Tag Compliance

Fear School

Steve Keating 3 Comments

Early in my career selling training programs I made a call on one of the world’s largest manufacturing companies. I was selling a variety of training programs but the one I was focused on during this call was Leadership Training. 

I asked how the company was currently developing their leadership teams and they said they were in kind of a gap period. In fact it had been awhile since they offered any formal training to their leadership team. 

We talked about what they had done in the past and they told me that all new managers were required to attend what they called “Fear School.” It was management training designed to help the new manager understand how to put the fear of God into their people. They had used their Fear School program for literally decades. They were now struggling with turnover and recruiting issues so they thought perhaps another approach might be in order. 

You may think that putting fear into the minds of people is an ineffective way to get them to do things. You would be wrong. It is very effective…just not for very long. Putting fear into people makes them compliant. They do what they are told because they fear the consequences of not doing it. 

They do it but they seldom do it well. They seldom do more than the minimum required to avoid the consequences. Compliant employees are very expensive for a company because they are not engaged with the goals or vision of the organization. They take up space and add little value beyond what the fear-mongering boss can force out of them. 

Compliant employees use their job description as a shield to deflect requests to do anything that might appear to be extra work. 

It is unlikely that any company still offers “Fear School” to their new managers. Many new managers however operate as if they passed the class with flying colors. They settle for the compliance of their people rather than working to earn their commitment. 

Authentic Leaders work daily to earn the commitment of their people. While compliant people are working to get out of work, committed employees are working to constantly improve both their organizations and themselves. They add value anyway they can. 

Some people will tell you that there is no difference between managing people and leading people. They say it’s all semantics. Those people would be mistaken. They would also be the managers most likely to settle for compliance. 

If you want to determine if someone is trying to manage people or if they are an Authentic Leader it’s actually pretty easy. Just look at the people they are responsible for leading. If the people are committed they are being led. If they are sleep walking through their day they are being managed. 

Here’s the sad part of all that. Every employee wants to be engaged. Every person wants to make a difference. Every person wants to enjoy their work. Every person can be an engaged and contributing employee. Every person wants effective and Authentic Leadership. 

Not every person in a leadership position wants to help their people have those things. They are “lazy leaders” who settle for compliance when they could have so much more. 

That’s a shame on many levels but especially for the people who lack the leadership they need.

Are You Committed or Compliant?

Steve Keating 5 Comments

The difference between a committed person and a compliant person is like the difference between night and day. It’s huge!

 

A committed person carries an attitude that helps them drive towards their goals. A committed individual acts with purpose for a purpose. Not only do they have goals they also have a plan to achieve them. Their commitment to themselves, the people they care about and to their organization or business shows in everything they do. 

 

Committed people look different. They act different. They speak differently than most people and they tend to brighten every room they enter. 

 

Compliant people are easy to spot too. They are doing what they are supposed to do and not much more. They live in the zone of “same ‘ol, same ‘ol”. They may think they have goals but often those goals only deal with “getting through the day” or “doing what I have to do to keep the boss happy.” 

 

You know how when you’re at the grocery store and there are two check out lines to chose from. You pick one and after a few minutes you realize you picked wrong. The other line is flying and your line is barely moving. The other line likely has a committed cashier and your cashier is the compliant one. They are doing the same job, they are just doing it with very different attitudes. 

 

Think about how unhappy you are when you’re dealing with a compliant person. Then think about which cashier most closely resembles you and your attitude. 

 

Your level of commitment is directly related to your attitude. Your attitude cannot be left to chance, it must be made by choice. Failing to consciously choose a positive attitude results in the unconscious choice of a negative one. 

 

There are no neutral attitudes. If your attitude isn’t positive then it is negative. There is too much negativity around everyone to assume that positivity just happens. It does not, you MUST choose it and then work to keep it. 

 

Being that slow cashier is the likely result of failing to chose. The best news is that no one, no circumstance, no traffic, no weather report, no nothing nothing nothing, can rob you of that choice. 


So… what are you choosing today?

DOA Leadership

Steve Keating 3 Comments

There are many character flaws that can make an otherwise strong leader weak. There is one flaw however which will absolutely kill the opportunity to lead; it makes a person’s leadership potential Dead on Arrival upon being promoted to a leadership position. 

That flaw, and flaw is almost too small a word to fully describe this catastrophic mistake, but that flaw is believing that you can’t be wrong simple because you occupy a position of leadership.

Believing that somehow your position makes you always right, about everything, all the time, will quickly kill the morale of what could have been your team. You will never (I know that never is an incredibly strong word but never is the correct word in this instance) be able to earn the commitment of your people, you will have to settle for their compliance. If you even get that.

Believing that your position makes you right all the time crushes the creativity of your people. They will quickly learn to keep their ideas to themselves since you’ve “led” them to understand that they can’t be right. By the way, this further increases your delusion that your position always makes you right. 

Authentic Servant Leaders understand that they can be wrong about almost anything, at almost any time, just like any other human on the planet. Authentic Servant Leaders value thinking different than their own and they understand that if their people are always in full agreement with them then their people aren’t really thinking at all.

Authentic Servant Leaders know that their position doesn’t make them right about everything, all their position really does is give them the opportunity to have a positive influence on their organization and it’s people.  

Authentic Servant Leaders let the best idea win, whether it was their idea or not. 

If you’re a leader who believes for even a minute that your position somehow makes you smarter than the people you try to lead then you should know that you’re not only sometimes wrong, you’re likely often dead wrong. 

Leadership potential is a terrible thing to waste, don’t let your potential be DOA!

Compliance is not Commitment

Steve Keating 5 Comments

No one has every done anything that they didn’t want to do!

Almost everyone would disagree with that statement and everyone who disagrees would be wrong. Almost everyone would say they have been made to do something they didn’t want to do. It could have been by their parents, their boss, maybe a spouse (I hope not a spouse) maybe a friend or co-worker. But the fact is they didn’t really make you do something that you didn’t want to do. 

They found a way to make you want to do it.

They provided you with a choice. Either do this or something bad will happen to you. They made the “something bad” worse than the thing you would have preferred not to do. You considered your options and decided to do the thing you would have preferred not to instead of receiving the “something bad” as an alternative. 

You wouldn’t have normally “wanted” to do the thing you did but it was better than the “something bad” that was the alternative. 

That’s how compliance works. 

Limited leaders think that forcing their people to comply by using the “something bad” alternative makes them a leader. They are dead wrong!

Compliance can appear to work in the short term and it kind of does. A limited leader can have some short-term success by forcing a reasonable level of performance out of their people. But from the very beginning a compliance based leader erodes the trust and morale of their people. Compliance based leaders will always, always have “people issues” because people just aren’t made to be compliant. 

The people issues will look like attitude problems, attendance or tardiness problems, productivity problems, and general engagement issues.

When I see those issues and problems happen with more than a small percentage of an organization’s people it is unlikely that the organization has hired a bunch of malcontents, it is far more likely they are trying to force a bunch of good people to comply.

That’s a leadership issue. 

Authentic Servant Leaders do not need the compliance of their people because they have earned their commitment.  

Authentic Servant Leaders understand that earning the commitment of their people is a whole lot of work but they also understand that the payback can be huge. Most of their “people issues” disappear. While compliant people will eventually, kind of, sort of, get the job done a committed person will get the job done better and faster. The enthusiasm of committed people extends beyond an organization’s walls, infecting customers and other stakeholders with a sense of being part of something worthwhile. 

Committed people will outperform compliant people in virtually every way and in virtually every circumstance. 

If you’re going to excel as a leader you must absolutely understand that compliance is not the same as commitment. If you’re struggling with consistent people issues it is very likely that you are trying to lead by compliance. That just doesn’t work long-term, it never has and I find it hard to believe that it ever will.

So you’ll need to change your leadership style to earn the commitment of your people. Remember, you’re the LEADER, if you aren’t committed to change first then don’t expect any changes from your people.

Controlling Leadership

Steve Keating 5 Comments

One of the biggest leadership myths around is the myth about leadership control. If you buy into the control myth then you likely believe that once you have a position of leadership you will also have substantially more control over people, things, and circumstances than you did before.

You might have a little more but not much and not often.

I see new leaders all the time trying to over control people and situations and it’s almost always a mistake. New leaders try to get their people to think like them, to act like them and to do most everything just like them. They try to exercise their “authority” over their people and they end up with compliant people but not committed ones. 

New leaders (okay, there are a lot of experienced leaders who think this too) believe their people have to do what they are told in the way that they were told to do it. (by the way, they don’t, they merely have to pretend to) They never even try to get their people committed because they are so fascinated with their newfound ability to make people comply. 

They frequently mistake compliance for control. So new leaders tend to make their plans believing that they control much more than they actually do. 

German military strategist Helmuth von Moltke said “No battle plan survives contact with the enemy.”

I might add that no business plan survives contact with the competition and no personal plan survives contact with other people.

When your plan meets the real world, the real world wins. Very little goes totally as planned. Errors pile up. Mistaken suppositions come back to bite you. The most brilliant plan loses touch with reality. Because complete leadership control is a myth.

The only thing that a leader can truly control is how they react to the uncontrollable. 

When the uncontrollable and unforeseen events happen do you as a leader calm the storm or add to the turbulence? Do you provide hope to the hopeless or are you hopelessly negative? Are you the model of flexibility and perseverance or do you dither in the comfort of your office?

Are you an Authentic Leader or just someone with a fancy title and position? 

If you’re an Authentic Leader then stop trying to boss your way to compliance and start showing that you trust, understand, and care about your people enough to earn their commitment. If you’re an Authentic Leader then stop trying to control your people and start encouraging and influencing them to commit. 

Controlled people get the job done…barely. Committed people get the job done well, quickly, and completely. People resist control and respond to leadership. 

Authentic Leaders don’t buy into the control myth!

Compliance or Commitment?

Steve Keating 6 Comments

One of the biggest differences between someone who tries to manage people and someone who truly leads people is this: a manager may have the compliance of their people but a true leader has their commitment. 

If you don’t think that’s a huge difference then answer this. Which employees do you think serve an organization better, compliant employees or committed employees? Which would you rather work with, somebody who only does what they are told because they “have to” or someone who does whatever needs to be done because they “want to?” 

Pretty much any boss or manager can force their people to comply. They simply make the consequences of not complying worse than what they are asking their people to comply with. 

Having the compliance of your people isn’t the worst thing in the world but compliant people rarely perform up to the standards required to grow a business. They create a tension in an organization that leads to under-performance on many levels. 

Compliant people need constant direction and follow-up. Compliant people do only what they are told and seldom provide more than the minimum effort required to complete a task. Compliant people believe that “good enough” is indeed good enough.

It requires leadership to gain the commitment of people. Authentic Servant Leaders know that they must earn the right to lead. They know it is earned by demonstrating sincere caring for those individuals who they would lead. If your people don’t believe that you care about them they will find it nearly impossible to commit to you as a leader. 

Commit to you as a leader….do you understand that part? People don’t commit to positions or titles, they don’t commit to companies or organizations and they don’t commit to jobs. People commit to people and if you want them to commit to you as a leader then you must frequently SHOW that you care about them as a person. 

Caring as a leader is NOT a weakness, it is in fact a tremendous strength. It is a strength required for Authentic Servant Leadership. 

Once your people know you care then they can commit. Once committed they immediately outperform the merely compliant members of an organization. They consistently go the extra mile, they find solutions rather than just looking for problems. Committed people know that “good enough” never really is good enough so they strive for excellence in all that they do. 

Simply put, compliant people are a business expense, committed people are an asset. Which one does your business or organization need more of in order to grow and prosper?

I thought so…