  4. Advertise your efforts to improve
  5. Follow up religiously on those efforts
  6. Listen without prejudice
  7. Gratitude

There are a stack of other great ideas in this book. Here are 2 of my favourites to wrap up:

Feedforward:

Feedback is based on the past (behaviours, patterns, data etc). Feedforward is a way of getting buy-in into the future – particularly when you have decided what you want to get better at.

The question to ask is:

What are 2 things I/we can do to get better at [desired outcome]?

You do not get better without follow up:

Am I getting better? Checking in with those around you to see if you are actually getting better (or indeed anything else) is essential to creating lasting change. It holds us to the goal, it helps us measure our progress, it reminds us that change “is an ongoing process, not a religious conversion” (p162).

Here’s a video from YouTube of one of Marshall’s presentations: 

Why do we exist as a business?

By
Toby
– December 12, 2011Posted in: Book Reviews, Inspiration

It’s an existential question I asked myself after reading Ben Horowitz’s blog post: Lead bullets.

Fortunately I was reading Ron Baker’s book Implementing Value Pricing at the time.

Ron proposes a simple, yet extremely demanding, 2 part answer:

  1. The sole reason for a business to exist is to create value for its customer.
  2. Value, both tangible and intangible, is solely in the eye of the customer.

It’s simple because it can be communicated in 2 sentences.

It’s extremely demanding because of all it implies.

If value is solely in the eyes of the customer, then this answer demands that you understand your customer and their needs and wants, that you help them identify value, that you deliver on the value that you promise and that you continue to help them extract value across the lifetime of your product or service.

The beauty of this is that those who can live up to it will reap the rewards by being able to charge a price commensurate to the value delivered.

“We are committed to delivering value at least 3-10x the price we charge.”

This is our new commitment at Bluewire. It changes the discussion with an existing or prospective customer from adversarial sales to genuine partnering and deeper relationships. It sets a standard of excellence for our delivery and ongoing service. It creates accountability to deliver on that value.

2 elements of the book really clarified this new perspective on value for me:

The first was a graph:

Customer Value vs Price vs Cost Graph

Price reflects a portion of the value created for the customer, so if you grow the value, you can grow the price.

The second element was this:

Poor business is: Service > Cost > Price > Value > Customer

Good business is: Customer > Value > Price > Cost > Service

The customer must always come first.

Then you measure the value to them, decide on a price, and work out the cost to deliver the service required.

So it’s a call to arms to grow value, both tangible and intangible for customers. And with it comes a renewed sense of purpose, a reason to exist.

It’s the reason you pick up the phone with a smile.

It’s the reason you say no when you can’t deliver the value to the customer in the first place.

It’s the reason you have a moral obligation to help your customers continue to extract value from your product or service.

It’s the reason you keep checking on customers in an ongoing relationship.

It’s the reason your customer has to work with you to extract this value from your product or service as soon as possible.

It’s the reason you need to explore as many options as possible.

It’s the reason to stay current with events and trends and best practice, because you might be able to help your customer extract further value from your services.

It’s the reason exactly the same advice can have hugely different value to different customers and hence the reason you can charge different prices.

It’s the reason you must keep improving your business, so you can help your customers improve theirs.

It’s the reason your communication is so important – how do you know what is valuable to the customer without talking to them?

It’s the reason that value is not rational – it is not always absolute dollars, but speed, response times, flexibility, comfort, self-esteem, “cool”, a smile, trust, ease of use, great design, simple, fun, taste, great service, friendly atmosphere, lighting, music, attitude all make a difference.

Ultimately, it’s the reason for everything you do as a business.

So, finally, to blend Ron and Ben:

If you don’t deliver value to your customers, why do you need to exist at all?

I think it’s a question worth revisiting everyday.

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