Those Who Push (Leadership) Limits
Those Who Push (Leadership) Limits
We at VIM Executive Coaching are proponents of observation; to respond before reacting; to measure and weigh before charging; to consider situations before plunging. We highly recommend this approach as a gateway to mindfulness and authenticity.
The parking spot and other follies
Our local coffee shop has two-handicapped parking spots close to the front door. The other morning, we observed a 20-something person, still in gym attire, commandeer one of the spaces to pick up a latte or something, while a person with a legitimate disability was made to wait. No words were exchanged. However, we observed the athletically attired person slink back to her car, eyes down, amid the glares from several other patrons.
And, over the past summer, we noted a professional Cornhole game tournament where one team used starched beanbags (can you believe?) to make them easier to throw. Last week there was a scandal at a bass fishing contest (true story) where one competitor managed to slip weights into the mouths of the fish to increase the weight of each catch and the stories (also true) of parents lying about the ages of their Little League children to gain them physical advantages and notoriety of “athletic promise.”
Of course, the bass fisherman was fined and disqualified as were the Cornhole guys as well as the parents who lost privileges for their naïve and despondent kids. In each case, limits and boundaries were intentionally disregarded to gain dubious benefit. In each case, the action led to consequences. The “joke” was on them.
This discussion is not about how “crime does not pay,” rather as a point of reflection for executive leaders.
Pushing leadership Limits
Examples abound as to how some executive leaders have similarly pushed limits to gain rather dubious advantages. These actions have included intentional understaffing situations that led to serious workplace injuries, substitution of cheaper parts or ingredients, blatant examples of corporate pollution or fudging sales numbers, or intentionally “slow paying” vendors or taking credit in meetings for the work of others.
These leadership decisions, in fact, have little to do with leadership. In fact, in 2024 such choices generally push subordinates away. Gen-Z and Millennials want no part of it, and good for them! The modern workplace no longer (if it ever did) needs unethical and rule-bending leadership.
Pushing the boundaries that ultimately lead to unethical, abusive and harmful outcomes are often learned behaviors.
Yes, there are people who get away with pushing their 14-year-old kids into a baseball league where the limit is 12, and sadly, there are executives who have perpetuated mindless toxic workplace cultures from sexual harassment and racism to intentional disparities in pay and religious intolerance.
We would argue that the same personalities who cheat at things in their “outside lives,” have tended to carry those behaviors into their workplaces. And, “these types” have caused many valued and trusted employees to seek employment elsewhere. Each time, we have observed such executive leaders generally throw up their hands and exclaim, “How come everyone decent leaves us?”
“Why do you think?” is often our reply.
Change is inevitable
Leaders who lack mindfulness are generally leaders who are ineffective. The rise of initiatives in the social, environmental and governance areas have not happened due to some mystical algorithm. They have happened because executive leaders pushed limits of unethical or unwanted behaviors. Yes, there are oblivious reactions (how come a guy would quit over that?) but generally speaking, deep down, they understand their behaviors are wrong, much like the person who snuck away from parking in the wrong space.
VIM Executive Coaching believes that mindfulness training transforms corporations. It leads to better outcomes and awareness.
Unless executive leaders are mindfully prepared to change, they will surely get left behind.
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