In the ever-evolving landscape of business, leaders often find themselves navigating turbulent waters, facing challenges that test not only their skills but also their resilience. One such storm that can shake the very foundation of leadership is the confluence of performance loss and betrayal of trust. In these moments, fear can cast a long shadow over even the most seasoned CEOs. But there are ways to navigate these challenges and emerge stronger on the other side.
But first, let me share what I experienced about 10 years ago. A client of mine had been working hard to get his senior executive team all to be on the same page. He was personally working around the clock to make sure that the team was performing at a high level, as the investment dollars had to be budgeted out until the next round of fundraising. The senior vice presidents all came from successful companies in which they had contributed their talents and experience. In this company, where the CEO was working furiously to get the team to be high performing, they sensed a disconnect. They were not able to connect with the CEO in the manner he wanted. And no matter how hard he tried, he could not get them to be on the same page. My 360 reports came back stating that they found the CEO to be too wishy-washy, changing the goal posts all the time, and requiring people to adjust to the 'strategy-du-jour.'
In the end, the CEO never got to achieve the high performing team output; he siloed the feedback to only one-on-ones for some and only group meetings for others. They were never on the same page because he didn't provide the same information to the same individuals or teams as he was always flitting about from one idea, or fire, to another. Eventually, the multiple he received on his exit was far lower than he could have achieved. The biggest litmus test to whether he had forged a great team ultimately came later; after the sale of the company, all of the peer contemporaries were invited to one of his executive's weddings except him. After his years of work at this company, he had no leadership or trusting relationships left standing.
We have spoken about trust before, so we know that transparency is the antidote to uncertainty. When performance takes a hit or trust is betrayed, uncertainty becomes the breeding ground for fear. Embrace transparency as your ally. Communicate openly with your team about the current state of affairs, addressing the challenges head-on. If this skill is difficult for you, find professional or personal support in gaining some experience and practice. By sharing the reality of the situation, you not only foster a culture of trust but also empower your team to face challenges collectively.
Instead of viewing performance loss and betrayal as insurmountable obstacles, reevaluate and reframe them. See them as opportunities for growth and transformation. This mindset shift can empower you to reevaluate your strategies, identify areas for improvement, and, chart a course for a stronger, more resilient and sometimes immediate future. It's not about the setback; it's about the comeback!
Betrayal often stems from a breakdown in accountability. Consistently cultivate and foster a culture where accountability is not merely a buzzword but a fundamental aspect of your organization. Clearly define roles and responsibilities, encourage open communication, and ensure that everyone understands the impact of their actions on the overall performance and trust within the team.
In times of crisis, your team looks to you for guidance. Demonstrate the qualities you wish to see in your team—transparency, resilience, and accountability. By leading by example, you not only set the tone for the organization but also inspire confidence in your ability to navigate challenges.
When crises emerge, remember that rebuilding trust is a gradual process that requires intentional effort. We all understand that trust, once broken, takes time to mend. You have to be willing and committed to grow through the discomfort. Implement initiatives that demonstrate your devotion to transparency, accountability, and continuous improvement. Consistency in your actions will speak louder than any words.
The fear that arises from performance loss and betrayal of trust is a formidable adversary, but with the right strategies, it can be conquered. Embrace transparency, reframe challenges as opportunities, cultivate accountability, lead by example, and invest in rebuilding trust. Remember, it's not about avoiding the storm, but about learning to dance in the rain.
Stay resilient, stay focused, and lead on.