LEADERSHIP: Do You Care / Give a damn?

#QualityLeadership #FreeThinking #EOT #PCC #EffectiveLeadership #CARE #GiveADamn

Employee concerns you’ve probably heard before:

• “We don’t have the proper tools to proficiently do our jobs.”
• “Why is the pay so drastically different for everyone on our team when all of us do the same job and have similar work experience and education?”
• “What’s up with the egregious favoritism? All of us work our butts off to make things happen, but only the “boss’s pets/favorites” receive promotions and accolades.”
• “I need to take a leave of absence to handle a few personal problems, but I’m afraid to because I might lose my position or my pay might get cut.”
• “What’s the true purpose of performance reviews that can be egregiously riveted with subjectivity from bully [bad] bosses?
• “Performance reviews are too subjective and consume too much of everyone’s time – time that could be better used producing quality work and ensuring that people are properly developed.”
• “Leadership should just let the teams’ work speak for itself and handle individual poor performance as one-offs.”
• “Since executive leadership and human resources are supposed to be perspicacious enough to know that bully [bad] bosses blatantly lie on performance reviews and people to save their own asses, why don’t they get more involved with who is being let go and provide clear explanations to impacted individuals?
• “What’s the real purpose of performance reviews?
• “Hmm . . . Why is it that only after I stood up for myself against my bully [bad] boss s(he) found issues with me and my work?”
• “I thought our company had an open-door policy. Then why are people retaliated against for voicing their concerns?”
• “What will our company do to help us support causes we care about?” (#WorkplaceSafety, #ClimateChange, #EconomyStability, #EndSexTrafficking, #EndPoliceBrutality, #EndDomesticViolence, #BlackLivesMatter, #AllLivesMatter, #AffordableHealthcare, #AffordableSeniorHousing, #WorldPeace #YouthEducationEquality, #GenderEquality, #AgeEquality, #EndWorldHunger, #EndHomelessness, #EndWorkplaceBullying, #JobSecurity, #FinacialSecurity, #LGBTQRights, #MeToo)“
• “Do executive leaders really care about people, or just profits?”
• “Do executives realize if they don’t show they are a part of the solution, then they are actually showing that they’re a part of the problem?”

Are you at all moved by what you’ve just read?

An effective [quality] leader would be, and would take drastic measures do see quick change.

Ultimately, it is the duty of people in positions of power to care about all the people they are responsible for leading – not just people we like or people who look like us or people we connect with, but each person we signed up to lead when we accepted the leadership role.

As an effective [quality] leader in your organization, what are you doing to show everyone you are responsible for leading that you care?

{

Explicitly aligned with my leadership qualities, which includes striving to walk my talk, here is what I do to show I C.A.R.E about people, specifically people I am responsible for leading:

C. Communicate with the people directly. Direct communication helps me to know exactly what is going on, so I can better figure out how I can be of assistance where needed.

A. Accept responsibility. I believe everyone has to do their part to be a part of the solution, starting with myself. I hold myself and other people accountable.

R. Respond responsibly with wisdom, integrity, and sustainable solutions – my prudent display of consistently demonstrating fairness, understanding, and being reasonable at all times.

E. Empathize and ensure that the right thing is done. Whether I am able to relate to the needs of people or not, I empathize and stand for what is what is right, fair and just because it matters.

}

= = = = = = = = = = = = = = = = = =

Below is a more dynamic delineation for the C.A.R.E. acronym.

C. Communicate with the people directly. How are leaders, especially executive leadership, able to know what is going on without talking directly with the people to get information firsthand?

A. Accept responsibility. From executive leadership down to the people on the frontlines, everyone has to do their part to be a part of the solution. Ownership also means holding other leaders accountable for caring/ giving a damn about each person they are responsible for leading.

R. Respond responsibly with wisdom and integrity, an effective [quality] leader’s prudent display of fairness and being reasonable at all times.

E. Empathize and ensure that the right thing is done. Whether leaders are able to relate to the needs of people or not, when they empathize and stand for what is what is right, fair and just, it means something to all the people they are responsible for leading.

= = = = = = = = = = = = = = = = = =

The results of CARE’ing? Well, the results could be endless, up and including consistently in quality work, happy employees, increased customer satisfaction, and a richer bottom line –increased profits.

If you genuinely C.A.R.E. , Thank You !

Leaders: One more question: If you don’t consistently care/ give a damn or C.A.R.E. for each person you are responsible for leading, then what reason did you accept a leadership role?

More in: In the Game: Careers & Executives Barnes & Noble , Amazon