{"id":518,"date":"2017-09-13T20:41:39","date_gmt":"2017-09-13T20:41:39","guid":{"rendered":"http:\/\/businessdivorceinstitute.com\/?p=518"},"modified":"2017-09-13T23:58:55","modified_gmt":"2017-09-13T23:58:55","slug":"partner-communication-value-of-leadership","status":"publish","type":"post","link":"http:\/\/danceofbusiness.com\/businessdivorceinstitute\/partner-communication-value-of-leadership\/","title":{"rendered":"Partner Communication and the Value of Leadership"},"content":{"rendered":"

\"\"<\/p>\n

What is Charlottesville\u2019s Effect on Your Partnership\/Company?<\/strong><\/h2>\n

Do you and your partners think alike when it comes to the values (behavioral guidelines) of your company? In the wake of the strife in Charlottesville, would you and your partners equally feel comfortable in making statements similar to Kenneth Frazier, the CEO of Merck? or Under Armour CEO Kevin Plank? Or 3M CEO Inge Thulin?<\/h2>\n

This is a time for you and your partners to proactively have the discussion of what you each believe.<\/strong> How you are going to lead together? What guidelines do you have that direct your own and your employees\u2019 behavior? Your employees want to know that all your partners are on the same page.<\/p>\n

Leadership is about bringing out the best in each of your employees.<\/strong> Your joint statements set the environment for your company\u2019s success and productivity. Each person\u2019s full potential develops in an environment of trust where people can stretch themselves and know they can take chances to grow.<\/p>\n

Consider an environment where an employee doesn\u2019t feel emotional safety<\/strong>. He doesn\u2019t make suggestions to improve his or his team\u2019s productivity. She doesn\u2019t try something new that adds to the innovation of the company. They can hardly do a great job at customer service if there are background issues. If the environment includes backstabbing, or inordinate repercussions if something goes wrong, or unfairness, then nobody will take a risk to improve anything or go the extra mile. Turnover increases, costs go up and profit goes down.<\/p>\n

In a multi-partner firm, it doesn\u2019t work when some partners try to create an environment for growth and others sabotage it by making it difficult for some people to get ahead more than others. <\/strong><\/p>\n

In my practice with small and mid-size firms I advise business owners to develop 3-7 values<\/strong> (guidelines for behavior). They range from excellence to integrity to inclusion\/diversity to customer service to being a learning company to having fun and many more. Then for each of the values, I ask my clients to fill out a chart that identifies what behaviors demonstrate that value, what behaviors violate that value, what the consequences are if a value is violated, and how the values are prioritized. (Email me at jeri@DrivingImprovedResults.com<\/a> if you\u2019d like a copy of the chart.)<\/em><\/p>\n

As business owners, it is imperative that you lead your company together proactively and you respond as a united team when someone\u2019s actions violate those values.<\/strong><\/p>\n

Then, of course, you as leaders must model the values.<\/strong> This earns you respect as a leader.\u00a0 You can even walk around your company and ask a couple employees how they are living the company values today. (Make sure you have a story also. Tell yours first.) Do that a couple of times and the word will get around to everyone to have a story ready of living the values, in case they get asked next. They then look for ways to embody the values.<\/p>\n

I encourage you as partners to work out together your company values and share them with your employees.<\/strong> If you have done this already, then review them with your employees especially in light of everything that\u2019s in the news lately. Your company and your partnership will be stronger for it.<\/p>\n<\/span>","protected":false},"excerpt":{"rendered":"

What is Charlottesville\u2019s Effect on Your Partnership\/Company? Do you and your partners think alike when it comes to the values (behavioral guidelines) of your company? In the wake of the strife in Charlottesville, would you and your partners equally feel comfortable in making statements similar to Kenneth Frazier, the CEO of Merck? or Under Armour […]<\/p>\n","protected":false},"author":1,"featured_media":524,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[5],"tags":[36,41,30,39,33,31,32,38,34,37,40,35],"class_list":["post-518","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-making-a-partnership-work","tag-3m","tag-business-owners","tag-charlottesville","tag-company-values","tag-inge-thulin","tag-kenneth-frazier","tag-kevin-plank","tag-leadership","tag-merck","tag-partner","tag-partnerships","tag-under-armour"],"yoast_head":"\nPartner Communication and the Value of Leadership - Business Divorce Insititute<\/title>\n<meta name=\"description\" content=\"How is your partner communication? 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