While perusing a news site I came across a story that
published the names of ten actors that have a reputation for being difficult
and hard to work with in the entertainment industry. This opinion piece was drawn from insiders
that had either worked with the actors or known someone who had.
Needless to say, sometimes the most talented
have a reputation for being the most difficult.
We have all heard stories of how difficult Steve Jobs was at
Apple and how his genius gave him a pass as his vision and tenacity produced
new technology advances and products that greatly enhanced our personal and
professional lives. Sure a CEO can be
aggressive, demanding, and set incredibly high expectations for the workforce
and the desired outcomes for the company.
Being able to layout an incredible vision just comes with the
title.
In most cases, these CEO’s are accountable to the
stockholders and the pressure of making a return on the group’s investment is a
constant source of motivation and can contribute to that “creative arrogance” that
some are known for in their respective industries. Plus, these leaders have high expectations placed
upon them by their corporate Board of Director’s with organizational goals,
research and development plans, and strategic objectives to achieve. It’s life
in the hot seat. No wonder it can be
lonely at the top with all these demands on these individuals.
Okay, have I provided enough cover or excuses for these
leaders and their behaviors? Do we all
need more convincing that positive results, at the cost of withstanding bad
behavior, may be good for the balance sheet, but it will take it’s toll on the
workforce? One popular leadership author
addresses the “wake” a successful employee can leave behind. Is that wake one
of collaboration and teambuilding or one that is destructive and leaves
workforce casualties as a result? Sure success was attainable, but at what
cost?
Yes, we all have difficult people in our workforce and there
is a fine line between acceptable and destructive behavior. If you are attempting to create and sustain a
workplace culture that values collaboration, trust, and connectedness, then
allowing a rogue high achiever with bad behavior on your team will come at a
cost. That fine line cannot go unchecked
or you run the risk of having your team dividing, or worse yet, dissolving. Sure profits and success are great, but at
the risk of losing a great workplace culture, consider the long-term impact in
allowing this behavior.
Maybe you are that creative arrogant leader. Your success is built on the backs of
well-intentioned and talented employees that desired to work in your highly
demanding workplace under your increasing, and sometimes unattainable, expectations. It’s incumbent upon you to see individuals
for who they are and what they offer to avoid letting your arrogance divide or
dissolve your workforce.
A compassionate
leader can still hold those same high expectations, and in the end, gain more
from their workforce because employees want to be known and valued by their
leader.
As you look at 2015 as a time for setting new expectations,
and changing behaviors, look at the success you currently have and ask, “Who on
my team is doing a great job and needs encouragement to get even better?” and
“What can I do as a leader to get to know my team better to help them
understand that I value who they are what they are accomplishing?” These essential questions will make a
difference for you and your team.
Set your best intentions as a leader or employee on valuing
those you work with while holding high the banner of excellence and high
expectations for all. When we invest in
helping others improve, everyone succeeds. This practice sets our sights to be more,
do more, and achieve more in 2015.
Your compassion is an important element of effective
leadership and one that trumps arrogance and contributes to the bottom line of
profits and employee satisfaction.
