“Halloween is right around the corner. You can tell because all the stores are decked out for Christmas.”
~Steven Colbert, Comedian
VIM Executive Coaching normally tries to keep our posts “evergreen,” and not seasonal. However, since it’s Halloween time, and our neighborhood appears to be “all-in” on anything creepy, scary, spooky, or ghostly, it might be a fun time to talk about executive costumes. Rest assured, our comments are indeed evergreen and would be apropos on July 4th or any other holiday of your choosing.
Steven Colbert, of course, is correct. At this very moment we are seeing the first merchandising in preparation for Christmas. It is not simply the rushing of seasons Colbert talks about, but the wearing and discarding of costumes and “appearance.” As a society we always seem to be in a grand rush, as though standing still or enjoying the moment carries a stigma.
The “stigma” is as common in the executive suite as in our social situations. “Change” and reaction to a problem are appreciated, while response and reflection aren’t. Of course, it has to do with a mindset that newer is always better. It is understandable that newer software or communications tools or even our vehicles are seen as improved. However, many of our other social constructs are on shakier ground.
New and improved?
“Management,” “Leadership,” or even “Team Building” coursework, articles, books, seminars, podcasts, or social media discussions cheer on the latest research and the most current findings. It is a moveable target. What is new and improved today, is outdated tomorrow.
The problem is often one of the “costume.” Executive leadership in organizations either take on the entire costume (after “rousing” motivational speeches or weekend “intensive” courses) or pick and choose what they desire to take away. It is sort of like a kid going to a costume party in Mickey Mouse ears and Donald Duck feet!
However, costumes invariably come off. Costumes are impossible to maintain. They don’t reflect the person wrapped in the fabric. Actors often share that the costume gets them into the role, and that’s good. The touch, sight and shape of the costume helps them create the desired persona. Sometimes, fans re so enamored with the costume, they believe that is the person on the inside. The association goes so far, that they have trouble allowing the physical flaws or aging or the true personality of the actor. The fans always want the new and improved version of the actor they admired in a role.
When reality hits the fantasy, there is generally disappointment.
What works?
The only costume that works long-term for any of us, is no costume. Think on that for a second. We must be ourselves. This is especially true for executive leaders.
An intensive, one-size-fits-all weekend management course (complete with fancy laminated certificate) might infuse the executive leader with lots of stock phraseology and temporarily modified behaviors, but it is still a costume.
What works is the inner journey toward discovery and response. It leads to authenticity and true compassion. In short, the costume is mindfulness. Every executive leader must ultimately learn how to be authentic.
Leadership is not a cookie-cutter proposition, rather it must be a way of looking at a problem and mindfully solving the challenge. The awareness comes when the executive discovers who they are and not how others want the executive to be seen.
The costumes executive leaders often wear are as fictitious as the characters they are coerced into wearing. Be yourself this Halloween, and throughout the year.