Great Leader Mediocre CompanyHave you ever worked for a really fantastic leader within a company that did not celebrate collaboration or leadership?  How about a company who cared less about their culture than they did a spreadsheet?

I have.  One of those great leaders was a PM I worked for directly; the other was the director within an R&D department. Both of these gentlemen were exceptional leaders in addition to being technically extraordinary within their field.  What I noticed was that no matter how difficult the organization was to work within, no matter how their creativity and innovation was stepped on or their hands tied, they always approached their teams positively and enthusiastically.

Here are a few of the lessons I learned from these two leaders:

  • It is possible to change the world.
  • It is possible to deliver exceptional product within pockets of an organization that does not make people, customers, creativity and innovation their priority.
  • A great leader always puts people first and foremost.
  • Maintaining a can-do attitude will provide exceptional results.

Are these two folks still working at this company?  Not on your life.

Here is what I learned from their departure

  • The world we change may not be the one we originally set out to change.
  • Without the backing of their company, great leaders will share their strengths elsewhere.
  • Great leaders will gravitate to where they can lead people not process.
  • Regardless of the technical results, a great leader cares more about the quality of what they leave behind than what shows up on a spreadsheet.

Companies who are seeking great leaders may very well have them right under their noses.

To a company that does not champion leadership; they might see a leader’s passion as misdirected rather than innovative.  Great leaders challenge the Status Quo – they push against process for process sake and they are rabble-rousers against any decisions made blindly without asking for input from the hands-on specialists on the front-line.

If a company is seeking great leaders, they must first become a company that seeks great culture.

  • One where creativity, innovation, people and behaviour is clearly defined.
  • Where people who don’t fit within the desired culture are paid out to leave.
  • Where people are treated with respect, dignity and compassion, and celebrated for their strengths.
  • Where performance management also holds employees up to the company values.
  • Where the company LIVES their values and their mantra can be repeated by all staff members.

Patti is a strategic advisor in Leadership Development, Customer Service and Culture through Mergers and Acquisition. You can book her to speak at her personal page.

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