We’ve all heard it—a leader says I was unaware, that illegal practices were going on. I had no indication that misconduct was happening. I had no clue that certain decisions were being made.
And the questions always follow: How does a top leader not know what is going on in their company? How does a top leader not know about the day-to-day decisions?
It happens, and it happens more often then we would like it to.
And there is this reality: It is impossible for a top executive to know everything that is going on in their company at all times. In the ideal world it would be great, but in the real world it doesn’t happen. And, to be honest, it is not the top executive’s job to be involved in every detail of the business. Those who do are considered micromanagers and control freaks.
But there’s a different level of that reality as well, one based in the highest responsibilities of leadership.
A leader is responsible for what is right and what is wrong. Great leaders inform their organizations by mapping out values and measuring alignment with those values. The organizational values must be viewed as immutable. And the leader must walk the talk by embracing and living out those values.
A leader is accountable for what we tolerate what we won’t tolerate. Great leaders monitor how well their organization is embracing the values and principles, and they make it clear that deviating from the values will not be tolerated. The next time you’re faced with a choice, do the right thing. It hurts everyone less in the long run and it will gain you trust until the end of time.
A leader is answerable for what we stand for and what we don’t stand for. In everything that is discussed and produced, great leaders convey the message of their values and principles. They have a resounding echo throughout the organization
A leader is responsible for how we behave and how we don’t behave. Great leaders understand that the people make the place and that values shape behavior. A values-driven person, drives the work they do. is always trusted.
It is not good enough that your organization has a great strategy.
It is not good enough that your strategy is going to get you results.
Your strategy and leadership need to all be based on values with the expectation that everyone, top to bottom, will adhere to those values.
If you want to be trusted in the world of globalization, where everything you do is seen and everything you think is heard, erecting walls and saying, “Sorry, I just didn’t know”—this is not going to work anymore.
Leadership should be dedicated to living and leading lives to a more trusted culture.
Lead From Within: As the leader, if you want your company to be trusted, break down the walls and erect a foundation of values and principles that everyone from top to bottom knows and the rest of the world sees and feels. Because living and leading by values is the foundation of trust.
N A T I O N A L B E S T S E L L E R
The Leadership Gap: What Gets Between You and Your Greatness
After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
Additional Reading you might enjoy:
- 12 Successful Leadership Principles That Never Grow Old
- A Leadership Manifesto: A Guide To Greatness
- How to Succeed as A New Leader
- 12 of The Most Common Lies Leaders Tell Themselves
- 4 Proven Reasons Why Intuitive Leaders Make Great Leaders
- The One Quality Every Leader Needs To Succeed
- The Deception Trap of Leadership
Photo Credit: Getty Images
Of Lolly’s many awards and accolades, Lolly was designated a Top-50 Leadership and Management Expert by Inc. magazine. Huffington Post honored Lolly with the title of The Most Inspiring Woman in the World. Her writing has appeared in HBR, Inc.com, Fast Company (Ask The Expert), Huffington Post, and Psychology Today, and others. Her newest book, The Leadership Gap: What Gets Between You and Your Greatness has become a national bestseller.
Panteli Tritchew
10. Jun, 2014
Great reminder for leaders about accountability, Lolly!
“And the leader must walk the talk by embracing and living out those values.” Leaders must not only codify, communicate and comply with their corporations’ values and principles, they need to embrace them and embody them. Maybe not every minute of every day and maybe not in every single interaction—that would be impossible—but in the greater part of everyday and in all of their critical interactions.
Senior level leaders who are aware that in all they say and do, “They have a resounding echo throughout the organization,” will realize that those ripples either reinforce or reduce the foundations of trust upon which corporate values are built.
At some level, Louis XIV’s “L’État, c’est moi” (“I am the state”), while frighteningly narcissistic, has an element of corporate truth.
Great day to you!
lollydaskal
10. Jun, 2014
Panteli,
You are so spot on!
Leaders must not only codify, communicate and comply with their corporations’ values and principles, they need to embrace them and embody them. Maybe not every minute of every day and maybe not in every single interaction—that would be impossible—but in the greater part of everyday and in all of their critical interactions.
Senior level leaders who are aware that in all they say and do, “They have a resounding echo throughout the organization,” will realize that those ripples either reinforce or reduce the foundations of trust upon which corporate values are built.
Thank you for sharing, I always look forward to your input and wisdom.
Lolly
Frank Sonnenberg
10. Jun, 2014
Great post Lolly. While it is true that “It is impossible for a top executive to know everything that is going on in their company at all times” they are ultimately responsible for everything that happens. That’s why it’s so important to retain awesome people, promote good values, eliminate impediments to their job, and get out of their way.
Have an awesome day!
Best,
Frank
lollydaskal
10. Jun, 2014
Frank you nailed it when you say….
…..it’s so important to retain awesome people, promote good values, eliminate impediments to their job, and get out of their way.
True wisdom.
Thanks for stopping by and leaving a comment.
I appreciate you.
Lolly
Paul Sohn
10. Jun, 2014
Great wisdom Lolly.
The truth is leaders like walking megaphones. Every word and action are amplified and replicated by his/her direct reports and ultimately the entire company.
That’s why we leadership isn’t for the faint of heart. When you have a character that is rock solid and intense focus to serve, the spotlight doesn’t matter…
But I noticed how when leaders who lack a rock-solid foundation begins to vacillate when spotlight over-burdens them.
lollydaskal
10. Jun, 2014
Insightful wisdom Paul,
….leadership isn’t for the faint of heart. When you have a character that is rock solid and intense focus to serve, the spotlight doesn’t matter…
Thanks for sharing.
Lolly
lollydaskal
10. Jun, 2014
Where values do not exist or are not clearly communicated, a vacuum is created in which doubt, cynicism, and distrust can quickly take root.
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LaRae Quy
10. Jun, 2014
Loved your post, Lolly.
Isn’t it surprising how few organizations have “values” attached to their mission? By default, it’s all about making money. Often it starts with a small little company that is struggling to make payroll, but after a while, after they’ve gotten on their feet, there is still no attention paid to the what the company actually stands for.
Values are important, and leaders need to emody them. Thanks for the reminder 🙂
lollydaskal
10. Jun, 2014
if you are truly a values-based leader, and your create a values-based organization, you most likely will look beyond the horizon of your own mission and consider what it means to be socially responsible.
VALUES DRIVE SOCIAL AND PERSONAL RESPONSIBILITY.
Thanks LaRae for stopping by.
Always great to see you.
Lolly
lollydaskal
10. Jun, 2014
Communicating our values always helps us set expectations for what behavior is acceptable and what is not acceptable. the clear we are on our values the better that people will understand our personal actions.
lollydaskal
10. Jun, 2014
Working for a values-based leader motivates the team members not only to do their jobs but also to take ownership of their tasks and responsibilities.
simon harvey
10. Jun, 2014
Nice post Lolly. If walls you have, innovation you stifle and trust you suffocate.
Step back and bring out the mirror of within, it’s really that simple. No secrets to stop your success but your own.
If your values are not inline with the company or organization, down you will come for time comes for all.
Tear down the walls, and even better, don’t build them in the first place. Imagine tomorrow is your last day on earth, and think what you want to leave. Be courageous, open your mind to the beauty and power of vulnerability. Leadfromwithin your heart, not from within walls.
Looking forward to the chat tonight. See you soon.
Terri Klass
10. Jun, 2014
Terrific post, Lolly! While senior leadership can’t know about everything, they can make sure their team of leaders models the core values of the organization.
I have seen in many of my workshops that managers at different levels are unfamiliar with their organization’s values. It is impossible for those managers to lead using the company values if they don’t even know what they are and what they mean.
I believe in posting the values everywhere, talking about them in every decision that is made and aligning every action with them.
Thanks,
Terri
lollydaskal
10. Jun, 2014
The truth is if we are willing to devote our time and energy to creating an authentic values statement, there’s a good chance that the resulting values will stand up in our organization.
Thanks Terri for adding your always insightful wisdom.
Lolly
lollydaskal
10. Jun, 2014
Values must come from within the organization itself and be embraced by every single person—universally and consistently.
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Bob Brady
13. Jun, 2014
Great post.
Just as a business leader must continue to invest in R&D and marketing to preserve market share, they should also get granular with respect to their company’s culture. Identifying, preserving and amplifying winning organisational traits are all necessary qualities in today’s competitive landscape.
Joey McGuire
15. Jun, 2014
Hi Lolly,
Quite a thought-provoking post on values. I agree with Terri’s comment, “It’s impossible for managers to lead using the company values if they don’t even know what they are and what they mean.”
It would also be difficult for these managers to lead with these values if they did not share them on a personal level, at least to some degree.
Thanks for the insight, Lolly.
Joey
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16. Jun, 2014
I needed to thank you for this great read!! I certainly enjoyed every bit of it.
I have you book-marked to check out new things
you post…
Dr. Kelly Edmonds
18. Jun, 2014
I’ve noticed that trust is a big factor among CEOS. For instance, recently I met the top awarded business woman in Canada, Kelsey Ramsden, and heard her speak time again about building and insisting on trust in all work relations, whether staff, clients, strategic partners. She built two mufti-million $ companies based on that motive.
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Jyoti Prakash Haldar
16. Sep, 2014
Really Lolly I’m really grateful to you for elaborating further!
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02. Jun, 2015
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30. Jun, 2015
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Peter Ashworth
28. Sep, 2017
So true. An inspiring vision combined with a clear understanding of the organizations “values” at every level contributes strongly to an excellent “culture” – which is the basis of success. A while back I wrote an article on culture you might enjoy. https://www.linkedin.com/pulse/why-company-culture-so-important-business-success-peter-ashworth/