Knowing we could be eliminated from the running for a job we want, should we answer interview questions that are irrelevant or even illegal? Continue reading
RePosted Tuesday, February 21, 2012 By Heidi Cohen | January 10, 2011 | 23 comments sponsored by: Adobe Shovel and Twitter in hand during the post-Christmas Snowpocalypse, Newark Mayor Cory Booker showed that 2011 will be about being connected, showing … Continue reading
January 30th Advertising Age posted an article about ageism. Too late for the gray-hairs. I seem to recall everyone over 50 (maybe it was 40, but it seemed like 50 when I was 20) was fired for making too much money. Now it’s too much or not enough of something else.
I learned that lesson the hard way. Here’s my response posted to Ad Age just now:
I worked in advertising at the big creative agencies on both coasts for more than 18 years. When I hit 40 and was living in L.A. at the time, an well known ad agency owner looked up from his desk and said “I wouldn’t hire you ever no how no way”. When I asked why he said, “I can get someone half your age to work twice as hard for half the money”. Now that was a slap in the head with a two by four, no doubt, not to mention illegal but he was only saying what they all thought and didn’t want to say. It took a recruiter to sit me down and explain ageism to me.
Ironically, it was only then that I realized the only way to keep working was to keep reinventing myself in the digital world. I got a lowly job in a think tank in the Venice CA tech hub. Once there felt about code the way once felt about film. I was a sponge for technology and because there was nothing but new ground to cover, pulled out the stops, learned and accomplished things I would have been prohibited from doing in the Agency world.
While I love my colleagues and value experience in the advertising world, digital technology was the trip I seized and am still on. I am an award winning blogger, a sponge for all things digital and a well respected electronic commerce marketing specialist. TOTALLY SELF-TAUGHT.
In this new industry there are no holds barred as long as you are willing to stick your neck out and hit the trail.
Owner Maven Media New York
Blogging @ ExecutiveWomen2.0
I recently had a free lance writing gig and was hired by someone I already knew. Our relationship has always been strictly professional and yet, this is someone I’ve kept a friendly rapport with over some eight years. Though I wrote for his publications in the 1990’s, I never reported to him directly. So our friendship remained steady – albeit at a distance. He found himself pitching a huge piece of new business recently and asked me to work on it. I posed the usual questions about scope and time frame and of course salary.
When he asked what I would charge, I did some quick math and requested an hourly rate at my standard writing fee. When he replied that he didn’t have anywhere near that kind of money, I simply asked him to tell me what he did have. He quickly halved my number and I made the deal.
What actually transpired was I did twice the assessed work for half the fee. Very predictable as it’s never failed to go down like that in the past. The one difference was, this time I asked for the remainder of the fee I first named to be deferred to the award of the job – which is fairly likely. At that point, I was offered a job. A much better result than a one time fee. Or was it? A choice that was handed to me and, in some instances, I would not have necessarily accepted.
Why? The pros and cons of a future arrangement are: the job might not materialize, the job might materialize but not to my liking, I might be already be committed to another situation when and if the job does materialize. If I get the deferred fee: it’s cash in my hands, I feel satisfied that I was paid for the work performed and I get what I initially asked for. This proves to my possible future employer -should I work for him later on – that I drive a hard bargain and will likely do that in future negotiations with him and with his vendors.
Being tough-minded where money is concerned is a good thing to employers and especially employers who are men.
At the vanguard of emerging technology, Elaine Morris Palmer, has been a “free agent” of the new economy since the early 1990’s. Award-winning broadcast producer-cum-new-media industry-analyst, marketing strategist, journalist and communications specialist. Her digital media consultancy, Maven Media, is headquartered in New York City.
FROM THE TRENCHES is a new column. Please join the conversation._______________________________________________________________________
Once a colleague of mine in advertising said, “Whenever you hear the word ‘unprofessional’, you can basically insert the word ‘schmuck’ instead. I wonder about that. I don’t wonder that unprofessionalism is rampant out there. And for the would-be leaders among us, here are a few observations and suggestions from the trenches.
If you are asking someone to work for you and they represent an integral part of the work product, why not treat them with respect. There are certain protocols I’ve learned as a consultant who hires third party vendors and as a third party vendor myself. Here are some of them:
- Educate yourself about their background and skills so that you don’t unintentionally condescend to overstate the obvious.
- Give the consultant and his or her team your specifications as clearly and completely as possible. That means your internal communications should be clear and complete too. If there is a less than obvious objective for the assignment, make sure all the internal agreement about priorities is set before the specifications are handed out. Ideally, a printed spec sheet is given to all the bidders simultaneously, or at least each one gets the same date and time stamped information.
- Make requests or changes in a timely way. It’s not really to anyone’s advantage to wait until the day before a pitch or meeting to request substantive changes. Get your ducks in a row. Make sure all the relevant decision makers offer their input to your company’s one outside link by a date certain and in plenty of time for your vendor to create the most successful and well-received presentation.
- Make sure your vendor knows your team. This is important because we all want to know who we’re speaking to. We might make adjustments to a presentation with a better understanding of the audiences’ specifics. If your consultant is meeting important people on your staff or team, be sure they know each person’s background, proper title and current role in the project. Is your vendor dealing (especially on short notice assignments) with the decision maker so there’s a minimum of wasted work and time?
- Give the consultant the correct address information and a contact phone in case of emergency. If possible, directions and even paid or, at least, pre-paid transportation to get the person there comfortably and in plenty of time to be pulled together and organized.
- Greet and announce them in a timely way. Don’t make a visitor sit endlessly in a waiting room. Offer them a restroom key, a glass or water and be sure that all the parties are assembled. Start on time even if the entire team isn’t on time.
- Be sure the meeting attendees are up to speed about the consultant’s credentials. After all, the consultant will have prepared for the meeting.
- Have a meeting agenda prepared so everyone’s time is spent optimally.
- See the person out. If you’re located in a remote location, make sure they have transportation back to their offices.
- Be responsive. Make a point of letting your vendor/consultant know outcomes, decisions, even if they aren’t favorable. Either initiate a call or email or, at the very least, respond to theirs. No one likes to feel they gave a meeting their all and no one cared enough to even say, “Thanks for coming by. We’ll call you when we need you.”After all, professionalism is professionalism. And lastly,
- Pay on time. Some vendors ask for money up front (either 1/3 or 1/2 depending on the lead time and length of the assignment). Now you can invoice and pay through PayPal or Google CheckOut. No fuss no muss. Don’t forget, these sites take a percentage for themselves on each transaction.
All Day Seminar, Sept 12, 2012 – “How to Build a Killer Marketing Plan”
Don’t Fret. Just Ask for What You Need.
By PEGGY KLAUS
Reprinted from The New York Times.
Published: Sunday, July 10, 2011
“YOU can’t be afraid to ask,” my Uncle Art used to say when recounting tales of his successful 40-odd-year career selling mattresses up and down the Eastern Seaboard.
My uncle was talking about making the sale, but corporate types need to ask for what they need, too. This is especially true for women, who, in spite of an increase in diversity training, mentoring and sponsorship programs, still lag far behind men in reaching senior management and C-suite positions. In fact, in 2010, only 14.4 percent of the executive officer positions at Fortune 500 companies were held by women.
Whether from fear of being perceived as too aggressive or too selfish, women tend not to be comfortable asking for what they want. And when they do ask, it can be in ineffective ways.
Often, women’s speech is peppered with tentative and indirect phrases that scream a lack of confidence, such as, “I’m not really sure, but you could try it this way,” or, “Now, I’m not an expert, but …” or, “I think this is a good idea — do you?”
Many women have also adopted an upward vocal inflection at the end of sentences, a regrettable characteristic popularized by the Valley Girl. It turns a strong declarative statement into a question, conveying weakness, uncertainty and a request for approval.
In addition, and perhaps most important, professional women sometimes forget to build their case around the things that matter most to their employer — principally, the impact on the bottom line. That was true for one high-producing client of mine, who needed a more flexible schedule that would allow her to work from home one day a week.
While she knew she could make the change work seamlessly for her clients and her direct reports, she was still very reluctant to ask. She worried that her boss would demote her to part time and cut her salary.
After addressing her fears of the possible consequences, we went to work on perfecting her “ask.” We prepared a brief, clear account of why she needed to make this change and described how she could do her job without harming clients, colleagues or the bottom line.
The dreaded conversation with the boss lasted exactly 10 minutes. It was cut short the moment he told her: “I have no doubt we can make this work. In fact, if you should need to work another day at home, just let me know, and we’ll see how we can manage it.”
It just goes to show you: you’ve got to ask.
Another client, a managing director of an international investment bank, says women need to be bold and straightforward when stating what they need to achieve their goals.
“My 25-year career path has included several job changes,” she said. “And with each new job, there was always a male colleague who was responsible for introducing me around the firm. In every case, my cordial host would introduce me almost exclusively to women. I know they thought they were helping me, but, in fact, it was the introductions to the men I couldn’t manage on my own.”
She was quick to add that the “women only” introductions had nothing to do with trying to undermine her success. The men had simply assumed that she’d be more comfortable with other women.
But how will a business see a return on investment if women cultivate relationships only with other women? The answer is: It won’t.
From her previous experiences, my client had learned to ask for the help she needed. A few years back, when male colleagues welcomed her into the company with an offhanded yet well-meaning “Let me know if I can do anything for you,” my client knew exactly how to respond:
Introduce me to the top 10 people in the firm. Include me when you and the guys go out for dinner. Arrange a breakfast with the firm’s top traders, and let me introduce myself and my team. Count me in when the firm signs up for any corporate sponsorships. Invite me to your quarterly top-client events.
In addition to these requests, my client had the courage — some might call it the chutzpah — to schedule an appointment with the chief executive and tell him what kind of support she was seeking. When colleagues asked why she had gone to see the C.E.O., she told them: “The firm’s paying me a lot of money to do a great job. What C.E.O. wouldn’t want to help me do that?”
THE act of putting your stake in the ground — stating exactly what you want — is scary for most women. We worry that if we’re too direct, we’ll alienate the very audience we’re trying to win over.
Unfortunately, in the corporate world there is a narrower band of acceptable communication for women than for men. Even so, we can find ways to ask for what we need. Unfair as it may seem, women do have to be more attuned to the listener and more careful in determining the best way to say what needs to be said. But look on the bright side: for a gender with a propensity for zeroing in on the feelings of others, we’ve got a head start.
Peggy Klaus consults with executives and organizations on leadership and communication. E-mail: email@example.com.
Q&A (unedited) On Leadership
Charles Michael Austin, Ed.D. (“Dr. Chaz”) is President at Dr. Charles Michael Austin. He is a Career Mentor, College Professor & Curriculum Designer at various colleges and universities in Southern California.
How important in the roster of leadership qualities are attitude, habit and discipline? What weight would you assign them?
I assume discipline is present – in any professional. And certainly in a leader.
Habit can – and usually does – have a downside. As in, “that’s the way we do things around here.”
Attitude is the key. Are you open to new ideas? Can you make course corrections as needed? Can you give credit to a subordinate for something you didn’t think of? Can you get your own ego out of the way? We’ve probably all had bosses who’ve said to us, “My door is always open.” Going for the bait, we’ve gone in to pitch a new idea, only to leave the office like a flat tire because of the boss/leader’s needed to dominate.
What others, in your opinion, are coveted qualities of business leaders?
A. The ability to shut up and listen.
B. Making the people that report to you feel valued for their contributions.
C. Being crystal clear about what you want – and by when you want it.
D. Perspective. Except for hospital emergency rooms, no one is going to die if a deadline is missed. But so many leaders behave as if it’s always a life and death situation. It’s not. If you can lighten up, it goes a long way towards making those who report to you feel safe. People are more likely to take risks if they feel safe.
E. Allowing people to fail. If you’ve hired good people and let them do their jobs, they will occasionally screw up. There is no need to berate them. You’re not their mom/dad and they’re not your “bad” child. They’ll learn from their mistakes and probably not repeat them.
Do you think there is finally equality between men and women in the work place?
No. Things have improved, but we need to be continually vigilant. Sometimes it feels like the Womens’ Movement never happened. Look at the ongoing popularity of “laddie magazines.” We’ve reverted to objectifying women, and that sort of attitude no doubt spills over into the workplace. As Erma Bombeck said, “We’ve got a generation now who were born with semi-equality. They don’t know how it was before, so they think, this isn’t too bad. We’re working. We have our attache cases and our three piece suits. I get very disgusted with the younger generation of women. We had a torch to pass, and they are just sitting there. They don’t realize it can be taken away. Things are going to have to get worse before they join in fighting the battle.”
When most companies are tightening their belts and employees are not shaking things up, how much does risk taking (challenging the corporate orthodoxy) play a part in your advice for executives seeking to stand out in a corporation?
My advice is: don’t. Companies say they want “outside the box” thinking, but in practice they don’t. You want to take risks, start your own company.
Brevity is becoming a communications fact of life. When is brevity not such a good idea?
When it replaces genuine communication. Human beings are inclined to avoid confrontation. A quick tweet or text or email helps us dodge the uncomfortable face-to-face meeting where bad news needs to be conveyed. I think one of the things that has helped make me successful is that confrontation is one of my hobbies. I’ve always found that being direct with people deepens relationships. Not direct as in “you’re bad and wrong, and here’s why,” which is verbal vomiting that disempowers people. I’m talking about collaborative communication whose context is “what worked/what didn’t.” That takes it away from the personal attack, shifting the focus to problem solving.
You are a specialist in career development. What are the differences between setting a career path in your twenties and in your forties or even fifties?
Presumably, by the time you’ve hit forty, you’ve gained some wisdom and developed some sense of what your talents are and where and how you can make a contribution to others. My clients and students who are in their twenties very seldom have a career path. They may have a passion (or so they think), and my advice to them is to get to work in some capacity in their field of choice to learn where and how they fit.
The meta-conversation, though, is that most people do things in their careers that they never would have imagined in their twenties; that career choices are usually unplanned accidents or matters of serendipity. If someone would have told me in my twenties that I’d hold a Doctorate in Education and (among other things) be a college professor, I would have told them that they were crazy and that that would never, never happen. You need to be open to the unexpected.
What is one behavior or trait that you have seen derail more leaders’ careers?
Ego. “I’m the boss. I know best.”
Your Ed.D. dissertation discusses the inherent value of career coursework in higher education. What is your summary finding on planning for a career when college is often a place to “find ourselves”?
That’s both the subject of my dissertation and my book (to be published later this year).
Having some career direction by the time you graduate is part of finding ourselves. Unless you’re a trust fund baby, you’ll need to make money after you graduate (if only to start paying off your student loans). There’s enormous pressure on college students (from their parents, usually) to find “the perfect job,” and so many students have no clue what that might be – or even what they want to do. So, just get to work. If it’s not what you (think you) love, then at least have it be something you’d like to do. Get started. Meet people. Learn things. Trust that you’ll find your way – and eventually discover you passion(s). That’s plural because most people in their twenties can expect to have five or six careers. So even if you do find “the perfect job,” there will most likely be others during your lifetime.
What expectation is realistic when it comes to setting today’s career path?
Corporate loyalty is dead. Everyone is a freelancer, and their own brand. People need to be trained to determine, articulate and sell that brand – for as long as they work. The sooner they start doing that, the better their chances of continuing to find work that’s satisfying – both creatively and financially.
Distilling the Wisdom of C.E.O.’s
By ADAM BRYANT
This article was adapted from “The Corner Office: Indispensable and Unexpected Lessons From CEOs on How to Lead and Succeed,” by Adam Bryant, author of the weekly “Corner Office” column in The New York Times. The book, published Tuesday by Times Books, analyzes the broader lessons that emerge from his interviews with more than 70 leaders.
IMAGINE 100 people working at a large company. They’re all middle managers, around 35 years old. They’re all smart. All collegial. All hard-working. They all have positive attitudes. They’re all good communicators.
So what will determine who gets the next promotion, and the one after that? Which of them, when the time comes, will get that corner office?
In other words, what does it take to lead an organization — whether it’s a sports team, a nonprofit, a start-up or a multinational corporation? What are the X factors?
Interviews I conducted with more than 70 chief executives and other leaders for Corner Office in The New York Times point to five essentials for success — qualities that most of those C.E.O.’s share and look for in people they hire.
The good news: these traits are not genetic. It’s not as if you have to be tall or left-handed. These qualities are developed through attitude, habit and discipline — factors that are within your control. They will make you stand out. They will make you a better employee, manager and leader. They will lift the trajectory of your career and speed your progress.
These aren’t theories. They come from decades of collective experience of top executives who have learned firsthand what it takes to succeed. From the corner office, they can watch others attempt a similar climb and notice the qualities that set people apart. These C.E.O.’s offered myriad lessons and insights on the art of managing and leading, but they all shared five qualities: Passionate curiosity. Battle-hardened confidence. Team smarts. A simple mind-set. Fearlessness.
What follows are excerpts from chapters on each of them.
Many successful chief executives are passionately curious people. It is a side of them rarely seen in the media and in investor meetings, and there is a reason for that. In business, C.E.O.’s are supposed to project confidence and breezy authority as they take an audience through their projections of steady growth. Certainty is the game face they wear. They’ve cracked the code.
But get them away from these familiar scripts, and a different side emerges. They share stories about failures and doubts and mistakes. They ask big-picture questions. They wonder why things work the way they do and whether those things can be improved upon. They want to know people’s stories, and what they do.
It’s this relentless questioning that leads entrepreneurs to spot new opportunities and helps managers understand the people who work for them, and how to get them to work together effectively. It is no coincidence that more than one executive uttered the same phrase when describing what, ultimately, is the C.E.O.’s job: “I am a student of human nature.”
The C.E.O.’s are not necessarily the smartest people in the room, but they are the best students — the letters could just as easily stand for “chief education officer.”
“You learn from everybody,” said Alan R. Mulally, the chief executive of the Ford Motor Company. “I’ve always just wanted to learn everything, to understand anybody that I was around — why they thought what they did, why they did what they did, what worked for them, what didn’t work.”
Why “passionate curiosity”? The phrase is more than the sum of its parts, which individually fall short in capturing the quality that sets these C.E.O.’s apart. There are plenty of people who are passionate, but many of their passions are focused on just one area. There are a lot of curious people in the world, but they can also be wallflowers.
But “passionate curiosity” — a phrase used by Nell Minow, the co-founder of the Corporate Library — better captures the infectious sense of fascination that some people have with everything around them.
Passionate curiosity, Ms. Minow said, “is indispensable, no matter what the job is. You want somebody who is just alert and very awake and engaged with the world and wanting to know more.”
Though chief executives are paid to have answers, their greatest contributions to their organizations may be asking the right questions. They recognize that they can’t have the answer to everything, but they can push their company in new directions and marshal the collective energy of their employees by asking the right questions.
“In business, the big prizes are found when you can ask a question that challenges the corporate orthodoxy,” said Andrew Cosslett, the C.E.O. of the InterContinental Hotels Group. “In every business I’ve worked in, there’s been a lot of cost and value locked up in things that are deemed to be ‘the way we do things around here.’ So you have to talk to people and ask them, ‘Why do you do that?’ ”
It’s an important lesson. For all the furrowed-brow seriousness that you often encounter in the business world, some of the most important advances come from asking, much like a persistent 5-year-old, the simplest questions. Why do you do that? How come it’s done this way? Is there a better way?
Some qualities are easier to spot than others. Passionate curiosity? It’s there for all to see. There’s an energy from people who have it. Other qualities are tougher to discern, especially the ability to handle adversity. Some people embrace adversity, even relish it, and they have a track record of overcoming it. They have battle-hardened confidence.
If there were some test to find out whether a person had this quality, it would be a huge moneymaker. But people, and companies, reveal how they deal with adversity only when they are faced with potential or real failure, and the status quo is not an option.
The best predictor of behavior is past performance, and that’s why so many chief executives interview job candidates about how they dealt with failure in the past. They want to know if somebody is the kind of person who takes ownership of challenges or starts looking for excuses.
“I think hiring great people remains extremely, extremely hard,” said Jen-Hsun Huang of Nvidia. “You can never really tell how somebody deals with adversity. When you have a difficult situation, some people just take it and run with it. Some people see adversity and they cower, as talented as they are. You could ask them about the adversity they had in the past, but you never really know the intensity of that adversity.”
Many C.E.O.’s seem driven by a strong work ethic forged in adversity. As they moved up in organizations, the attitude remained the same — this is my job, and I’m going to own it. Because of that attitude, they are rewarded with more challenges and promotions.
“I like hiring people who have overcome adversity, because I believe I’ve seen in my own career that perseverance is really important,” said Nancy McKinstry, the chief executive of Wolters Kluwer, the Dutch publishing and information company. “I will ask them directly: ‘Give me an example of some adverse situation you faced, and what did you do about it, and what did you learn from it?’ The people I’ve hired who have had that ability to describe the situation have always worked out, because they’re able to sort of fall down, dust themselves off, and keep fighting the next day.”
The chief executives’ stories help bring to life a concept known as “locus of control.” In general, it refers to people’s outlooks and beliefs about what leads to success and failure in their lives. Do they tend to blame failures on factors they cannot control, or do they believe they have the ability to shape events and circumstances by making the most of what they can control? It’s a positive attitude mixed with a sense of purpose and determination. People who have it will take on, and own, any assignment thrown their way. They say those words that are music to a manager’s ears: “Got it. I’m on it.”
At some point, the notion of being a team player became devalued in corporate life. It has been reduced to a truism — I work on a team, therefore I am a team player. It’s a point captured in a cartoon, by Mike Baldwin, in which an interviewer says to a job candidate: “We need a dedicated team player. How are you at toiling in obscurity?”
The most effective executives are more than team players. They understand how teams work and how to get the most out of the group. Just as some people have street smarts, others have team smarts.
Mark Pincus, the C.E.O. of the Zynga Game Network, the online gaming company, said he learned lessons about teamwork playing soccer in school. Even today, when he plays in Sunday-morning games, he said, he can spot people who would be good hires because of how they play.
“One is reliability,” he said. “There are certain people you just know are not going to make a mistake, even if the other guy’s faster than they are, or whatever. And are you a playmaker? There are people who have this kind of intelligence, and they can make these great plays. It’s not that they’re star players, but they will get you the ball and then be where you’d expect to put it back to them. It’s like their heads are really in the game.”
Team smarts is also about having good “peripheral vision” for sensing how people react to one another, not just how they act.
“We were sitting with a group of about 40 to 50 managers, and people were standing up to raise certain issues,” he recalled. “And I watched this one executive. People were riveted to him, really listening and engaged. And then this other executive addressed the group, and I watched everyone’s eyes. And their eyes went back down to their tables. It was a clear signal that said, ‘You’ve lost us.’ So sometimes you don’t know what the messages are that you’re going to get, but you have to look for them. They come from your peripheral vision.”
Companies increasingly operate through ad hoc teams. Team smarts refers to the ability to recognize the players the team needs and how to bring them together around a common goal.
“Early on, I was wowed by talent, and I was willing to set aside the idea that this person might not be a team player,” said Susan Lyne, chairman of the Gilt Groupe. “Now, somebody needs to be able to work with people — that’s No. 1 on the list. I need people who are going to be able to build a team, manage a team, recruit well and work well with their peers. The people who truly succeed in business are the ones who actually have figured out how to mobilize people who are not their direct reports.”
A Simple Mind-Set
There is a stubborn disconnect in many companies. Most senior executives want the same thing from people who present to them: be concise, get to the point, make it simple. Yet few people can deliver the simplicity that many bosses want. Instead, they mistakenly assume that the bosses will be impressed by a long PowerPoint presentation that shows how diligently they researched a topic, or that they will win over their superiors by talking more, not less.
Few things seem to get C.E.O.’s riled up more than lengthy PowerPoint presentations. It’s not the software they dislike; that’s just a tool. What irks them is the unfocused thinking that leads to an overlong slide presentation. There is wide agreement it’s a problem: “death by PowerPoint” has become a cliché.
If so many executives in positions of authority are clear about what they want, why can’t they get the people who report to them to lose the “Power” part of their presentations and simply get to the “Point”?
There are a few likely explanations. A lot of people have trouble being concise. Next time you’re in a meeting, ask somebody to give you the 10-word summary of his or her idea. Some people can do a quick bit of mental jujitsu, and they’ll summarize an idea with a “Here’s what’s important …” or “The bottom line is … .” Others will have trouble identifying the core point.
Another possible explanation is that a lag exists in the business world. There was a time when simply having certain information was a competitive advantage. Now, in the Internet era, most people have easy access to the same information. That puts a greater premium on the ability to synthesize, to connect dots in new ways and to ask simple, smart questions that lead to untapped opportunities.
“I’d love to teach a course called ‘The Idea,’ ” said Dany Levy, the founder of DailyCandy.com. “Which is, basically, so you want to start a company, how’s it going to work? Let’s figure it out: just a very practical plan, but not a business plan, because I feel like business plans now feel weighty and outdated. It seems, back in the day, that the longer your business plan was, the more promising it was going to be. And now, the shorter your business plan is, the more succinct and to the point it is, the better. You want people to get why your business is going to work pretty quickly.”
Steven A. Ballmer, the C.E.O. of Microsoft, said he understood the impulse in presentations to share all the underlying research that led to a conclusion. But he changed the way he runs meetings to get to the conclusion first.
“The mode of Microsoft meetings used to be: You come with something we haven’t seen in a slide deck or presentation,” he said. “You deliver the presentation. You probably take what I will call ‘the long and winding road.’ You take the listener through your path of discovery and exploration, and you arrive at a conclusion.
“I decided that’s not what I want to do anymore. I don’t think it’s efficient. So most meetings nowadays, you send me the materials and I read them in advance. And I can come in and say: ‘I’ve got the following four questions. Please don’t present the deck.’ That lets us go, whether they’ve organized it that way or not, to their recommendation. And if I have questions about the long and winding road and the data and the supporting evidence, I can ask them. But it gives us greater focus.”
Are you comfortable being uncomfortable? Do you like situations where there’s no road map or compass? Do you start twitching when things are operating smoothly, and want to shake things up? Are you willing to make surprising career moves to learn new skills? Is discomfort your comfort zone?
In other words, are you fearless?
Risk-taking is often a quality associated with entrepreneurs, the kind of people who make bet-the-farm wagers on a new idea. But risk-taking doesn’t quite capture the quality that many C.E.O.’s embody and look for and encourage in others.
With the business world in seemingly endless turmoil, maintaining the status quo — even when things appear to be working well — is only going to put you behind the competition. So when chief executives talk about executives on their staffs who are fearless, there is a reverence in their voices. They wish they could bottle it and pass it out to all their employees. They’re looking for calculated and informed risk-taking, but mostly they want people to do things — and not just what they’re told to do.
“One of the things that I characterize as fearlessness is seeing an opportunity, even though things are not broken,” said Ursula M. Burns, the C.E.O. of Xerox. “Someone will say: ‘Things are good, but I’m going to destabilize them because they can be much better and should be much better. We should change this.’ The easiest thing to do is to just keep it going the way it’s going, especially if it’s not perfect but it’s not broken. But you have to be a little bit ahead of it, and you have to try to fix it well before you have to. Companies get into trouble when they get really complacent, when they settle in and say, ‘O.K., we’re doing O.K. now.’ ”
Many executives said fearlessness was one of the top qualities they’re looking for when they were interviewing job candidates.
“Specifically, in this culture I have to have people who not only can manage change but have an appetite for it,” said Mindy F. Grossman, the C.E.O. of HSN, the parent company of Home Shopping Network. “They tend to be more intellectually curious, so they don’t just have vertical climbs. I ask for those stories. I love hearing them and it gives me a real sense of the person.”
Like the other four keys to success, fearlessness is an attitude, and because attitude is one of the few things over which everyone has complete control, it is a character trait that can be developed. It can be fostered with a simple approach to taking more risks.
Chief executives advise that you will be rewarded for fearlessness, because so few people live that way and bring this attitude to work. It is risky. You may unsettle people by shaking up the status quo. But if you have the best interests of the organization in mind, you can unlock new opportunities for the company and for yourself.
These five qualities help determine who will be chosen for bigger roles and more responsibility. Those promotions will inevitably bring challenges that require learning through trial and error.
C.E.O.’s can act as mentors to speed people along that learning curve. They may not develop silver-bullet theories, but they are experts in leadership because they practice it daily. And many of them have spent years honing their leadership styles, studying what works and what doesn’t, and then teaching others.
Chief executives face criticism from many corners, and it is often deserved. But there is no arguing that they have achieved a great deal.
Through their stories, lessons and insights, they have much to offer beyond the hard numbers.