Or why Impeachment is now the only option.
I'm sure many of you have had management training classes. I am very grateful to have had a boss that was passionate about having a management team trained in the art of servant leadership. Because of him, I have faced my worst leadership skills directly in the eye and learned to overcome most of them - its an ongoing process. As a result I am proud to say that many people that have worked for me have gone on to surpass me as executives. That may be the best acheivement of my career. Our country has a boss. He does not share any of the tenants of good leadership, now practiced by most, if not all, of the top 100 companies. For the sake of Company America - he must be fired and fired now.
Ask any consultant who trains people and companies on what today's leadership models contain and you are bound to hear variations on the same theme. For me, Max Depree, author of Leadership Is An Art (a must read by the way) http://www.leadershipnow.com/... embodies the best of the best in leadership practices. His concept of Servant Leadership essentailly means that the best way to ensure that your company continues to grow amid both the good and bad times is to have leaders that have been mentored with specific skills from inside the organization.These skills are addressed below. As importantly, mentoring begins at the top - the BOSS. The skills of a boss are very clear in most organizations. Along with Servant Leadership, many outstanding concepts of leadership abound. I've collapsed the most frequently sited concepts to make the following list of the essential qualities any good leader must have:
(1) Create a vision and then inspire others to execute your
vision
(2) Surround yourself with great people and trust them to do their job and contribute their best to the organization.
(3)Become a great listener. Business is all about getting the best ideas from everyone. New ideas are the lifeblood of the organization, the fuel that makes it run. You can only get new ideas from listening to the people - all of the people - in your organization.
(4)My personal favorite: Lead by Example To spark others to perform, you must lead by example. In servant leadership, leading my example has a specific meaning: as the "boss" it is your job to "serve" those that work for you by providing them with the necessary skills and tools to excel.
Similarly, there is a growing body of work by consultants who help companies fire the boss when a company is in peril due to the lack of these skills.Below is a list of the most common reason bosses get fired. The full article can be read at:
Leadership and the reasons CEO's get fired Gild Blog
Mismanaging Change (32%)
A failure on the CEO’s part to properly motivate employees and managers, and more specifically, to adequately sell the need to change course. Another group identified the CEO’s inability to follow-through and solidify the gains as the cause of failure.
Ignoring customers (28%):
If a CEO ignores or alienates customers, it not only undermines the business and revenue, but it significantly undermines board support. Board members said their test for whether the CEO was sufficiently engaged in the business was the extent to which they evidenced intimate knowledge of customers, customer needs and developing trends.
Tolerating low performers (27%
When CEOs allowed an obvious low performer to linger (without any improvement or discipline, it destroyed the CEO’s credibility and made it politically difficult for them to hold others accountable. CEOs becoming too emotionally attached to a low performer(s) whether from loyalty, fear of being seen as too harsh, or unrealistic optimism and covering for poor performers out of fear that they might divulge embarrassing or indicting information are all sited as reasons for termination.
Denying reality (23%):
Board members overwhelming said they could handle bad news and significant course corrections. What they couldn’t handle was a CEO who was in denial and wouldn’t recognize the bad news. Many board members felt that they were closer to the market and customers than the ousted CEO, and a significant percentage said the CEO was far too insulated from frontline realities. Board members also said they would rather have bad news and a plan to fix it, than they would no news or sugarcoated news.
Too much talk, not enough action (22%)
Numerous board members complained that CEOs could talk endlessly about grand visions and new strategies, but would both neglect a tactical plan for the 'who, what, when and where,' as well as evidence of its impementation.
Need I say more?
Although some would maintain that old dogs can and do learn new tricks....yesterday's disgraceful speech by our Boss Bush indicated its time to put this dog down (and I mean no offense to dog owners - I have 2 myself)
This man has been given more time (6 years) than most CEO's would be given to prove himself worthy of leading our great Country. He has not shown skill in any one of the leadership criteria categories above, and conversely, has shown remarkable abilities in the areas that get CEO's fired. So lets give him what his 6 year performance review demands: IMPEACHMENT.
Lastly, I know that there are those amongst us still that are not in this camp. I want to share with those lingering few what good can come of firing him:
(1)Often it takes being fired for people to change
(2)He cannot continue to be rewarded (keep his job) for so poor a performance without setting a terrible example for working people everywhere - and especially young people about to enter the workplace.
(3)As Americans living under the Constitution, we are his Board Members. If we do not fire him - who will?
So Nancy, if your listening, you are obviously a great leader. You embody all that inspirational leaders have been trained to do - even fire people. So may I request (hope you are listening) IMPEACH THE XXXXX.