VIM Executive Coaching is right around the corner from a wonderful, old-time coffee shop, complete with wood floors and changing art exhibitions on the walls. We go there nearly every day for a quick cup. In all of the years we have gone there we can only recall one morning in late summer when they made the mistake of serving sour half ‘n half. Being good people, they quickly apologized, replaced the coffee and discarded the souring milk.
In today’s post, and “in honor” of the sour dairy product we want to talk about executive leadership when it tries to be half ‘n half.
Leadership by consensus?
We have, unfortunately, often become a nation led by popularity contests and polls. It is not such a tragic thing if we are talking about voting someone off of a reality TV island or selecting a singer from a talent program, but for most businesses it is not a good look.
The half ‘n half executive may find their way into the ranks. This person never really is singled-out for making a good decision or a poor one, usually choosing what or who is the popular option or the “flavor of the month,” or sticking with what is expedient or likely not to ruffle too many employee feathers.
As a result of this type of executive leadership, vital decisions often don’t get made, bias and/or nepotism flourish, workplace bullying and even harassment may be the order of the day. VIM Executive Coaching has seen many cases of such companies becoming acquired, eventually with massive layoffs and corporate identities lost.
If an executive leader is afraid to be authentic and mindful, if the leadership path the leader chooses is to always do what is safe, non-controversial and “friendly,” the organization is heading for disaster. Should you so care, look up most any major scandal of the past several years (in any field of your choice), and it invariably leads to an executive leader who always chose what was comfortable.
Clarification of Half ‘n Half
It needs to be clarified that when we use the word comfortable as above, it does not equate with weak leadership. A comfortable, half ’n half leader is just as likely to be angry and reactive to change, as they are open to any request that comes across the virtual or in-person desk.
What leadership should strive for is mindfulness within the moment, and a consistency borne not just of policy but rational and responsive decision making.
For example, if there is a conflict between employees, especially where harassment, bullying or abuse is involved, the way it must be addressed is mindful, open, fair and respectful. It cannot be dismissed or overridden. No matter if the aggrieved is a new hire or temporary or contract labor, they must have the right to be heard and to be safe in expressing an opinion.
While this may sound like a given, rest assured a lack of mindfulness permeates countless workplaces.
The executive leader cannot be tepid, or half ‘n half or reflect a management style with only popularity in mind. Whether the executive leader reports to a board or shareholders or leadership committee, the leader must base decisions on mindfulness and authenticity.
It is not always easy to change and VIM Executive Coaching recognizes that. Executive leaders are shaped by many twists and turns of their careers. We recognize those twists and turns may have been made under pressure or the result of their poor supervisors. The good news is that with mindfulness training and personal insight and doing the work, change is absolutely possible.
Half ‘n half may be wonderful in coffee, but it has brought down many an organization. Leadership cannot be one or the other based on whim. Consistency is a beautiful thing.