Bud Bilanich | The Common Sense Guy

Great Leaders Never Give Up

In late December and early January, I did a series of posts on what leaders need to do to help the people they lead to succeed.  These tips were related to one of the points I make in my book 4 Secrets of High Performing Organizations: create a committed and engaged workforce.

Developing and communicating a clarity of purpose and direction is another of the 4 Secrets.  Organizational values are helpful in communicating clarity of purpose.  Values guide decision making.  They help people figure out what to do in ambiguous situations.

In this post, I will concentrate on one of the things great leaders do to use values to communicate their organizations clarity of purpose.

Great leaders lead by never giving up when it comes to promoting their organization’s values to the people they lead.

Great leaders never compromise on the many things that are important to the success of their business and the people they lead.  Organizational values are important to the success of any business.  Values provide the clarity that the people leaders lead need to move the business forward.

All of the people you lead are responsible for conducting themselves in a manner consistent with your organization’s values.  Great leaders make sure that their leadership behaviors are consistent with their organization’s values.  In this way, the people they lead have a solid values model.

Great leaders set the tone for the people they lead.  These leaders know that the people they lead will follow their example – whether it is appropriate or inappropriate.  Great leaders know that if they are cavalier about organizational values, the people they lead will follow their lead.  These leaders also know that if they are diligent about organizational values, the people they lead will follow their lead.  It’s a fact of leadership life – the people you lead, follow your lead.  So lead well.

In their excellent book, Walk the Talk and Get the Results You Want, Eric Harvey and Al Lucia say, “values are the gold in each of us and the real fortune of any organization.”  Great leaders don’t let their organizations’ fortunes sit around and gather dust.  These leaders use organizational values to help the people they lead achieve greater and greater things.  That is afterall, their responsibility as a leader. 

To meet this responsibility, great leaders focus on the person in the mirror.  These leaders focus on how organizational values relate to them – as leaders and as people.  These leaders set a positive example for the people they lead, by ensuring they act in a manner consistent with organizational values. 

When it comes to values, great leaders: know the way, show the way and go the way.  That’s how they earn the right to demand the same of the people they lead.

And, truly great leaders never give up.  These leaders know that persistence is the key to leading with values.  If you want to reach your leadership potential, take a tip from great leaders, and use your organization’s values to help the people you lead become outstanding performers.

That’s it for today.  Thanks for reading.  Log on to my website www.BudBilanich.com for more common sense.  Check out my other blog: www.CareerSuperStar.com for common sense advice on becoming the life and career star you are meant to be.

I’ll see you around the web, and at Alex’s Lemonade Stand.

Bud

PS: Speaking of Alex’s Lemonade Stand – my fundraising page is still open.  Please go to www.FirstGiving.com/TheCommonSenseGuy to read Alex’s inspiring story and to donate if you can.

Great Leaders Lead by Redirecting the Behavior of People Who Are Not Living Organizational Values

In late December and early January, I did a series of posts on what leaders need to do to help the people they lead to succeed.  These tips were related to one of the points I make in my book 4 Secrets of High Performing Organizations: create a committed and engaged workforce.

Developing and communicating a clarity of purpose and direction is another of the 4 Secrets.  Organizational values are helpful in communicating clarity of purpose.  Values guide decision making.  They help people figure out what to do in ambiguous situations.

In this post, I will concentrate on one of the things great leaders do to use values to communicate their organizations clarity of purpose.

Great leaders lead by redirecting the behavior of the people they lead who are not living organizational values.

Great Leaders Lead by Reinforcing Behavior Consistent With Organizational Values

In late December and early January, I did a series of posts on what leaders need to do to help the people they lead to succeed.  These tips were related to one of the points I make in my book 4 Secrets of High Performing Organizations: create a committed and engaged workforce.

Developing and communicating a clarity of purpose and direction is another of the 4 Secrets.  Organizational values are helpful in communicating clarity of purpose.  Values guide decision making.  They help people figure out what to do in ambiguous situations.

In this post, I will concentrate on one of the things great leaders do to use values to communicate their organizations clarity of purpose.

Great leaders lead by rewarding the people they lead who live organizational values.

All great leaders know that the best way to ensure that the people they lead will continue to doing what you want them to do, is to reward the people you lead for the positive things they do.  This is especially true when it comes to values.

Great leaders find that when they reward the people they lead for acting in a manner consistent with organizational values, these people will keep on acting that way.  These leaders reward the people they lead who live the values frequently – with their leadership  feedback – because they know that this is the key to creating a values driven workforce with the people they lead.

Great leaders know the and practice the two criteria of effective feedback – specificity and timeliness – with the people they lead.  These leaders know that it’s not good enough to merely tell one of the people they lead that he or she “is doing a good job with the values.”  Instead, these leaders will say something like: “I saw you go out of your way to handle that customer problem yesterday.  Rather than passing her on to someone else, you got what she needed.  That’s an excellent example of our Customer Service value in action.” 

A simple leadership statement like this meets both feedback criteria.  It’s specific because it focuses on what the person did, and it’s timely because it came soon after the event took place.

Great leaders avoid the “I’m not going to reward the people I lead for doing what they’re supposed to do” trap.  These leaders know that the people they lead – all people for that matter – crave recognition, and they actively look for chances to recognize the people they lead.  Recognition is one of the few things in this world that is highly valued by the person who receives it, and cost nothing to the person who gives it.  Great leaders know this, and they actively search out opportunities to compliment, thank and reward the people they lead for doing the right thing.

Leadership values recognition is a simple process.  Great leaders take a minute or two prior to meeting with one of the people they lead to determine exactly why they want to recognize this person.  They ask themselves: “What did this person do?”  “Why is it important and valuable?”  Armed with answers to these questions, great leaders are ready to meet with one of the people they lead to conduct a recognition conversation.

Begin leadership values recognition discussions by saying that you want to compliment the person you lead for doing something that indicates he or she is living your organization’s values.  Be specific about what he or she did, identify the value involved, and explain why this person’s contribution is important (how it impacts the work team you lead and the larger organization).  Great leaders close with a “thank you”.  Then they shut up and listen.

Some of the people you lead may be embarrassed by this type of conversation.   Others may merely say “thank you” and go on their way.  A few of the people you lead may seize the opportunity to engage you in a leadership conversation about something that’s on their mind.  But here’s one thing great leaders know they can take to the bank.  All of the people you lead will appreciate the fact that their leader noticed their efforts – and that you took some time to recognize them.

The common sense point here: great leaders recognize and reward behavior and actions that are in line with their organization's values -- because it is the best way to get the people they lead to continue that behavior and those actions.

As Al Lucia, co author of Walk the Talk and Get the Results You Want, says "always do right by those who DO RIGHT!

That’s it for today.  Thanks for reading.  Log on to my website www.BudBilanich.com for more common sense.  Check out my other blog: www.CareerSuperStar.com for common sense advice on becoming the life and career star you are meant to be.

I’ll see you around the web, and at Alex’s Lemonade Stand.

Bud

PS: Speaking of Alex’s Lemonade Stand – my fundraising page is still open.  Please go to www.FirstGiving.com/TheCommonSenseGuy to read Alex’s inspiring story and to donate if you can.

Great Leaders Lead by Removing Obstacles to Living Organizational Values

In late December and early January, I did a series of posts on what leaders need to do to help the people they lead to succeed.  These tips were related to one of the points I make in my book 4 Secrets of High Performing Organizations: create a committed and engaged workforce.

Developing and communicating a clarity of purpose and direction is another of the 4 Secrets.  Organizational values are helpful in communicating clarity of purpose.  Values guide decision making.  They help people figure out what to do in ambiguous situations.

In this post, I will concentrate on one of the things great leaders do to use values to communicate their organizations clarity of purpose.

Great leaders lead by removing obstacle to bringing values to life.

Great leaders know that one of their most important jobs is helping the people they to succeed – and this includes succeeding at living organizational values.

Great leaders know that sometimes organizations throw up unintended obstacles to their own values – making it difficult for the people they lead to live the values. 

Great leaders identify these roadblocks.  They lead by eliminating or minimizing them for the people they lead.  Failing that, great leaders show the people they lead how to deal with obstacles to living organizational values that can’t be removed.

Great leaders get involved when they see that the people they lead are encountering obstacles to living the values – or when the people they lead come to them after encountering roadblocks.

The people you lead are likely to encounter three types of obstacles when it comes to living organizational values.

Obstacle 1

Certain organizational policies and procedures make it difficult for the people you lead to live your organization’s values.

Remedy

Great leaders address this type of situation by reviewing organizational policies and procedures, and then leading the effort to change those that make it difficult for the people they lead to live organizational values.

One leader I know created a “Stupid Policy Alert” form.  She invited the people she leads to identify organization policies, procedures and practices that got in the way of doing business.

Obstacle 2

The people you lead don’t realize that they have the wherewithal to remove (or at least overcome) obstacles to living organizational values.

Remedy

Great leaders have the people they lead make a list of the obstacles to living the values that they face.  These leaders work with the people they lead to clarify exactly how much latitude and discretion they have in dealing with these issues. 

Great leaders encourage all of the people they lead to notify them when they encounter obstacles.  These leaders recognize the people they lead who surface obstacles to living the values.

Obstacle 3

The people you lead lack the knowledge and skills necessary to practice certain organizational values.

Remedy

Great leaders clarify expectations and then help the people they need develop the knowledge and skills necessary to practice all organizational values.  These leaders help the people they lead develop the willingness to live organizational values by setting the proper leadership example and living the values themselves.  These leaders also help the people they lead develop the ability to live the values.  Leaders do this with the people they lead through a combination of coaching, formal classes, mentoring and specific ongoing feedback.

In the end, it’s just common sense.  Great leaders make it easy for the people they lead to live their organization’s values by removing obstacles they face, and by equipping the people they lead to handle those barriers that can’t be removed.

That’s it for today.  Thanks for reading.  Log on to my website www.BudBilanich.com for more common sense.  Check out my other blog: www.CareerSuperStar.com for common sense advice on becoming the life and career star you are meant to be.

I’ll see you around the web, and at Alex’s Lemonade Stand.

Bud

PS: Speaking of Alex’s Lemonade Stand – my fundraising page is still open.  Please go to www.FirstGiving.com/TheCommonSenseGuy to read Alex’s inspiring story and to donate if you can.

Great Leaders Lead by Teaching

In late December and early January, I did a series of posts on what leaders need to do to help the people they lead to succeed.  These tips were related to one of the points I make in my book 4 Secrets of High Performing Organizations: create a committed and engaged workforce.

Developing and communicating a clarity of purpose and direction is another of the 4 Secrets.  Organizational values are helpful in communicating clarity of purpose.  Values guide decision making.  They help people figure out what to do in ambiguous situations.

In this post, I will concentrate on one of the things great leaders do to use values to communicate their organizations clarity of purpose.

Great leaders lead by teaching.

Great leaders are teachers.  They know that they have the primary responsibility for helping the people they lead learn how organizational values should guide daily activities.

Great leaders use questions to teach the people they lead.  When leaders ask thought provoking questions that pertain to their organization’s values, the people they lead quickly realize that that the values are important… and should be taken seriously.

Great leaders teach the people they lead by using questions to do three things:

            

·        Point the people they lead in the right direction.

·        Assist the people they lead in developing critical thinking skills.

·        Help the people they lead to articulate what they already know.

Great leaders point the people they lead in the right direction by asking simple questions related to their organization’s values.  For example, many organizations hold “teamwork” as a value.  Leaders who want to reinforce this value can ask the people they lead a very simple question every time to bring suggestions to them:  “who else needs to know about this to make it happen?”  This simple question reinforces the teamwork value – and it saves headaches down the road because everybody is on board with projects from the very beginning.

Great leaders also use questions to help the people they lead develop their critical thinking skills.  Critical thinking is the ability to assess a situation and determine the appropriate course of action.  These leaders use questions to assist the people they lead in analyzing issues and deciding what to do. 

Here’s an example of a question great leaders use to build critical thinking skills in the people they lead.  When one of the people they lead approaches them for advice, they ask “what do our values tell you is the right thing to do here?”  These leaders follow up with questions like “what if…” and “have you thought about this…” questions.  The people that these leaders lead become better thinkers because of questions like this.  And, they soon develop the habit of factoring organizational values into their decision making processes.

Finally, great leaders ask questions to help the people they lead articulate what they already know.  Leaders use these types of questions to help the people they lead gain the confidence they need to be successful.  When one of the people they lead asks for their advice on a subject in which these leaders feel the person is competent and knowledgeable, they turn the tables.  These leaders ask questions like: “what do you think we should do?”  Leaders who use this technique find that the people they lead often surprise themselves by coming up with good answers to questions on their own.  When this happens, great leaders reinforce the people they lead for their decision making ability – especially when the answer is in line with, or reinforces organizational values. 

Paul Sims says, “leadership is synonymous with teaching.  Both activities are about the same thing: showing the way.”  Great leaders know this, and use questions to show the way to the people they lead.

That’s it for today.  Thanks for reading.  Log on to my website www.BudBilanich.com for more common sense.  Check out my other blog: www.CareerSuperStar.com for common sense advice on becoming the life and career star you are meant to be.

I’ll see you around the web, and at Alex’s Lemonade Stand.

Bud

PS: Speaking of Alex’s Lemonade Stand – my fundraising page is still open.  Please go to www.FirstGiving.com/TheCommonSenseGuy to read Alex’s inspiring story and to donate if you can.

Great Leaders Set Clear Expectations for the People They Lead

In late December and early January, I did a series of posts on what leaders need to do to help the people they lead to succeed.  These tips were related to one of the points I make in my book 4 Secrets of High Performing Organizations: create a committed and engaged workforce.

Developing and communicating a clarity of purpose and direction is another of the 4 Secrets.  Organizational values are helpful in communicating clarity of purpose.  Values guide decision making.  They help people figure out what to do in ambiguous situations.

In this post, I will concentrate on one of the things great leaders do to use values to communicate their organizations clarity of purpose.

Lead by communicating that fact that your organization’s values are job expectations for the people you lead.

Great Leaders See Problems and Crises as Opportunities

In late December and early January, I did a series of posts on what leaders need to do to help the people they lead to succeed.  These tips were related to one of the points I make in my book 4 Secrets of High Performing Organizations: create a committed and engaged workforce.

Developing and communicating a clarity of purpose and direction is another of the 4 Secrets.  Organizational values are helpful in communicating clarity of purpose.  Values guide decision making.  They help people figure out what to do in ambiguous situations.

In this post, I will concentrate on one of the things great leaders do to use values to communicate their organizations clarity of purpose.

Lead by becoming a role model for your organization’s values with the people you lead.

Great leaders practice values driven leadership by becoming a role model for their organization’s values.  “Role model”, you say.  “That’s Mom and apple pie stuff.  Everyone tells you to be a role model, no one tells you how.”

Great leaders act as role models for their organization’s values.  They set the proper example.  They are committed to their organization’s values, and they practice them all the time, without exception.  The people they lead can count on this.

Great leaders know that bringing values to life is a behavioral issue.  They put their focus on what they do, day in and day out.  Great leaders realize that to be a values role model, they need to pay attention to everything they do – because everything a leader does, counts.

In order to become an exceptional values role model, great leaders focus on items.

1. How they spend their time.
2. Where they go.
3. What they say.
4. How they deal with problems and crises.

In this post, I’d like to focus on how great leaders deal with problems and crises in a manner that helps them become a role model for their organization’s values.

Great leaders know that problems and crises not present excellent opportunities for them to model their organization’s values; they also are a time when a leader demonstrates his true commitment to the values for the people he or she leads.   People, leaders included, show their true colors in times of stress. 

When leaders react to problems in a manner consistent with their organization’s beliefs and principles – it’s values – they gain credibility as a leader and the values gain credibility with the people they lead.  On the other hand, when leaders react to problems and crises in a manner contrary to organizational values, both their credibility and the credibility of the values is shattered with the people they lead.

When great leaders are faced with a problem or crisis, they slow down and remain calm.  The ask themselves a simple question.  “What leadership guidance do our organizational values provide me and the people I lead in this situation?”  Then they decide what to do

It’s that simple.  Great leaders keep their organizations’ values in their minds at all times.  They reflect on values prior to taking leadership action.

Slowing down in a problem or crisis can go against the grain.  Many leaders think that problems and crises call for warp-speed action.  Great leaders know that the opposite is true.  By slowing down, thinking about the situation and their organization’s values, they end up with making better decisions and reinforcing the importance of their organization’s values in the minds of their people. 

Great leaders don’t procrastinate – they act swiftly and deliberately to solve problems.  They just take five or ten minutes to think about the problem and plan a course of leadership action that will not only solve the problem, but will reinforce organizational values in the minds of the people they lead.  They know that these five or ten minutes are valuable; that leadership decisions made and actions taken in the heat of the moment, can undermine their credibility as a leader.  They avoid this by dealing with problems and crises in a manner consistent with their organization’s values.

In the past four posts, I’ve written about the importance of leaders acting as role models for their organizations’ values.  Here is a summary of the ideas I’ve covered.

• Great leaders spend their time in a manner that highlights and reinforces their organization’s values for the people they lead.
• Great leaders get out of their office and interact frequently with the people they lead.
• Great leaders pay attention to what they say – and don’t say – to make sure that their words reinforce organizational values for the people they lead.
• Great leaders slow down when things get hot.  They use organizational values as a guide for solving problems and addressing crises. 

By doing these things, great leaders are values role models for the people they lead.

That’s it for today.  Thanks for reading.  Log on to my website www.BudBilanich.com for more common sense.  Check out my other blog: www.CareerSuperStar.com for common sense advice on becoming the life and career star you are meant to be.

I’ll see you around the web, and at Alex’s Lemonade Stand.

Bud

PS: Speaking of Alex’s Lemonade Stand – my fundraising page is still open.  Please go to www.FirstGiving.com/TheCommonSenseGuy to read Alex’s inspiring story and to donate if you can.

Great Leaders Lead by Paying Attention To What They Say

In late December and early January, I did a series of posts on what leaders need to do to help the people they lead to succeed.  These tips were related to one of the points I make in my book 4 Secrets of High Performing Organizations: create a committed and engaged workforce.

Developing and communicating a clarity of purpose and direction is another of the 4 Secrets.  Organizational values are helpful in communicating clarity of purpose.  Values guide decision making.  They help people figure out what to do in ambiguous situations.

In this post, I will concentrate on how great leaders use values to communicate their organizations' clarity of purpose.

Lead by becoming a role model for your organization’s values with the people you lead.

Great leaders practice values driven leadership by becoming a role model for their organization’s values.  “Role model”, you say.  “That’s Mom and apple pie stuff.  Everyone tells you to be a role model, no one tells you how.”

Great leaders act as role models for their organization’s values.  They set the proper example.  They are committed to their organization’s values, and they practice them all the time, without exception.  The people they lead can count on this.

Great leaders know that bringing values to life is a behavioral issue.  They put their focus on what they do, day in and day out.  Great leaders realize that to be a values role model, they need to pay attention to everything they do – because everything a leader does, counts.

In order to become an exceptional values role model, great leaders focus on the follwing four items.

1. How they spend their time.
2. Where they go.
3. What they say.
4. How they deal with problems and crises.

In this post, I’d like to focus on how great leaders use what they say to become a role model for their organization’s values.

Great leaders know that they say things to the people they lead in a number of different ways and forums.  Leaders say things in one on one discussions with the people they lead.  Leaders say things in written communications to the people they lead– both hard copy and e mail.  Leaders say things when they post items on a bulletin board to be read by the people they lead.  Leaders say things when they hold meetings with the people they lead.  Great leaders know that leaders say things even whey they say nothing at all.  It’s all about leadership communication – and as the saying goes: “leaders, can’t not communicate.

Great leaders know that whatever they say (or don’t say) speaks volumes about their view on their organization’s values.  For example, great leaders know that if their organization says it values innovation and creativity, leaders need to ask the people they lead to come up with new, different and better ways of doing things.  When leaders do this, they are acting as a role model for their organization’s values.  When leaders fail to do this, they are condoning the status quo for the people they lead. 

That’s it for today.  Thanks for reading.  Log on to my website www.BudBilanich.com for more common sense.  Check out my other blog: www.CareerSuperStar.com for common sense advice on becoming the life and career star you are meant to be.

I’ll see you around the web, and at Alex’s Lemonade Stand.

Bud

PS: Speaking of Alex’s Lemonade Stand – my fundraising page is still open.  Please go to www.FirstGiving.com/TheCommonSenseGuy to read Alex’s inspiring story and to donate if you can.

Great Leaders Lead by Being Where The Action Is

In late December and early January, I did a series of posts on what leaders need to do to help the people they lead to succeed.  These tips were related to one of the points I make in my book 4 Secrets of High Performing Organizations: create a committed and engaged workforce.

Developing and communicating a clarity of purpose and direction is another of the 4 Secrets.  Organizational values are helpful in communicating clarity of purpose.  Values guide decision making.  They help people figure out what to do in ambiguous situations.

In this post, I will concentrate on one of the things great leaders do to use values to communicate their organizations clarity of purpose.

Lead by becoming a role model for your organization’s values with the people you lead.

Great leaders practice values driven leadership by becoming a role model for their organization’s values.  “Role model”, you say.  “That’s Mom and apple pie stuff.  Everyone tells you to be a role model, no one tells you how.”

Great leaders act as role models for their organization’s values.  They set the proper example.  They are committed to their organization’s values, and they practice them all the time, without exception.  The people they lead can count on this.

Great leaders know that bringing values to life is a behavioral issue.  They put their focus on what they do, day in and day out.  Great leaders realize that to be a values role model, they need to pay attention to everything they do – because everything a leader does, counts.

In order to become an exceptional values role model, great leaders focus on items.

1. How they spend their time.
2. Where they go.
3. What they say.
4. How they deal with problems and crises.

In this post, I’d like to focus on how great leaders pay attention to where they go in order to become a role model for their organization’s values.

Most organizations have one or more values based on inclusion – recognizing and communicating that all employees are valuable and important members of the workforce.  Typically, these values are called things like: “Dignity”, “Mutual Respect”, “Teamwork” or “Inclusion.” Great leaders know that one of the best ways to model this type of value is to get out of their office and spend time with the people they lead.  Nothing shows people that they are respected and valued as a little face time with their leader.

Sales leaders have known this for years.  Great sales leaders spend a meaningful amount of time with the people they lead who work in the field – providing updates, observing them at work, coaching them, and more importantly, just being their to show their leadership support.  Interestingly, geographical dispersion often leads to leaders spending more time with the people they lead; while close proximity frequently leads to less meaningful leader – employee face time.

Some companies mandate that leaders spend time with the people they lead by insisting on monthly communication meetings.  These companies know that at least once a month, leaders will be meeting with the people they lead in a group forum.  Great leaders go way beyond holding these types of meetings.  They block time on their calendars for getting out, meeting and interacting with the people they lead.  They know that it’s one of their most important leadership functions.

Even in companies that do not have an inclusive value, great leaders can be found where the action is – on the shop floor, on customer calls, in the laboratory, in marketing brainstorming sessions.  Leaders who spend time with the people they lead send a loud, clear and unmistakable message: “I value you and the work that you do”.  People are more committed when they have leaders like this.

That’s it for today.  Thanks for reading.  Log on to my website www.BudBilanich.com for more common sense.  Check out my other blog: www.CareerSuperStar.com for common sense advice on becoming the life and career star you are meant to be.

I’ll see you around the web, and at Alex’s Lemonade Stand.

Bud

PS: Speaking of Alex’s Lemonade Stand – my fundraising page is still open.  Please go to www.FirstGiving.com/TheCommonSenseGuy to read Alex’s inspiring story and to donate if you can.

Develop a Personal Relationship With Your Organization's Values

In late December and early January, I did a series of posts on what leaders need to do to help the people they lead to succeed.  These tips were related to one of the points I make in my book 4 Secrets of High Performing Organizations: Create a committed and engaged workforce.

Developing and communicating a clarity of purpose and direction is another of the 4 Secrets.  Organizational values are helpful in communicating clarity of purpose.  Values guide decision making.  They help people figure out what to do in ambiguous situations.

In this post, I will concentrate on one of the things great leaders do to use values to communicate their organizations clarity of purpose.

Lead by developing a personal understanding of your organization’s values.

Great leaders practice values driven leadership by delving into their organization’s values.  They think about what their organization’s values mean to them – as a person and as a leader.  In short, great leaders develop a very personal understanding of their organization’s values.

Great leaders do this in order to help them be able to make their organization’s values meaningful to the people they lead.  Values are just nice words on paper unless leaders help the people they lead assign personal meaning to them.

Great leaders accomplish this seemingly daunting task through thinking and introspection.  Here’s how they do it.

First the thinking – great leaders review their organization’s values one at a time.  They read what’s written about each value, and reflect on their specific leadership situation.  These leaders ask themselves, “how does this value apply to me and the people I lead?”

Next come introspection – great leaders ask themselves the following questions.  “Does this value mesh with my personal value system?”  “Are then any conflicts between what I value as a person and a leader, and what my organization values?”

Leaders’ personal values must not conflict with the values of their organization.  Leaders must ensure that the people they lead support, commit to, and act in accordance with their organization’s values.  If leader’s personal values are at odds with their organization’s values – and this happens in extremely rare cases – leaders are better off finding an organization with whose values they are in personal agreement.

To summarize: great leaders study their organization’s values and determine how these values apply to them and the people they lead.  Then, great leaders reflect on their organization’s values to ensure that their personal values are in sync with them.  By doing this, leaders position themselves to do an effective job of creating clarity of purpose through organizational values.

That’s it for today.  Thanks for reading.  Log on to my website www.BudBilanich.com for more common sense.  Check out my other blog: www.CareerSuperStar.com for common sense advice on becoming the life and career star you are meant to be.

I’ll see you around the web, and at Alex’s Lemonade Stand.

Bud

PS: Speaking of Alex’s Lemonade Stand – my fundraising page is still open.  Please go to www.FirstGiving.com/TheCommonSenseGuy to read Alex’s inspiring story and to donate if you can.