The Five Temptations Of A Ceo Summary
I read The Five Temptations of a CEO written by Patrick Lencioni. Lencioni breaks down that being a successful leader can come to practicing a few simple behaviors.
The first behavior or “temptation” is being more interested in protecting your career status rather than making sure your company achieves results. An example of this would be the head of a nonprofit organization being happy with winning a large grant. A nonprofit shouldn’t be happy with winning a large grant unless the money was used to do something meaningful.
The second behavior Lencioni describes in wanting to be popular with our direct reports instead of holding them accountable. When your staff isn’t held accountable when deliverable deadlines and projects are not completed …show more content…
It allows for the CEO to have a broader focus and have the direct reports who will run their department the way you want. Lencioni believes you must hold your managers accountable, you shouldn’t be friends with them and let them get away with missing deadlines. According to the textbook, this would be described as an omnipotent view of management. The view that managers are directly responsible for an organizations success or failure.
Holding people accountable plays a big role in organizational culture. It is important to let everyone know they will be held accountable when they join your organization. If new employees come to your organization and were not previously held to this standard they will have trouble adjusting.
Career barriers are another subject that was in common with Lencioni’s book and the course material. The first temptation is being more interested in protecting your career status rather than making sure your company achieves results. Employees overemphasize their personal goals over the organizational goals. A focus on their career and status will make the CEO complacent and unfocused, which causes results to
The first behavior or “temptation” is being more interested in protecting your career status rather than making sure your company achieves results. An example of this would be the head of a nonprofit organization being happy with winning a large grant. A nonprofit shouldn’t be happy with winning a large grant unless the money was used to do something meaningful.
The second behavior Lencioni describes in wanting to be popular with our direct reports instead of holding them accountable. When your staff isn’t held accountable when deliverable deadlines and projects are not completed …show more content…
It allows for the CEO to have a broader focus and have the direct reports who will run their department the way you want. Lencioni believes you must hold your managers accountable, you shouldn’t be friends with them and let them get away with missing deadlines. According to the textbook, this would be described as an omnipotent view of management. The view that managers are directly responsible for an organizations success or failure.
Holding people accountable plays a big role in organizational culture. It is important to let everyone know they will be held accountable when they join your organization. If new employees come to your organization and were not previously held to this standard they will have trouble adjusting.
Career barriers are another subject that was in common with Lencioni’s book and the course material. The first temptation is being more interested in protecting your career status rather than making sure your company achieves results. Employees overemphasize their personal goals over the organizational goals. A focus on their career and status will make the CEO complacent and unfocused, which causes results to