{"id":7414,"date":"2018-12-20T18:55:07","date_gmt":"2018-12-20T18:55:07","guid":{"rendered":"https:\/\/jboitnott.com\/?p=7414"},"modified":"2020-07-07T01:45:39","modified_gmt":"2020-07-07T01:45:39","slug":"why-its-crucial-to-walk-the-talk-as-a-business-leader","status":"publish","type":"post","link":"https:\/\/jboitnott.com\/zh\/why-its-crucial-to-walk-the-talk-as-a-business-leader\/","title":{"rendered":"Why It’s Crucial to Walk the Talk as a Business Leader"},"content":{"rendered":"

\u201cDo as I say, not as I do\u201d might once have worked for both parents and\u00a0stern bosses<\/a>, but these days\u00a0leadership<\/a>\u00a0by demand is no longer sufficient.<\/p>\n

Modern employees want to see you in action, leading by example. When your actions actively\u00a0work against the things you say<\/a>\u00a0(whether in direct conversation or through the creation or enforcement of company policies), you\u2019re going to be viewed as a problem boss — and maybe even a toxic one.<\/p>\n

More importantly, not acting in ways consistent with written policies undercuts your professed commitment. This can come back to bite you in very unpleasant ways.\u00a0Here are five ways to make sure you \u201cwalk the talk\u201d as a business leader.<\/b><\/p>\n

1. Make sure your policies and ideas are consistent with\u00a0your<\/i>\u00a0core values and beliefs.<\/b><\/h2>\n

It should be obvious but it often gets lost in the crazy shuffle of the day-to-day: It\u2019s really hard to practice what you preach when you don\u2019t believe the sermon in the first place.<\/p>\n

Your company\u2019s core values should align with your personal code of ethics. If it doesn\u2019t, you\u2019ll have a hard time both enforcing it and exemplifying it for others.<\/p>\n

If you\u2019ve never engaged in the process of clarifying your company\u2019s values, take the opportunity now to do so. These values tend to stay fairly consistent over our lifetimes, barring major or traumatic events, but it\u2019s important to give this process your full attention and involvement. Don\u2019t just write down some cool-sounding phrases. Your corporate values statement should guide the company through its evolution over the coming years.<\/b><\/p>\n

2. Get clear on what precisely needs to change in your organization.<\/b><\/h2>\n

When there\u2019s a disconnect between company policies and employee behavior, it\u2019s important to clarify the contours of that misalignment as precisely as possible. That\u2019s a key way to know where to concentrate your own personal efforts, as well as any organizational actions that need to be taken.<\/p>\n

Take some time to observe your workers carefully for yourself. At the same time, it\u2019s important to seek input from multiple sources for a fuller (and thus more accurate) view of the situation.<\/p>\n

For example, if the disconnect concerns customer service, it may seem like an open-and-shut issue if you listen in on a single service call. However, asking a few representatives, their supervisor, and some of your customers may reveal a different cause altogether, perhaps one of design or manufacturing. Without carefully exploring the issue from multiple viewpoints, you might never address the real problem.<\/p>\n

3. Model the change in behavior you want to see.<\/b><\/h2>\n

The core of \u201cwalking the talk\u201d is to be the change you want to see in your company. In other words, tackle your own behavior first, before communicating these changes to your workforce. That way, you can establish some \u201cstreet cred\u201d before you ask your employees to take on the new changes too.<\/p>\n

Changing habitual practices, routines or behaviors isn\u2019t as easy as simply making a decision, of course. The decision must be supported by conscious attention and effort for some period of time.<\/p>\n

People are built to run on habits by default. So many of our decisions that we think are governed by rational thought are actually habitual responses. To change one of those habits, we need to put a lot of effort into making a new set of choices.<\/p>\n

Imagine the grooves on a record album. Making the needle follow any other path requires some significant external impact, like someone jumping on the floor nearby or jostling the record player. To wear a \u201cnew groove\u201d into your existing album, you\u2019ll need to follow a new path with deliberate, consistent effort until it becomes a habit, too.<\/b><\/p>\n

4. Communicate those values clearly to affected employees<\/b>.<\/h2>\n

The second part of the \u201cwalk the talk\u201d equation is communication. Engage in authentic conversations with core people about the policies and changes at issue. Do them the courtesy of listening to them deeply and respecting their contributions to the discussion.<\/p>\n

Adopt a core \u201cteam\u201d attitude, rather than keeping yourself separate. Don\u2019t set yourself up as an observer of this discussion. Engage in it. Lead it by communicating clearly to the participants what you expect of them, why this change was necessary and how your company will support its employees in making the change.<\/p>\n

5. Be consistent in behavior as well as in policy adoption and revision.<\/b><\/h2>\n

When it comes to corporate values, consistency isn\u2019t the hobgoblin of small minds — it\u2019s the essential foundation of successful change. That\u2019s especially true, and important, in your company\u2019s enforcement of sexual harassment and anti-discrimination policies, when\u00a0failing to follow the policy can subject the business to substantial legal liability.<\/p>\n

This also means consistency in your corporate values across the board. If you\u2019re espousing a strict commitment to increasing female executive hires but you look the other way when \u201cbeer babes\u201d are hired for executive parties, you\u2019re not demonstrating a consistent commitment to that policy, or its underlying supportive value.<\/p>\n

The underlying point here is that actions and words matter and have meaning. Aligning them\u00a0is all part of living with integrity. This\u00a0is just as important as anything else\u00a0if you’d\u00a0like to build a happier team and a more successful company.<\/p>\n

 <\/p>\n

Thanks for reading! My work is almost entirely reader-funded so if you enjoyed this piece please consider sharing it around, liking me on Facebook<\/a>, following me on\u00a0Twitter<\/a>, and maybe throwing some money into my hat on\u00a0Patreon<\/a>,\u00a0Paypal<\/a>, or with\u00a0Etherium:. 0X24AC7A8FF92721B9827A03A6936FE169B864C94<\/em><\/p>","protected":false},"excerpt":{"rendered":"

\u201cDo as I say, not as I do\u201d might once have worked for both parents and\u00a0stern bosses, but these days\u00a0leadership\u00a0by demand is no longer sufficient. Modern employees want to see you in action, leading by example. When your actions actively\u00a0work against the things you say\u00a0(whether in direct conversation or through the creation or enforcement of […]<\/p>\n","protected":false},"author":1,"featured_media":7415,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[578],"tags":[],"class_list":["post-7414","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership"],"yoast_head":"\nWhy It's Crucial to Walk the Talk as a Business Leader - John Boitnott<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.entrepreneur.com\/article\/323457\" \/>\n<meta property=\"og:locale\" content=\"zh_CN\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why It's Crucial to Walk the Talk as a Business Leader - John Boitnott\" \/>\n<meta property=\"og:description\" content=\"\u201cDo as I say, not as I do\u201d might once have worked for both parents and\u00a0stern bosses, but these days\u00a0leadership\u00a0by demand is no longer sufficient. 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