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There are many true stories that add credence to this. Here are three such to munch on:
1) The year was 1979. Chrysler Corporation – a legendary American company was on the verge of bankruptcy. The company brought in Lee Iacocca – the number 2 person at Ford. Iacocca set the tone and took up the challenge by taking up the job for just a 1 dollar per year salary. The employees were galvanized – and supported him staunchly through all the tough measures the company had to undertake. Other than a 1.5billion dollar loan from the government,[link widoczny dla zalogowanych], the company was also helped by nearly 2 billion dollars in concessions from labour, dealers and other creditors. The rest as they say is history. In one of the most remarkable turn-arounds in corporate history,[link widoczny dla zalogowanych], by 1983,[link widoczny dla zalogowanych], the company paid back the loans years in advance and made $500 million in profits!
But does this also hold true for corporate teams?
2) Another such inspiring story is what is now called as, “The Miracle of Flight 232”. What started out as a very ordinary flight on a United Airlines DC-10 turned into a catastrophic situation when it experienced engine failure in its #2 engine,[link widoczny dla zalogowanych], leading to loss of all hydraulic power to the airplane. Using the two remaining engines as their only source of steering, Captain Al Haynes and his flight crew managed to bring the plane into a crash landing at Sioux Gateway Airport in Sioux City,[link widoczny dla zalogowanych], Iowa. While some passengers were lost, 184 people survived. The miraculous survival of so many lives was because of an extraordinary team work shown by the aircraft’s pilot and crew, the country’s coordinator of emergency services, local health professionals and a competent air traffic controller. The pilot later cited few key elements that helped them in the crisis – Preparation, Cooperation, Communication and Execution.
3) One of the most inspiring stories of teamwork under crisis came about during the now famous Apollo 13 lunar mission. The craft was launched on April 11, 1970, but the lunar landing was aborted after an oxygen tank exploded two days later,[link widoczny dla zalogowanych], crippling the whole craft. Despite great hardship caused by limited power, loss of cabin heat, shortage of potable water, and the critical need to rectify the carbon dioxide removal system, the crew returned safely to Earth on April 17.President Nixon perhaps summed it up the best when awarding the Mission Operations team the Presidential Medal of Freedom, “The men and Women of the Apollo XIII mission operations team performed such a miracle,[link widoczny dla zalogowanych], transforming potential tragedy into one of the most dramatic rescues of all time. Years of intense preparation made this rescue possible. The skill,[link widoczny dla zalogowanych], coordination and performance under pressure of the mission operations team made it happen. Their extraordinary feat is a tribute to man’s ingenuity, to his resourcefulness and to his courage.”
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Often witnessed the same truth being played out in the many crisis that our country has faced – be it the July 26, 2005 deluge in Mumbai,[link widoczny dla zalogowanych], the December 26, 2004 tsunami or the horrific 26/11 Mumbai attacks, all of which saw people coming together to help and offer solace to each other most selflessly.
In her remarkable book , A Paradise Built in Hell, author Rebecca Solnit describes how in the aftermath of natural and man-made disasters — such as the one that unfolded in Fukushima, Japan — human beings tend to respond by banding together, not tearing apart.
Author Patrick Lencioni in ‘Silo Politics and Turf wars’ talks about how a crisis can often be a rallying cry that brings out the best in the companies by tearing down silos and uniting people. It is said that when written in Chinese, the word “crisis” is composed of two characters. One represents danger and the other represents opportunity. Its an apt representation that these are often two sides of the same coin.
What would a crisis do to your team – have you thought about it,[link widoczny dla zalogowanych]?
The smartest companies today – do invest in both these endeavours. Preparation is by using Scenario Planning, by play acting possible crisis scenarios using interesting techniques like Lego Serious Play. Collaboration is achieved by relentlessly focusing on driving this message through team building interventions, that are not just fun but also meaningful. A key insight for leaders is that making people work collaboratively starts with them. If leaders model it,[link widoczny dla zalogowanych], others will too. Collaboration isn't a technique. It’s culture.
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so Joe has the opportunity to correct himself before Jill speaks up. Do you get the credit where credit is due?
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With gratitude to the fathers of my three grandchildren I say Happy Father's Day! they’ll remember the times you had fun or did something new and exciting as a family. Tell everyone before hand that if everybody helps there will be a big surprise after you are all done.
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By Kevin Berchelmann
See all Articles by Kevin BerchelmannGet Updates on LeadershipGet Updates on Kevin Berchelmann Average: 0 Your rating: None Tweet
Leadership Law #4: Make your expectations clear, then back up a bit and give employees room to do their job.
Print these out. Laminate it. Put in your top desk drawer and don't forget them.
Employees generally have some difficulty doing their basic jobs. By adding "mind-reading" to their description is just plain unfair.
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When I train companies and corporations worldwide on how to improve management and organization performance, I start off with these 5 laws new and experienced leaders should never ever forget.
Kevin's Leadership Skills Training Survival Kit for New & Experienced Managers
Sometimes we aren't motivated. Sometimes the "time" just doesn't seem right,[link widoczny dla zalogowanych]. Maybe we simply forgot some of the basics… hence this article.
Leadership Law #2: When you want something specific done,[link widoczny dla zalogowanych], say so specifically, using clear, plain language.
Closing Leadership Thoughts
Even your top performers need clear expectations. Give them a target. Provide resources and guidance. Remove obstacles when necessary. Then let them do their job. But, don't forget to check back later, since you still have management responsibilities.
I frequently tell executives that leadership and its concepts, theories and core applications haven't changed in a millennium.
Some of our demographics may have changed,[link widoczny dla zalogowanych]. This forces us to use alternative applications of those concepts. But the basic leadership concepts and theories remain,[link widoczny dla zalogowanych].
If employees are asking because they're stupid,[link widoczny dla zalogowanych], get rid of them. If they are decent employees asking because they do not know, then teach them. They'll know next time,[link widoczny dla zalogowanych], and you'll both be better for it.
Leaders, new and old, sometimes lose sight of the most fundamental tenets of leadership. Here's a reminder…
Do not use hints, implications, or innuendos. Say what you want, and use plain English! Directness counts.
When you always answer every employee's every question, you'll forever be answering your employee's every question. This will leave you with no time to spend on areas that need your direct attention now.
Leadership Law #3: Never answer every employee's every question.
We all struggle with this. Everyone wants to be liked,[link widoczny dla zalogowanych], and it always seems difficult to decline a beer after work, or something similar. I'm not advocating a monk-like existence, disallowing any contact with your troops. I'm just merely reminding you that they would like to have a friend,[link widoczny dla zalogowanych], but they need a leader if they are to be successful.
So, why don't we "just do it?"
Questions are teaching moments -- don't rob employees of the opportunity. But don't spend your whole time answering questions.
Make your decision and move on. You may have to immediately make another decision,[link widoczny dla zalogowanych]. This doesn't mean your first one was wrong. It merely means that your second one had the benefit of additional knowledge.
That doesn't mean to never look back. To inspect what you expect isn't micromanagement. It's good management.
Leadership Law #5: Employees need their managers to be leaders
Leadership Law #1: Never delay a decision that must be made.
You do want them to be successful, don't you?
Your employees don't need a shoulder. They don't need a buddy, a sympatico,[link widoczny dla zalogowanych], or a commiserator. If you want a friend,[link widoczny dla zalogowanych], buy a dog.
These leadership laws are fairly intuitive, and certainly not rocket science or brain surgery. They are simple management and leadership truths that have passed the test of time.
Sounds trite, and I don't mean it to.
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