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CEOs who Engage for Impact:
- “They lead with intent. These CEOs translate their vision, goals, and acute awareness of context into commercial intent for the business overall and for every interaction they engage in.
- They understand the players. They tune in to understand the unique needs - emotional, financial, physical, or otherwise - of the full multitude of players who impact realization of intent.
- They build routines to enlist these players to support the intent (p.90).”
What are some additional things that CEOs do to Engage for Impact?
From: Botelho, E. L; & Powell, K.R. (2018). The ceo next door: the four behaviors that transform ordinary people into world-class leaders. New York: Currency.
- “High performers are more successful than their peers, yet they are less stressed.
- High performers love challenges and are more confident they will achieve their goals despite adversity.
- High performers are healthier than their peers.
- High performers are happy.
- High performers are admired.
- High performers get better grades and reach high positions of success.
- High performers work passionately regardless of traditional rewards.
- High performers are assertive (for the right reasons).
- High performers see and serve beyond their strengths.
- High performers are uniquely productive - they’ve mastered prolific quality output.
- High performers are adaptive servant leaders (p. 37-43).”
What are some additional qualities or practices of high performers?
From: Burchard, B. (2018). High performance habits: how extraordinary people become that way. Carlsbad, CA: Hay House, Inc.
- "Synergy: Team members complement each other's strengths, weaknesses, and behavioral preferences.
- Commitment: Team members are fully committed to the team's success, and they are willing to sacrifice their egos for the good of the team.
- Constructive Contention: The toughest challenges and issues are put on the table and debated vigorously.
- Accountability: Even though there is usually a designated leader, team leadership is often shared. Team members hold each other accountable, challenge and help each other, and are deeply concerned about their teammates.
- Purpose: The team develops shared goals, purpose, and core values aligned with stakeholder needs.
- Rewards: The team shares in significant rewards for achieving their goals and even bigger rewards for exceeding expectations.
- Transparency: Communication is fluid and transparent, and all information is shared openly and candidly.
- Collaboration: Team members exude a 'we are stronger than me' attitude by breaking down silos, working across functional boundaries, and proactively tapping into each other's strengths.
- Growth Mindset: there is a growth mindset grounded in curiosity.
- Ownership: The entire team feels a joint sense of ownership for their collective results and they behave like owners (p. 51-52)."
From: Rake, J. (2018). The bridge to growth: how servant leaders achieve better results and why it matters more than ever. New York: Skyhorse Publishing.