5 min read

Everything Is YOUR Fault!

Aug 1, 2014 6:30:00 AM

Today we’re sharing insight from guest blogger Scott Franko, President of Franko Design Concepts and Consulting. Tim Leman is taking the summer off from writing his weekly blog to spend time on an exciting project focused on culture and leadership. We hope you enjoy Scott’s wisdom and perspective.

Its_Your_FaultDisney got it right when they told us the first rule of leadership through the words spoken by none other than Hopper, the big bug-bully from the 1998 movie "A Bug's Life". My kids were one, three and five. When this powerful rule was revealed on the silver screen, and ever since, I've reminded them repeatedly to always remember those four important words: "Everything is YOUR fault!"

When my children stood between twenty to thirty-three inches tall they had a hard time taking me serious. In fact they would vehemently argue how I was completely wrong on this rule and that Disney and I made it up so kids would always be blamed for anything goes wrong. My oldest daughter and I would often debate who's at fault when something doesn't get completed as instructed. Does the blame go to the one who gave the instructions or to the person who received them?

My daughter would insist that the responsibility should fall squarely upon the slacker who didn't follow direction. I would try to present the case for her to see the situation from a leadership point of view. When there is a manager among a team, he or she gets the greater share of the fault. The greater responsibility always goes to the person of higher position when there is a transfer of instruction. To that explanation she would turn her back and fold her arms in total disagreement. Debate ended.

My children are now young adults. They are experiencing life's lovely opportunities and cranky curve balls. They are learning the skills of how to balance time, activities, and resources while maintaining jobs, healthy relationships, and finances. They are feeling what we all do as we go through circumstances and try to come out on the right side or at least on the path that leads to better things. Leadership is among these ‘better things’. They are finding that the adage "if it is to be, it's up to me" holds a lot of truth. They are realizing that good old dad, and Disney, might know a thing or two. That responsibility is extremely vital in becoming a person who is reliable, relatable, and respectable - traits of a good leader.

Let's apply this to the people within a business environment where there are various realms of leadership, service, and interaction. How do you, as a leader, create and maintain your culture, mission, and purpose? How do you keep yourself from sliding into irresponsible choices, words, or actions when you're so busy that it becomes harder and harder to deal with all the crap that slaps you in the face?

At our business, we created what we call the Three Golden Rules. These apply to me, all our staff, every team, and division. They are company-wide statutes that we hold as high as laws in order to govern our ethics and decisions. They keep us responsible and create accountability. Responsibility is the glue that keeps our team performing at a level that lives up to our motto of Building Impressions.

Golden Rule number one is "Do the Right Thing" while rule number two is "Do Things Right." They sound similar, but there is a significant difference. For instance, you can be a responsible person who takes seriously the virtue of doing the right thing, but fail and become irresponsible if you do a bad job or make a mistake. To do things right you might need more training first. As a leader, you put yourself, others, and the organization at risk of failure if you delegate wrongly to someone who's not ready or capable of performing the task. That is irresponsible. So is allowing behavior that does not promote or covey a positive environment of doing the right thing. As leaders, you have to see it and call it out when it happens.

The third rule is "The Company Comes First." That means what is best for the entire team or organization should trump any individual. It continues to amaze me how many times I see situations where I need to steer the conversation toward this rule and place it under the lens in order to see who will benefit. Not everybody agrees or sees how this rule works in the best interests of all. Those folks eventually need to be weeded out. They don't get it.

What's The Risk?

The risk of not remembering that it's all YOUR fault can result in a crumbling culture where people only perform for rewards that benefit individuals rather than the team. Responsible leaders will find methods and mechanisms that make everybody share in the responsibility.

When it comes to responsibility, the real answer to the question “Who's at fault?” is actually both. If your boss gives you instruction you have the obligation to listen, understand, and carry out the mission. If you are the leader giving the command it's up to you to be sure you were understood and to follow up on the actions. But the greater fault in any exchange always goes to the one of greater position, authority, or hierarchy of title - the leader.

 

This content was written and shared by guest blogger, Scott Franko.

Scott2Scott is the President of Franko Design Concepts and Consulting for "brand and image." Fresh out of college with his graphic design degree from Ball State University, he went to work at custom sign maker US Signcrafters, becoming president in 1997 and an owner in 2006 where he remains today. Under his leadership the company launched the additional divisions of The Sign Store for print production and Building Impressions for ornamental architectural fabrication. Together the companies combine as a full-scale resource for creative visual solutions. To date he has authored and published five books including "Lessons from a Pair of Old Gloves" that was recognized with an Honorable Mention by Writers Digest. His nationally popular weekly blog is called Pay Notes; "pay-day" notes for thought, consideration and inspiration. He can be reached at scott@frankodesign.com.

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Topics: Executive
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Gibson is a team of risk management and employee benefits professionals with a passion for helping leaders look beyond what others see and get to the proactive side of insurance. As an employee-owned company, Gibson is driven by close relationships with their clients, employees, and the communities they serve. The first Gibson office opened in 1933 in Northern Indiana, and as the company’s reach grew, so did their team. Today, Gibson serves clients across the country from offices in Arizona, Illinois, Indiana, Michigan, and Utah.