Feedback on Leadership

Thanks to you and you and you for your feedback on yesterday’s post on leadership v. management.

I received an email from a friend long-since-remembered with the following easy to digest though slightly flawed nugget:

"Leaders praise publicly and coach privately.  Managers, for some unknown reason, tend to do it the other way around."

Hmm.  Okay.

There are most certainly public criticism snot-nosed goober managers.  I used to know and work for one who seemed to get off on loudly braying his excellence over anyone inside his effective radius.  Someone made a sale.  He could have gotten more.  Someone got three new prospects.  He could have gotten four.  Someone made nice chocolate chip cookies.  His have chocolate chips and M & M’s.

Weasel.

And I will say, too, that managers often get caught up in phony-posing-way-too-over-the-top little applause sessions completely devoid of authenticity, and they’re usually held only when somebody makes a sale.

Roy Williams says, "You cannot increase what you do not measure and reward."

Are you merely trying to increase sales?

Is your eye on the wrong ball?

Could you marshal your leadership to measure and reward something else?

And will the money follow?