BRIAN WEBB BLOG

I’ve recently completed the book… The Four Obsessions Of An Extraordinary Executive, by Patrick Lencioni. I’d give this book 3 out of 4 stars, and I recommend it to you. As always, Patrick makes his point in the form of a fable. This time, the fable is about 2 competing consulting firms that headquarter in the same town.

For the sake of brevity, I thought I’d summarize what Lencioni advocates as the 4 obsessions.

OBSESSION #1: BUILD AND MAINTAIN A COHESIVE LEADERSHIP TEAM
It’s always about the team, right? Lencioni points out that without obsession 1, the rest doesn’t really matter. It’s crucial to cultivate an environment of trust throughout your team… real trust. He advocates vulnerability, and a loyalty to the company and each other, no matter what.

OBSESSION #2: CREATE ORGANIZATIONAL CLARITY
Without clarity, confusion and hesitation invade any organization. What are the mission, values and priorities of your organization? Why does the organization exist? What difference does it make in the world? It’s important to avoid the temptation to “market” these items like a slick campaign. It’s a lifestyle from the top… down.

OBSESSION #3: OVER-COMMUNICATE THE IDENTITY AND DIRECTION
You can’t say it enough! Andy Stanley once said that “Vision is like a bucket with holes… they both leak.” It’s imperative to discuss, promote and demonstrate the identity and direction of your organization, in what might seem like excessive doses to your team. Create a strong sense of common purpose and direction that supersedes any departmental or ideological allegiances that your team may have. It’s as simple as 1, 2, 3… 1. Repetition, 2. Simple Messages & 3. Multiple Mediums.

OBSESSION #4: REINFORCE ORGANIZATIONAL CLARITY THROUGH HUMAN SYSTEMS
Communication alone will not reinforce clarity. There are 4 primary human systems that serve to institutionalize an organization’s sense of clarity.

1. HIRING PROFILES: Look for candidates that will fit within the organizational culture. Ask the right questions, and avoid making costly hiring mistakes that sometimes take months and years to correct.

2. PERFORMANCE MANAGEMENT: Help your employees to identify opportunities for growth and development. This system should be customized to provoke meaningful discussions between managers and employees about relevant issues they’re dealing with on a daily basis.

3. REWARDS & RECOGNITION: Reward and recognize your team as they consistently and successfully exhibit behaviors and actions that support and align with the direction, values and success of the organization. These not only provide incentives for your employees to exhibit the right behaviors, but they also serve as a high-profile means of promoting the values themselves.

4. DISMISSAL: It’s crucial to only have those on the team that are truly on the team. You don’t want the right person on the wrong bus. Don’t allow one apple to spoil the rest. Act fairly, but quickly.