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Category Archives: Leadership

Book Review: The Advantage – Why Organizational Health Trumps Everything Else In Business by Patrick Lencioni

When I began reading Lencioni’s book, sparks were flying from my high lighter and I was chanting “Yep, yep, yep!”

From the promotional material accompanying the book:

“What is organizational health?  An organization is healthy when it’s whole, consistent and complete, when its management, operations, strategy and culture fit together and make sense.  You know you have it when you have minimal politics and confusion, high degrees of morale and productivity, and very low turnover among good employees.”

There is little to disagree with: who wouldn’t want to work with a team where there was complete trust in the team members?  Who wouldn’t want an environment of inspired leadership that was committed to accountability and results.  Who wouldn’t want to jettison the political BS and create a fulfilling experience for customers and employees?

But as I reached the halfway point, I started thinking about different management teams I’ve been part of and tried to imagine how some of the trust-building, accountability exercises described in the book would have gone down.  Two words came to mind:  Career Suicide.

Enthusiasm was replaced with cynicism.  (But the emotions don’t end there.  Bear with me.)

Lencioni identifies five behavioral principles that every team must embrace (think of a pyramid) at the base is Trust, moving upward next comes Conflict, Commitment, Accountability and topping the pyramid is Results.

The notion is that if all members of the team trust one another to be authentically vulnerable, needed Conflict (as a means of finding the best course of action) can occur, which is followed by complete Commitment to the decision, and then holding one another Accountable so that the team, employees and customers can enjoy the Result.

My thought is that it would be the incredibly rare publicly traded company that could execute such a strategy.  (It’s one thing to acknowledge, another thing to launch but to actually execute would be remarkable – especially in the face of a challenging quarter earnings-wise).

I believe the healthy organization transformation has a better chance of success in a private company with a strong, and (using Edwin Friedman’s term) ‘non-anxious’ leader.

I think the most fertile ground for healthy organizations resides in start-ups and SMBs.

Business owners can benefit from Lencioni’s Four Disciplines of Organizations Health:

Discipline 1:  Build a Cohesive Leadership Team

An organization simply cannot be healthy if the people who are chartered with running it are not behaviorally cohesive.  In any kind of organization, from a corporation to a department within that corporation, from a small, entrepreneurial company to a church or a school, dysfunction at the top inevitably leads to a lack of health throughout.

Discipline 2:  Create Clarity

In addition to being behaviorally cohesive, the leadership team of a healthy organization must be intellectually aligned and committed to the same answers to six simple by critical questions*.  There can be no daylight between leaders around these fundamental issues.

Discipline 3:  Over-communicate Clarity

Once a leadership team has established behavioral cohesion and created clarity around the answers to those questions, it must then communicate those answers to employees clearly, repeatedly, enthusiastically and repeatedly (that’s not a typo).  When it comes to reinforcing clarity, there is no such thing as too much communication.

Discipline 4:  Reinforce Clarity

Finally, in order for an organization to remain healthy over time, its leaders must establish a few critical, non-bureaucratic systems to reinforce clarity in every process that involves people.

Be a brave leader and read this book.  Be brutally honest about the interaction between you and your management team as well as the management team and their direct reports.  Ask yourself when was the last time someone provided constructive criticism publicly?  When was the last time you suspected passive sabotage of company initiatives?

If you are a business owner, the transformation can’t happen without your buy in, without walking the talk.  Not only will you transform your business, you will transform the lives of those connected to your business.

*I am going to work through the six questions for my business and report back in a future blog article.

Disclosures:  That is an Amazon affiliate link.  I received a complimentary copy of the book to review.

Do the 4 Ps of Marketing Need a Facelift?

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B2B Marketing – Vision Matters

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Do The Work! A Book for B2B Strong, Silent Types

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The Money Tree

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Sorry Seems to be the Hardest Word

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Leadership Lesson #5 – What can be learned from The Wire’s Lester Freamon?

In Season One of The Wire, after a disastrous breakdown of a murder trial a task force is set up under Lt. Cedric Daniels to further the war on drugs in the Western District of Baltimore.  Each of the division chiefs sends manpower to the task force according to orders, but really they are unloadingContinue Reading

Leadership Lesson #3 – How Is Your Team Doing and Should You Be Investing in Them?

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Marketing and Sales: Two Different Species?

I am pleased to have Stephane Poirier as a guest blogger today.  He share his insights on the importance of B2B business owners orchestrating better collaboration between sales and marketing.  You can follow Stephane on Twitter @ExoPoirier. All B2B companies have something in common: Sales and Marketing never work together as a tightly integrated team.Continue Reading