Character vs Reputation

Francis Kong had a very nice article in his Philippine Star column.  He talked about CHARACTER and REPUTATION---something that I have been really wondering about for quite some time now.

In a nutshell, Francis Kong basically said that reputation can easily be spun either by a very good resume or a write up by a very good writer; while character is a measurement of a person's inherent attributes that defines his moral and ethical actions and re-actions. Obviously, the better judge of corporate worth would be  character.  Unfortunately, it is something that cannot be measured by theoretical data based on testing output.  Character is best seen during times of conflict and stress.  The thing is, this can only be apparent after a person has been hired already.  Hiring a person with a flawed character can be detrimental to the company especially if the person in question holds a position of leadership.  

So be wary of colorful resumes for they do not guarantee a corporate job fit .  

Of Meritocracy and Choosing the Right Man for the Job

Based on the volume of readership that has been spawned by my Dutdutan entries I'm sure that they are still awaiting the next installment of my picture blogs (which I must say that there are still a lot to be posted) but after going out for coffee with my wife this afternoon, I chanced upon the Lifestyle Asia Magazine which featured an article about four of the country's top entrepreneurs, namely:  Tony Tan Caktiong (Jollibee), Jaime Zobel de Ayala (Ayala Corporation), Lance Gokongwei (Cebu Pacific), and Martin Lorenzo (Pancake House).   Both Tony Tan Caktiong and Jaime Zobel de Ayala mentioned about MERITOCRACY.  And as I shifted to reading the day's Philippine Star this word again came to my attention as the topic of Carmen Pedrosa's column in "From a Distance".  Is this by happenstance or is there something about this word that I need to write about?  So I start thinking and scribbling my thoughts and here's what I have to say about the matter.

By definition, meritocracy  "is a system of government or other administration wherein appointments and responsibilities are objectively assigned to individuals based upon their "merits", namely intelligence, credentials, and education, determined through evaluations or examinations."  Both Tan Caktiong and Zobel de Ayala subscribe to getting talent when there is nothing to be found in the organization.  This reflects the value of humility in both leaders to realize that much that keeping their companies within the family enterprise, certain expertise needs to be outsourced if they intend to move forward.  

I do not intend to contest this for a fact.  Both have their business portfolios (and bank accounts) to give credence to this.  However, the key to making this as a true instrument for business continuity and growth, the selection process should be attuned to the corporate values and the experience aligned to the company industry.  This is especially true for key positions.  The intelligence factor maybe off the charts, the accomplishments and the prestige of coming from a multi-national company  adorning the curriculum vitae but these do not guarantee an automatic job fit.  Intelligent people do not automatically have the people skills to lead.  Unfortunately, many intelligent people are too intelligent to admit to this fact.  If you give the reigns of leadership to a general who does not know how to lead and influence his troops to action do not expect to win any battles.  

I believe that in order for big companies to repeat the folly of the Roman Empire, all battle fronts should be led by loyal, charismatic and battle hardened generals to keep the ranks on their toes and the enemy at bay.  

Outsourcing key management positions is critical.  The hiring process should be able to spot leaders who have both the wisdom and charisma to move the company forward.  Unfortunately, this is not an exact science and there will be instances that actual performance does not back up the colorful CV.  The next challenge is how to weed out these false leaders and continue the quest for the one who can lead and provide the stability in terms of business continuity.

A leader who do not have the power of influence within his command cannot be expected to hold the fort from the enemy.  

Leadership and Accountability

However way you put it, the position of LEADERSHIP is married to ACCOUNTABILITY.  I'm saddened that many a bosses don't seem to get this fact.  Any issue with your subordinates come back to you.  You can't pass the buck to anyone else.  YOU ARE ACCOUNTABLE!  

Putting the blame on your subordinates is the stupidest thing a boss could do because it's as good as pointing the finger on yourself.  Tsk!  Tsk!  The perfect way to lose the trust and respect of your people!  

Resigned Ka Na...So...?

Resignation is like dying.  The organizational announcement of your leaving the fold is like your eulogy.  Naturally, there will be nothing but good praises in both a eulogy and organizational memo but unlike the latter an organizational memo about a departing member is done only for those in the higher ladder of the company and may not always be accurate.

I'm sure that you have encountered top management bosses who did not go up the corporate ladder through merit.  It's sad when this happens because it would mean a waste of company resources.  Call it a perk of the position that you get a flowery send off even if you did not contribute anything to the company.  Some people are really lucky (if you can call it that).

When we die and finally meet our Maker the only question He will ask is, "What good did you do when you were still alive?"  My advice:   Don't ever be left without an answer.  Well, you know where you'll go if you don't have anything to say, right?  

In the corporate world, leaving a legacy of industry and productiveness is the best way to say good-bye.  You are genuinely remembered for your contributions and as a person to epitomize.  And even without the benefit of a corporate memo, your departure is felt with a genuine void.  

For those whose tenure is without meaning, no amount of ornate literary composition can hide your true value---NONE.  And to whatever corporate memo there is about your departure people will only say, "So...?"

My Ten Commandments of Leadership

To be in a position of LEADERSHIP is a serious matter.  Those who wish to lead should be well equipped with a balance of business sense and people skills.  Tipping the scale either way could make or break a department, a company, and even a country.  

A bad leadership breeds dissent and organizational breakdown.  We don't want that, right?

The best leaders are those who know what it is to follow.  So allow me to share with you my 10 Commandments for a Good Leadership based on my 23 years of being a follower:

1.  Be a good example. This is mainly based on values.  The values that you hold dear is reflective of how you do things.

2.  Know where you're going.  The question is, "How can you LEAD if you don't know where you want to go?"  Be wary of the leader who don't have a sense of direction.

4.  Be clear in your directions.  Knowing where you want to go does not guarantee that you'll be able to get your team to get there.  Communicating your goals to others and how you need them to do it is as important as having  the vision of your goal.

5.  Define your people's deliverables.  Quality should always be the top of mind. Your people should know what is expected of them.  They should know the rewards of exemplary work and the penalty for a lackluster one. 

6.  Give credit where credit is due.  As Maya Angelou would say, "People  will  forget what you did, they will forget what you said, but people will never forget how you made them feel."  A leader must have the power to build morale.  Stroking the ego of a subordinate for a job well done is an effective tool in morale building and in the process strengthens confidence which in turn spurs autonomy.   Leaders should not baby sitters.  Leaders build effective teams and organizations.

7.  Be accountable.  The buck stops with you.  If your people fail, you fail.  Never forget that.

8.  Be a teacher and mentor.  The greatest legacy of a leader is being able to mold future leaders.  A leader is not threatened to mentor a secondary to ensure business continuity and relishes in the notion that even without his presence those whom he leaves behind is competent to keep the business going.

9.  Always look for better ways of doing things.  Like the parable of the talents a leader must have something to show for at the end of his term.  To leave the position and hand over the very same organization when you took over is an affront to the company that hired you and a total waste of investment.

10.  Have a lot of patience.  It is hard to be a leader.  Dealing with different kinds of people, knowing their idiosyncrasies,  strengths and limitations require a chameleon-like quality of adapting.  Trust and respect are not automatic privileges of the position.  It is earned through time and a whole lot of relationship building. 

Why It's Hard to be The President

Damn if you do and damn if you don't.  This is the reason why it's difficult to become the President of a country.  There will always be somebody who will not subscribe to what you have to say or do.   In this job---there is no pleasing everyone.

For those of us from the outside looking in it is very easy to be critical.  Often times our opinion is based on a specific point of view.  You may have your point but as a president you will need to see past the specific to what would benefit the majority.  

Just recently, PNoy rejected the Php 125 across the board wage hike that the labor sector has been clamoring for.  For many expectant workers this is definitely not a popular decision but in retrospect it is the right decision considering the potential backlash of company closure and the accompanying unemployment of some 527,000 workers.  It will also affect the competitive position of the Philippines in terms of the global investment market.  However, even with this reasoning, you still won't be able to please everyone.  

Hirap talagang maging Presidente!

Be a Follower First

I have been a follower for most of my life.  Still am and I'm proud to be one.

As a son, I tried to be as dutiful as I could be---pitching in on my housechores.  As a service crew, it was basically the same except that you have a manager telling you what to do plus---you get paid. 

Being a follower is not a bad thing.  To be a good leader, you need to be a good follower.  So I guess, being a follower is a preparation for good things to come.

In the next couple of years after my first paying job I pride myself at doing my job well.  I was always told to put QUALITY in everything that I  do and I did.  I guess it kinda rubbed on all those years; plus, I was fortunate enough to be under leaders who were able to put out the best in me.  Leaders who were uncompromising when it comes to quality.  For this I thank God.

But it was never just a job for me.  It did put food on the table but more than anything else it gave me an opportunity to be a part of an ever growing business.  Oh, did I say that I have worked for the same brand all these years?  I still do.

Book Sale Treasure: "The Score Takes Care of Itself" by Bill Walsh

Digging in book sales can turn up the most unexpected treasures.  Under those stacked up books are reading materials that can be life changers.  I used to buy brand new books---bestselling novels mostly---but with a big family to support, the purchase of brand new books is a luxury that I needed to sacrifice.  It did not however dampen my craving for a new book to read.  So where else does a book lover go if you don't have the dough to buy a new one---BOOK SALES!

Life is a continuous learning process; however, you need not experience everything for you to learn.  Other people's stories can provide you life lessons that you can learn from.  Living life can be difficult sometimes and you need a boost of hope whenever things don't go as you want it to go or if it doesn't move at all.  Reading gives me that boost. 

Successful athletes provide a rich source of positive vibes.  Hard work, persistence, perseverance, and hope.  These are the common denominator in the lives of sports greats like Joe Montana, Larry Bird, Joe Namath, Earvin "Magic" Johnston, Wilt Chamberlain, Terry Bradshaw, Michael Jordan, Dennis Rodman, Steve Young, and Kurt Warner.  (Well, obviously, I'm a basketball and football fan.)  In terms of leadership insights, sports coaches provide a cornucopia of values particular to people management, planning, and strategizing.  Bill Parcells, Pat Riley, Mike Ditka, Vince Lombardi, Phil Jackson, and John Madden.  (I suggest you read John Madden's books if you want to learn and be entertained at the same time.) 

My recent trip to the book sale shop turned up yet another treasure for me---Bill Walsh's "The Score Takes Care of Itself".  Bill Walsh was the father of the Westcoast Offense and the legendary coach of the San Francisco 49ers.  His Standard of Excellence in running the San Francisco 49ers' is a leadership rich manuscript that is by no means limited to sports but to business as well.  In a nutshell, what this book would like to say is, "When you prepare for everything, you are ready for anything."

This book did almost did not get printed.  Bill Walsh was in collaboration with Steve Jamison for a book after Walsh retired the head coach of the 49ers in 1988 but the publication of the book was shelved when Walsh was re-hired by the 49ers in 1999 serving as Vice President, General Manageras, and consultant until 2004.  Steve Jamison's manuscript for Bill Walsh's book on leadership was put in a box and accumulated dust for 10 years.   In 2007, Bill contacted Steve to see the book through, but before they could start, Bill died of leukemia.  Bill's son Craig gave Steve the go signal to publish the book in 2009.