In my last post about 5 Ways to detect “Corporate Theater” among employees and correct it immediately, I shared how employees create theater and how to overcome it. If you haven’t read it go back and read it by clicking here
This time I want to address how Leaders exhibit “Corporate Theater”- doing something wrong with the knowledge that it is wrong and expect positive results from it. My purpose in sharing these ways it to challenge you as a Leader to do better. Remember before you learn a new way of doing you must learn a new way of thinking.
As a business Leader you are responsible for what is going on in your business. “But Sudesh my team does not support me”,
“who hired them?”
The following are some of the major ways in which leaders exhibit “Corporate Theater” and how you can overcome the cancer:
- Thinking that staff work for you: Patrick Lencioni in his book “The Truth about Employee Engagement.” he shares a quote by author Samuel Johnson, “People need to reminded more often than they need to be instructed.” The people in your Organization matter, they are your partners, you work with them and they don’t work for you.
- Expecting to hire wrong people and get the right results: Who you bring through the front door determines whether you win or lose. Hiring right has many elements;
Profile who you want and why you want them.
Follow your instinct when hiring. I have learned over the years that if my instinct is not right I am missing something and regardless of how good the resume looks if I feel not right I won’t hire you.
Grow yourself; you attract who you are not who you want. Smart people are attracted to fellow smart people. Find what you want in an employee and ask yourself, “Do I possess the character I want?”
Have the courage to let people go if you made a mistake hiring them.
- Not growing your Leadership Capability: The way most businesses start is based on technique and not necessarily leadership; a hairy stylist finds herself compelled to start her own business, opens a hair salon and then goes to work, doing it, doing it, doing it. “The truth here is that knowing how to do the work of a business (hair styling) has nothing to do with building a business that works”, says Michael.E. Gerber in his book Emyth Mastery; The seven essential disciplines of building a world class Company. Learning how to lead in a small organization is preparing you for the large organization you are building. Here are some simple ways to start leading;
Accept the responsibility to lead- you are responsible for the direction of the Organization, not you staff of mother-in-law.
Practice the art of making decisions. The role of a CEO is to make decisions and one way to make smart decisions is to make many decisions. To make decisions smarter seek counsel and study great CEOs. In my early years I studied Donald Trump a lot. Who can you model?
Those two are enough for now.
- Neglecting the Culture: Our wonderful clients that have taken part in Cultural transformation confess that they wished they knew how important Culture was, they would have addressed it in the very beginning. Culture (a set of behavioral standards that determines how you hire, take on clients and make decisions) requires the leader to map out the true behaviors of the group preferably before even people join the team. These standards ease decision making, hiring and creates an authentic brand. If as a Leader you wait for long to focus on Culture, it will cost you a lot of time and money later.
As a leader understand that “Corporate Theater” is a cancer, deal with it as such, prevent it and see your team live with purpose and make lots of profit while having fun. All the best.