We are pretty well immune to those who make promises, as we have heard it all before, and having been burnt, and burnt, we tend not to believe the hype this time.
Doesn’t matter if it is a colleague assuring us they will meet a deadline, a supplier “guaranteeing” performance of his offering, or a pollie telling us the train line will be built by the end of 2020, we have heard it all before.
The antidote is to stop saying and start doing, and let the performance speak for itself.
Leadership is often seen as a “soft” skill, hard to measure, and really only obvious with the benefit of hindsight.
Perhaps not, the potential success of leaders can be at least partly assessed by looking at what makes people unsuccessful as leaders.
As a test, when considering someone as a potential leader you could do a lot worse than score the person on the traits listed, and if sitting on a selection committee, get the members to evaluate a candidate separately on a set of scales that reflect the particular requirements of the appointment role, then compare notes. At least then you will see the areas of agreement and those for further investigation and debate.
Equally, within a context of an agreed strategy and expected results, the same scale could be used as a tool to evaluate executive performance.
Perhaps our “leaders” in Canberra should consider some objctive evaluation in about 3 hours, rather than relying on self interest, and allegiences based on all but the long term good of the country. Always the optimist!
I spoke to a few people in Canberra yesterday, curious as to the impact of the Labor leadership cat-fight on the rest of the place.
Whilst I expected it to be the topic of the day, the consensus was that work in the bureaucracy, the implementers of policy, had come to a complete standstill over the last few weeks, and yesterday, started rolling backwards as individuals took the lead from their bosses, and started jockeying for post cat-fight, and probably post this current “government”, position.
If we ever needed a graphic example of the impact of indecision and conflict at the top, we need look no further.
The worse it has got at the top, the more the impact ripples through the ranks, stopping any sort of sensible conversation, let alone strategy (policy in their terms) implementation. Worse still, the ripples amplify the impact, so the recovery time will be substantial.
The impact of the profound lack of leadership that this power tussle has displayed will be felt for months, probably years. Problem is, we as taxpaying individuals and enterprises are paying through the nose for the privilege of watching this stupid game, as the main game gets totally ignored, and continues down the proverbial slot.
Successful stories are always greater than the sum of their parts.
Great stories engage, enlighten, inform, and inspire, so to dissect the sum to explain the parts may seem easier than selling the whole thing, but it usually does not work. Telling the big picture, the big idea, the big picture, is a key to selling.
Try describing how a frog jumps to someone who has not seen one jump by dissecting it. You can describe the long legs, musculature, power to weight ratio, but that does not help much, better to show them the frog jumping.
Into the new year, most companies that have June 30 as year end will start the tortuous path of setting the new budget. I have seen the budget process take 6 months, and be as useless as a water pistol in a gunfight when it comes to delivering meaningful outcomes.
Two simple questions are often not asked:
In other words, have a clear business purpose, and know what you have to do to progressively deliver on the undertakings.