Triple Crown Leadership

Triple Crown Leadership

Tag Archives: Speakers

Do Your C-Suite Execs See Value in People?

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Some C-suite execs see themselves as wonderful gifts to their firm. After all, they have all the right tickets punched: the right schools, an accomplished track record, and charisma. These are the execs with the right clothes, cars, and houses. They enjoy their generous compensation and perks. They convey a message of: “It’s good to be great” with willing followers hoping some day they can reach such lofty heights. The fatal problem is these “great ones” can’t possibly cope with the complexity and hyper-fast pace of today’s world. No matter how smart they are, no matter how many hours they work, no matter what new innovations they embrace, they can’t do it alone. They need the depth and breadth of ideas and heartfelt implementation from many people inside and outside   …Continue Reading


Transparency Builds Trust

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iStock Photo Let’s consider two otherwise identical firms. Rocket Corp. issues their quarterly earnings press results, focusing on their financial results. Then they conduct their quarterly conference call with investors, reporting their revenue, margins, profitability, cash levels, and citing their revenue and earnings guidance for the next quarter and year. They take questions from those investors on the call and then put the directives out to the management team that: “This is what we have to do to make the numbers for the quarter, otherwise our stock will be hammered.” Endurance Inc. also issues a quarterly press release and conducts an investor conference call, but in addition to the same financial data that Rocket Corp. issued (excluding earnings guidance), they report many additional metrics: Customers: Revenue and market share details   …Continue Reading


Everyone Leads at Times

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    “Leadership is your choice, not your title.” Stephen R. Covey Have you ever heard someone say, “I’m just not a leader”? “Fair enough,” you might think. Some people are just not into that leadership thing. Perhaps they have other talents or interests. Or they are reluctant to take responsibility, or afraid of not leading well. Not so fast. Everyone leads something at some time (whether poorly or well). They may lead at home, or with friends, at school, on a project, or at work. And our world desperately needs better leadership—in companies, communities, families, governments, nonprofits, education institutions, and more. Leadership is massively misunderstood. Don’t confuse leadership with power, or authority, or someone’s title. Leadership isn’t really about one person at the top of an organizational pyramid making   …Continue Reading


The World Cup and Great Leadership

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Watching the great performances at the 2014 F.I.F.A. World Cup in Brazil, we noticed many parallels between football (soccer) and great leadership. Competing at the World Cup and employing great leadership both take: Patience. The game is long and can sometimes appear uneventful to the untrained eye, but then there are spurts of breakaway brilliance and intensity with tackles, moves, sprints, crosses, shots, and saves. Great leadership is willing to grind out tasks over the long term, ready for bursts of activity when opportunities arise. Stamina. The heat and humidity in Brazil wear down the best performers. Similarly, the pressures of leadership require one to stay the course and not give up. “You will go through tough times, it’s about getting through them.” -David Beckham, legendary U.K. footballer Hard Work. It   …Continue Reading


The Longest Tail (Guest Blog by Walt Hampton)

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According to Steve Coburn, “It’s not fair to the horses that have been in the race since Day 1.” Coburn is the co-owner of California Chrome, once thought to be the heir to the Triple Crown, who lost at Belmont. “Look at it this way, if you can’t make enough points to get in the Kentucky Derby, you can’t run in the other two races. It’s all or nothing, because it’s not fair to these horses who have been running their guts out since Day 1,” Coburn spewed before his wife dragged him off camera. It’s not fair. Life’s not fair. And leaders – real leaders – know that. When I was growing up, I used to compete in the Central-Belden PTA Pet Show. Well, not me, exactly. I would   …Continue Reading


Alignment: A Transformational Process

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  Organizational alignment is a transformational leadership process, requiring extensive, multidirectional communication, with deep listening and dialogue, not edicts from the top. Alignment is a “we” process, not an “I” process. It is is a back-and-forth, up, down, and sideways leadership process that should touch everyone in the organization, even some outside stakeholders on some steps. Alignment takes time and patience. It can be messy and frustrating, requiring many midcourse corrections, but it is worth every step for achieving and sustaining a high-performance organization. We have just published a whitepaper on Alignment, which is now available on our website. Please click here to access the full document: Collaborative Alignment: A Transformational Leadership Process. For additional resources on alignment, you may wish to see our blog from last year: Is Your   …Continue Reading


Tips for New Graduates about Leading and Living

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Image: iStock With this cap and gown season upon us, here are some thoughts for new graduates as they transition from school to work or other pursuits. 1. Avoid making choices for the wrong reasons. You are probably under a lot of pressure, both self-imposed and externally thrust upon you. As you look at various work opportunities, even in this challenging job market, consider not only external motivations such as income and status but also internal motivations such as meaning, values, and fulfillment. You will spend lots of time at work, so work hard to find a good fit for you (not for others). 2. There will be a day of reckoning for the choices you make. With time, a job often leads to a series of promotions, or other   …Continue Reading


Leaders Must Be “Present” with People

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  People won’t follow your leadership if you’re not fully “present” with them. If you are not present with people, you are not connecting with them. Without connections, the leader/follower relationship breaks down and trust is undermined. People feel devalued. You’re sending a signal that they are not important. As a result, they won’t commit to follow you from their hearts because you weren’t engaged with them. But wait, you say, “In this age of high-tech and hyperspeed, I’ve got to multi-task. You don’t understand what I have to juggle: downsized staffs; cut budgets; doing more with less; 24/7 communications and social media; a bulging and relentless email inbox; conference calls across time zones; sleep deprivation; competitive threats; organizational politics; and more. And that’s just at work. Don’t forget my   …Continue Reading


The Triple Crown of Leadership

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  The sports world is abuzz with excitement. We may have our first Triple Crown winner since 1978, when Affirmed captured what has been called “the most elusive championship” in all of sports. California Chrome is poised to accomplish this incredible feat on June 7 if he can win at Belmont Park. This unlikely horse, bred in California for only $10,000 with a 77-year-old trainer, has won his last six races. Since 1875, only eleven thoroughbreds have won the Triple Crown, including such iconic names as War Admiral, Whirlaway, Citation, Seattle Slew, and of course, perhaps the best of them all, Secretariat. Pictured above, Secretariat won the final leg of the Triple Crown, the Belmont Stakes, in 1973 by a world-record 31 lengths in a time that has yet to   …Continue Reading


Rationalizations that Derail Leadership

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“The softest pillow is a clear conscience.” Narayana Murthy, Co-founder and former CEO, Infosys   Our ability to rationalize our behavior is astonishing. And dangerous. Basically, we all have a good sense of what’s right or wrong, but we have an inherent ability to talk ourselves into believing that something that’s wrong is really okay. We’re all good at this self-deception, especially when under pressure. Leadership is a moral activity. When done well, it raises people up and brings out their best. Successful ends do not justify unethical means. The journey and the destination must both be based on moral principles if we are to enlist people to follow us willingly from their hearts. Of course we can’t change human nature, and some people are of weak character, easily seduced   …Continue Reading


Leadership in a Horizontal World

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Guest Blog by Charles H. Green   Leadership’s not what it used to be. There used to be leaders, and followers. Leaders were the few, the chosen. They were charismatic, insightful, inspiring. They seemed to be born (and then maybe tuned up), rather than made. High performers were the audience for leadership development programs, which targeted the select, high-potential few. Those few would get promoted into “positions of leadership,” where they were in charge of large groups of resources: both people and financial. And from those positions, they would “lead” the vast number of others, the followers. Of course, it’s not exactly like that now. As Dorothy said to Toto in The Wizard of Oz: “We’re not in Kansas anymore.” Nowadays, it’s easy to see that the old leadership was   …Continue Reading


Six Tips on Giving Effective Feedback

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iStock Photo   Here are some edited excerpts from a great post by our leadership colleague, Chuck Wachendorfer, on giving feedback effectively. Giving feedback effectively includes following these six rules: Focus on the behavior, not the intention.  Never question someone’s intent.  Assume they wanted to do the job well.  It’s the behavior that may have fallen short.  Usually, people can deal with changing their behavior more objectively.  Attacking someone’s intent tends to be more personal and difficult to accept. Give feedback frequently.  If you want to help someone change their behavior, giving them feedback consistently and often will help them change faster.  Waiting and allowing more time to pass, just allows bad habits more time to set in and the delivery to be more difficult.  Give feedback while the memory   …Continue Reading


10 Reasons Why Great Leadership is a Group Performance

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“We have a wrong-headed notion of what constitutes a leader, driven by an obsession with leaders at the top.”  Bill George, Harvard professor, former CEO, Medtronic We have a crisis in leadership today with seemingly continuous scandals rocking business, government, religious organizations, non-profits, sports, and more. The latest results from the much respected Edelman Trust Barometer show only 18% of the knowledgeable people surveyed believe business leaders, and only 13% of government leaders, will tell you the truth. Shocking. We can blame the crisis on human nature, greed, the lust for power, ego, or the phases of the moon. All have some skin in the game (except perhaps the phases of the moon). But there’s another driving factor as well: a flawed leadership model. Most people think about leadership from the   …Continue Reading