A Message to Sheryl Sandberg: Bossy is Never Cute.

In the WSJ article “Don’t Call Us Bossy,” Sheryl Sandberg recounts a warning her best friend received from a teacher advising her to “find a new friend…” because “nobody likes a bossy girl.” Ms. Sandberg goes on to lament, “How are we supposed to level the playing field for girls and women if we discourage the very traits that get them there?”

Okay, wait a minute.  Let’s not confuse personality traits, many of which are gender specific (like “bossy” for women and “bone-headed” for men), with the critical elements required for organizational success.

I am far from becoming the next COO or CEO of anyone’s organization, but as an experienced HR professional, I’ve had an opportunity to see behind the curtain of organizational success. 

Rising to the executive ranks in most organizations requires intellect (with a bias toward results), circumstance (meaning something happens to create an opportunity), and sponsorship (by an existing member of the executive leadership team).

I agree with Ms. Sandberg’s assertion that there are not enough women (or people of various colors for that matter) in executive leadership positions.  And the prevailing truth is that these positions are dominated by white men, who like most people, can find comfort in those with whom they are most familiar.

Diversity and inclusion have become critical business strategies for many US corporations, and white men have become important champions in the advancement of women and people of color.  There is an increasing need to rely on genuine talent and skill when filling executive roles while resisting the urge to find comfort in the familiar. 

Along the way, I've met successful women who are focused on results, give clear direction and know how to consider the thoughts and opinions of others.  These women are especially skilled at providing encouragement and support when needed while maintaining a high standard of execution.  Never do I hear these women referred to as bossy. 

Crowley & Gates: In the Absence of Leadership, No One Wins

Enough already. Both Professor Gates and Officer Crowley acted inappropriately. "Stupidly" if you want to use that word. If you can't manage your own behavior, who can you manage?

Was Gate's offended by Crowley's treatment of him as a black man or was he insulted by Crowley's lack of appreciation for his status and accomplishments? Was Crowley doing his job, or was he offended that Gates had the audacity to disregard his authority?

Okay...Gates is not a racist, but he more than anyone should understand the emotions associated with labeling someone based on limited information. Like it or not, Officer Crowley was in the line of duty. We are all taught to respect the authority of a police officer. Instead, Professor Gates challenged Officer Crowley's authority by pushing the hottest buttons he could find.

Okay...Crowley is not stupid, but his inability as a law enforcement agent to diffuse this situation calls into question his judgement, if not his competence. This was Officer Crowley's situation to manage effectively.  Instead, he fueled a hot flame and turned it into a raging fire.

Everyone is talking about the lesson to be learned here, but the biggest lesson's are for Crowley and Gates. Great leaders know when managing a situation calls for a firm hand - or not. Great leaders know that humility is a sign of strength and maturity - not a sign of weakness. But the greatest characteristic of a leader is the ability to demonstrate self confidence by acknowledging an error and accepting responsibility for it.

In the End, it's Just Bad Leadership

By Andie Radford

I am still unclear on all the buzz about AIG. Why are we scrambling to get back those bonuses? And why are we attacking the current administration for “allowing all this to happen?” Who in their right mind would have imagined that a company begging for its life would turn around and thumb its nose at the “savior?”

This is precisely the case with the leadership of AIG. There is nothing more ridiculous than the idea that government should spend tax payer money policing bad corporate leaders. AIG paid bonuses? In the face of such poor performance? Are you kidding me? What kind of leadership is this? In the case of AIG, I’d settle for the short sale and write the bonuses off. Forget about it. The biggest bang for my buck would be the replacement of the entire AIG senior leadership team. Arrogance + Entitlement = Bad Decisions. Every time.

This economic crisis will be bemoaned, analyzed and discussed for many years. Because of this crisis, new opportunities and innovations will be realized. I hope through all of this that a higher standard of leadership for corporate America will also be established. At this point, I can only hope.