Executive Consulting

The results are in… Business Insider has just released its list of the Worst CEOs Ever. A few individuals – such as Bernie Ebbers and Ken Lay — made the list for committing crimes; others for executing poor business strategy. And although we can’t be certain if it was true in every case, it’s likely that a few of these gentlemen were not well versed in crisis leadership techniques or transition management, either.

As a leader, your success will be measured in large part by your ability to deal effectively with challenges. How do you respond in the midst of drastic change or chaos? How do you dispel rumors, calm fears and keep the company’s wheels turning when the inevitable crisis occurs?

In short, how do you keep your name off the aforementioned list?

Whether the stormy seas are caused by pending job cuts, restructuring or abrupt changes in business goals or leadership, here are a few tips for steering your organizational ship safely through troubled waters:

· Take immediate action. Do not delay. Remember the Exxon Valdes oil spill off the Alaskan coast in 1989? Exxon’s CEO failed to respond quickly and publicly, which gave the impression that he was indifferent to the damage his company had caused. Show all stakeholders that you are “on the case” and that you are actively crafting a solution.

· Communicate… even if you don’t yet have all the answers. It’s OK to admit that you’re concerned, and it’s OK to admit that you don’t know what the future holds. Above all, tell the truth. Just be upfront and say what you do know, sans spin. Remind your team that, since you are choosing to open the lines of communication from the start rather than waiting days or weeks for all the information to come in, details are subject to change. And remember to listen. Give everyone the opportunity to voice their concerns, ask questions and make suggestions. Listen for as long as it takes, and let your people decide when the Q & A session is over. The credibility you earn by being forthright will inspire your team to forsake the rumor mill and come to you for answers.

· See and be seen. Resist the urge to hunker down. Get out from behind your desk and go to where they make the sausage. Even if you’ve got nothing new to report, physically be there for your people. Your presence will have a calming effect, and who knows? You may find the answer to one of your most challenging issues – or at least some much-needed inspiration – on one of these jaunts outside the C-suite.

· Be proactive and ask for help. Prepare in advance to meet your next leadership crisis, because you can rest assured that it will come! Seek guidance from a trusted advisor or strategic consultant who has helped other C-level executives perfect their crisis leadership and transition management skills. By being proactive and developing a crisis plan, you may just save your career and your organization – not to mention keeping your name off those pesky lists!

What was your greatest leadership challenge, and how did you resolve it? Share your experience in the comment form below!

As a leader, you are surrounded at all times by people who need something from you.

• The Boss and the Board expect you to have the answers to their questions - a well thought out strategy and a finger on the pulse of overall performance .

• Colleagues look to you to create a trusting environment for innovation and collaboration, to provide focus and direction.

• Direct reports and subordinates need you to hold up the vision, champion the values and inspire them to deliver their best, unique contributions.

But from whom do you get what you need?

The answer is so simple, it is surprising how few avail themselves of the solution.  Not surprisingly, those who do rank among the most successful and intelligent leaders in the business world.

Look at Oprah for example.
She has a coach to advise her on what to eat, a trainer on how to exercise.  She relies on professional coaching on how to feel good, experts instruction for how to look good, and gurus guidance on how to be good.  You can bet she also has at least one executive level business advisor she trusts as a sounding board for her business leadership and strategy ideas.

But, divulging your dietary defects, or fitness flaws is just not the same as entrusting someone with your private thoughts and sensitive information about your career.  Who can you trust with your half-formed ideas, your next big business strategy, your struggles with your executive team, and the truth about where you think you may be falling short.

It may seem difficult to imagine finding such a trusted advisor.  You can be sure you won’t find this person inside your organization, not amongst your customers, and probably not even on the golf course.

Consider the benefits of bringing in an outside advisor - an Executive Coach

• Gain confidence in your strategic plans. Run your ideas by someone who has boardroom experience but has no vested interests in anything but seeing you succeed.

• Be completely candid and unguarded.  You don’t have to worry about office politics, your professional image, or damaging the confidence of your team when you confide in someone who is on your side, but on the outside.

• Get to the heart of important issues quickly. Cut through the fog that comes with being engulfed in the day to day work your job requires.

• Get your own personal ’staging’ ground.  Enjoy a private ‘practice’ space where you can test new ideas and develop new skills - where you are free to look bad, sound bad, and fall flat - with no negative ramifications whatever.

• Finally get the leverage to work ‘on’ the business and not just ‘in’ the business

Access expertise beyond your own.
Your trusted advisor, your executive coach, also has something you do not; years of experience in organizational development, leadership development, and a whole set of ‘coaching’ skills giving them the power to draw out of you a level of power, insight and performance you didn’t think was possible.

Tough Times Require Authenic and Frequent Communication.
That statement is a no brainer - right?  Yet in client companies all over the nation, Leaders are telling me they are spending more and more time with a select team of direct reports working to figure out their path through the chaos.  This in and of itself is more than necessary — it’s required to constantly chart a life saving course through the ice field.

At the same time, what message are leaders sending who spend most of their time behind closed doors?  Without an intention and system in place to provide constant communication to all employees rumors develop and run wild.

Given people WILL talk, effective leaders influence that communication by frequently and clearly sharing what they do know of a situation and what steps are being taken to address most pressing challenges.  A clear message that leaders are aggressively looking for ways to manage effectively through the downturn is critical.

It’s the straight talk of reality — how thing are and what is being done to address them — that motivates other leaders and employees to more actively step up, get engaged and even offer solutions senior leaders overlooked.

What is your best experience of a leader who truly communicated effectively in a time of crisis? Feel free to use the comments form below to share your thoughts.

Daily rallies, fixed smiles, shaking hundreds of hands and making promises without authority to execute on those promises are over.  The globally awaited real work begins and will not stop 24/7 for the next 4 years.

What do You belive are the most critical leadership behaviors President O. must exhibit now?

I believe there are 2 foundational requirements.  First he must continue to select and listen to advisors who have experience, intellect and even opinions different than his. Constantly he must be challenged to think more broadly and critically than we are used to doing.  To reclaim a leadership spot at the global table, in times when no one leader knows “the” answer to world challenges, his ability to listen, question, assimilate and decide is front and center.

Secondly, a strength wants to be modulated.  President Obama has a fast CPU — his ability to process information and reach conclusions quickly is obvious.  With this strength comes the possibility of both missing critical information and being irritated by those who do not have this skill.  Will he be patient and attentive to other world leaders whose experience and wisdom he needs if they don’t exactly match his style….

Think about your viewpoint a moment — what do you say are the 2 most critical leadership behaviors the world needs to see from Obama? Feel free to use the comment field below to post your views.