Here is one of my favorite measures for the quality of a leader.
Build a SAFE Environment
In most organizations, there is a continual environment of fear. What we need to realize is that there are different kinds of fear. There is the fear due to market conditions or competition that may make a company go bankrupt.
We have learned over the past decade that just because a company is great now is no guarantee it will even exist in a year or two. There is really no such thing as lifelong job security anymore.
Longevity not guaranteed
As an example, look at Circuit City. In the early years of the 2000’s, it was on top of the heap, and even qualified as one of the “Great” companies in Jim Collins’ book Good to Great. By 2008, the company was history.
So, it is not surprising that few people feel the kind of job security that most individuals felt in the 80’s and 90’s. It is just a fact of life, and that kind of fear needs to be used to create the impetus to do better on a daily basis.
More common fear
The more crippling kind of fear is a nagging feeling that if I tell the truth about something to my boss, I am going to suffer some kind of punishment. It may not be an immediate demotion or dismissal, but eventually I will be negatively impacted in ways I may not even recognize.
So, I clam up and do not share thoughts that could be helpful to my organization.
Create the right culture
Great leaders create an environment where this kind of fear is nearly nonexistent. My favorite quote about this, that I note on my corporate website, is “The absence of fear is the incubator of trust.” In a culture where there is no fear, trust grows spontaneously, much like the mold on last week’s bread, only in this case, the mold is a blessing.
So, what is the mechanism by which great leaders create this lack of fear? They do it by “reinforcing candor.” They let people know they will not be punished for speaking their truth.
Reward rather than punish
On the contrary, these leaders show by words and deeds that people who speak up are actually rewarded for sharing something scary or just not right. That safety gives these leaders the opportunity to correct small problems before they have huge negative consequences for the organization.
That is brilliant leadership!
If you are a leader, focus on one thing when someone tells you something you did not want to hear. Focus your actions on making the person glad he or she brought it up. That behavior is the most constructive thing you can do to build a culture of trust within your organization.
Bob Whipple is CEO of Leadergrow Inc., a company dedicated to growing leaders. He speaks and conducts seminars on building trust in organizations. He can be reached at firstname.lastname@example.org or 585-392-7763.