A SUMMARY OF WHY EXECUTIVES FAIL.
The author has given SIMPLE ADVICE FOR CEO. With temptations.
The greatest challenge of being a CEO, or any leader for that matter, is to avoid getting trapped by daily complexities and details of our “business.” To arise above challenge, we must learn to embrace the five behaviours that Andrew and Charlie outlined in the fable. From every temptation, the author has conveyed SIMPLE ADVICE FOR CEOs.
SIMPLE ADVICE FOR CEOs: make results the important measure of personal success, or step down from the job. The future of the company you lead id too important for customers, employees, and stockholders to hold it and hostage to your ego.
SIMPLE ADVICE FOR CEOs: work for the long term respect of your direct reports, not their affection. Don’t view them as a support group, but as the key employees who must deliver on their commitments if the company is to produce predictable results. And remember, your people aren’t going to like you any way of they ultimately fail.
SIMPLE ADVICE FOR CEOs: make clarity more important than accuracy. Remember that your people will learn more if you take decisive action than if you always wait for more information. And if the decisions you make in the spirit of creating clarity turns out to be wrong when more information becomes available, change plans and explain why. It is your job to risk being wrong. The only real cost to you of being wrong is loss of pride. The cost to your company of not taking the risk of being wrong is paralysis.
SIMPLE ADVICE FOR CEOs: tolerate discord. Encourage your direct reports to air their ideological differences, and with passion. Tumultuous meetings are often signs of progress. Tame ones are often signs of leaving important issues off the table. Guard against personal attacks, but not to the point of stifling important interchanges of ideas.
SIMPLE ADVICE FOR CEOs: actively encourage your people to challenge your ideas. Trust them with your reputation and your ego. As a CEO, this is the greatest level of trust that you can give. They will return it with respect and honesty, and with a desire to be vulnerable among their peers.
THE MODEL is displayed is seemingly reverse order to show the sequential impact of the principles on one another.
Installing trust gives executives the confidence to have productive conflict.
Fostering conflict gives executives confidence to create clarity.
Clarity gives executives the confidence to hold people accountable.
Accountability gives executives confidence in expected results.
And results of a CEO’s ultimate measure of long-term success.
OVERCOMING THE FIVE TEMPTATIONS: