4 Steps To Overcome CEO Behaviors That Erode Culture
Do you know a CEO or top executive that is unaware of their impact or overestimates their abilities? Leaders who are out of touch with the truth about how they “show up” is all too common. This phenomenon is what Daniel Goleman calls the “CEO disease”. Goleman reports…”the higher up the ladder a leader climbs, the less accurate his self-assessment is likely to be.” (Primal Leadership, Pg. 92, Daniel Goleman (2002)). The problem is that as a leader climbs the organization, the less feedback he or she receives. According to James Conway and Allen Huffcutt, who analyzed 177 separate studies that assessed more than 28,000 managers, found these managers were not receiving consistent feedback on their performance. The lack of feedback problem is reported to be more acute for leaders who are women or belong to a minority. (See Peggy Stuart, “What Does the Glass Ceiling Cost You?” Personnel Journal 71, no. 11 (1992): 70-80).
The predominance of the CEO disease has a large negative impact on cultures of businesses all over the world. When leaders drive negative emotions within their organization, they erode the foundation of a culture that enables people to excel. Leaders who are aware of their impact and work to drive positive emotions will conversely strengthen the culture that enables people to excel.
Four steps to cure the CEO disease:
Recognize That You Can Change:
Many leaders have the mistaken opinion that they need to be accepted for who they are, because after years of habits and behavior they can’t change. The latest neuroscience has destroyed the myth that we can’t change. We maintain neuroplasticity until we die, meaning, we can make changes to how we think and behave. American author and futurist, Alvin Toffler, says “The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.”
Create A Safe Environment:
Create an environment where it is safe to give and receive feedback. Some people fail to give feedback because they fear punishment or the leader’s wrath if they dissent. Some only give positive feedback because they do not want to be labeled negative or going against the party line. Some are afraid to give feedback because they don’t want to upset others or hurt their feelings. By creating this environment, CEO’s and managers will get a more accurate finger on the pulse of their organization. Understand that all feedback you receive is subjective. Each leader gets to determine what to do with the feedback they receive. Knowing what people really think is always better than ignorance.
Be willing to take a 100% honest look at yourself. Many executives work with coaches to improve their self-awareness. Consider participating in a 360 review. This can provide a valuable roadmap for behavior change. Work with great training and development organizations who will provide you with a safe environment to strengthen your leadership competencies. These environments should push you out of your comfort zone to learn and grow. When we are out of comfort zone, our most challenging leadership behaviors surface and a skilled facilitator will help accelerate awareness and behavior change.
Recognize the process of becoming an effective leader is a lifelong pursuit. Even the most effective leaders recognize they can make improvements. For the best leaders, making minor adjustments and behavior improvements sets a powerful example for the team and will pay dividends on the emotional and cultural health of the organization which will translate to better financial results.
For more information on how to cure your CEO disease, call Spencer Horn Solutions today 702-807-4698 www.spencerhornsolutions.com