Do We Recognize “Leadership Talent”......Do We Know Its Value..…and….. ……When It’s Missing?

Published Articles
Published in

American Printer

on Thursday, August 17, 2017

By Sid Chadwick, Chadwick Consulting, Inc.

“The only thing necessary for the triumph of evil…. is that good men do nothing……..”…………Edmund Burke

INTRODUCTION:

Think about….. if you will --- these several scenarios…………

1. Recently I heard a long-term V.P. of Sales say, discussing a rare --- bright, truly hard-working Sales Rep  --- under his supervision, “I’m bringing him along slowly --- there’s a lot he doesn’t know.” From this week’s phone call, that Sales Rep appears extremely frustrated --- on multiple issues….I don’t think his senior management is aware --- he’s close to leaving, which would be a real loss…………….

And….

2. At this moment, I know three Business Development Leaders --- in our great industry --- who are relatively new to their current positions.

-----  One is president of his agency --- that he created --- that is expected to bill just under $10,000,000 --- this year --- the agency’s third year in business. After 20+ years at his previous commercial printing company as V.P. of Sales, he was required to resign --- after having offered to create that agency as part of the printing operation. (Note: That printing operation is reportedly NOT doing well; he has not been replaced.)

----- A V. P. of Sales to a well-known printer, was asked to resign, after barely two years. (Note: he was about the fourth person in that position at that company, in about a decade.) He is now Sr. V.P. of Sales at a near-by company --- he intends to resurrect --- and is making progress…quickly. His president, who didn’t have many attractive options --- is delighted. I’ve heard a few of his recent achievements, and a few of his plans: they are the type that attract --- and keep --- talented, valuable employees.

----- A relatively new V.P. of Sales, who’s talented --- and experienced --- found himself in the midst of mediocrity --- in much --- but not all of his new employer.  My advice: “Without a Performance Review or written Job Description from your President or CEO, which you’ve requested --- but not been given --- you must ‘lead by personal example’ --- of what you can make happen…nothing less can inspire the personnel around you --- and especially your Business Development department” …... ……I believe he ‘gets-it’.

SUMMARY:

I’m not sure how long we’ve been treating really talented personnel --- like “cord wood” --- easily replaceable….(No one said developing organizational unity and purpose --- was easy.)

LeadershipI’m not sure how long we’ve been taking short-cuts on basic management performance structures, like position descriptions, performance reviews, communications, education and training….and cross-training --- for increasing individual and organizational capacity and performance --- for customer development….and retention.

I’m not sure how long we’ve expected folks around us to, “Do what I say, not what I do”….partially illustrating that we can walk by something that’s not as it should be enough times --- to the point that we….no longer see it.

Talent..…..Discipline……Accountability……Leadership…… by example.!

That’s what the frontline wants…and recognizes…immediately….when they see it.

On reflection, associations have contributed to these cultural compromises ---- when they focused on “Relationship Gatherings” --- instead of, “What Really Develops Performance.”

“You can observe a lot just by watching.”……..Yogi Berra