Key Point: The “leaders” that literally scare me are the ones that have an ego-based definition of loyalty. These so called “leaders” evaluate loyalty by the way people agree with them and bow to their personal viewpoints. “Loyal” people, by this definition, always agree with the boss and dare not challenge the “leader’s” ideas, versus doing the right thing.
Having ALL people in tune with an organization’s purpose, vision and values is vitally important. Leaders should expect loyalty to these elements. Employees that do not align with them should be invited to leave. Why hang around if you do not resonate with the culture? On the other hand, all aspects related to diminishing the culture should be up for fierce conversation. That is honorable loyalty.
The very best leaders invite disagreement and an unvarnished viewpoint on matters impacting purpose, vision and values. These enlightened leaders know that the most loyal team members are first and foremost committed to the organization. All employees learn that they must be guided by this framework first, and hence are fearless when confronting leadership that (for whatever reason) may be “out of bounds.” The greater good of the institution comes first. If the “boss” is misguided or underwhelming, loyalty means being accountable and rewarded for confronting that behavior.
Here is what to watch for regarding sousing out dangerous “loyalty” leaders: They like to have always affirming, even adorning “yes” people surround them. On the surface, these folks are charming and often appear to be open to different viewpoints, asking to be challenged. Yet, when you examine what really happens, it becomes very clear to everyone that what the boss wants, the boss gets. Furthermore, ego-based leaders are superb at harnessing fear. They know how to subtly (or not-so-subtly) leverage the fact that most people at all levels do not want to lose their jobs. An example: I listened to a VP of HR brag how his CEO banished a procurement manager to stay in an inconvenient location at what this leader deemed a “second rate hotel” for a week. When this procurement manager finally asked for permission to come home, the CEO laughed and said he “forgot” about him being in the “penalty box.” Needless to say, when this CEO blew his horn, the entire company metaphorically hid under their desks.
The other thing these scary leaders do is limit the number of advisors they listen to. Why put up with the viewpoints of strong characters that may challenge theirs? Furthermore, these so called “leaders” will lie and/or distort the truth to align with their version. The most glaring current example is sadly, the U.S. President. This recent article and President Donald Trump’s dinner conversation with former F.B.I. director Comey gives you an insight on Trump’s view on loyalty. It appears that this leader puts himself and his ego before everything else.
Character Moves:
- Do not under any circumstance allow yourself to work for an ego-driven, narcissist leader. They will bury your soul in the shadow of their ego. They come first, regardless of the situation.
- Enjoy the ride when you are working in an organization where respectful challenge to do the right is genuinely encouraged.
Right loyalty in The Triangle,
Lorne
One Millennial View: In my line of work, celebrities surround themselves with “yes” people on a regular basis, and you observe from outside and go “wait, how did this person get so out of touch?” That said, stories surrounding these “yes” people often seem speculative, abhorrently complicated, case-by-case, shrouded by misunderstood walls of secrecy, making the truth hard to find. What we can do for sure is start with ourselves… As Millennials, and we achieve more responsibility, we can ask: Are we being honest? Is our ego in check? Can we converse with people that disagree with us? It begins there, or else I guess we can see frustrating examples of how we may act in our future.
– Garrett
Edited and published by Garrett Rubis