Executive


Why is this guy the #1 ranked CEO in the world?

Management and Best Practices CEO CEOs make 300X more than workers, but are they doing 300X the work? performance evaluation What are the metrics for the top performing CEOs? > Board  Is the CEO in touch with the employee rank and file?  Does the CEO have employees' respect? Does the board require the CEO to complete a self-evaluation?  Has the board benchmarked the strategic performance of CEOs at peer companies?  Is the board responsive to the concerns of shareholders about the effectiveness and responsiveness of management?  On what grounds is the board considering firing the CEO? (a) poor company performance; (b) strategic disagreement with the board; (c) personality clashes; (d) consolidation of control due to merger; (e) unwillingness of CEO to comply with a board mandate; (f) personal problems; (g) illegal/improper behavior succession Promoting insiders is a strategy to maintain consistency, whereas hiring outsiders is a strategy for change. Sessions Has the board challenged the heir-apparent to be compared against external candidates?  Has the board been able to observe and evaluate the heir-apparent in representative trial assignments?  Is competition among internal candidates getting out of hand?  Does the board have a healthy collaboration with the incumbent CEO in the succession process?  Has the board established clear performance benchmarks and an exit timetable for the incumbent CEO?  Is the incumbent CEO attracting, hiring, and developing key employees worthy of succession candidacy?  Is there a turnover problem with top management candidates?  Does the incumbent CEO restrict access by the board to top management?  Should the board consider removing the incumbent CEO from the board?  Is the board developing and maintaining a familiarity with top succession candidates within and external to the company?  Is retirement of the incumbent CEO being delayed by lack of a successor? For the incumbent CEO close to retirement, has the board structured a compensation package to incentivize cooperation with a successful transition? interim CEO Does the board have a plan for an interim CEO in the event of a sudden and unexpected departure or death of the CEO? Does the board need to consider an outside turnaround specialist to manage the current crisis in the company? interviews Are we getting continuous improvement after each interview process? | interviews: Conversations from the Corner Office | videos: CEOcast  books/movies, articles, blogs: Steve Jobs: book, movie | CEO Succession Carey | Effective Succession Planning Rothwell Intersections | Poverty/income gap

CEOs Out of Bounds

Social Organization and Change Leadership Lead by example.  Can companies still rely on a single individual at the top to handle the complexity and uncertainty of the global environment? in general: accountability: The buck stops here. Truman | anti-leadership: despotism | bios: Amazing People Library | greatness: about | journals: Leader to Leader | narcissistic leaders | team of rivals | toxic leaders | training: disneyinstitute, Salzburg Global Seminar       charisma: research: measurement | visualization empowerment: thinkingmanagers | quotes: woopidoo | self-management: morningstarco | situational leadership heroes: As a leader, are you passionate and focus on a few key principles which you will not sacrifice under any circumstances?  How strong is your willpower?  Does your willpower have staying power?  Can you weather a long storm?  Can you effectively communicate your key principles?  Are you getting the message across?  Do you strive for generosity, nobility, humility, and strength of character? | recognition: Carnegie Hero Fund | Finding A Hero Amid Fading Memories humility: The true leader sits side-by-side with his brother and sister, content that his fame and fortune is a bonus in his daily life, and never expecting special treatment but always appreciative when it comes his way. sp wisdom: A skillful leader can use a light touch to solve a vexing problem. Miller | clinical wisdom nursing | quotes: www.wisdomquotes.com | National Urban Fellows books, articles, forums: CEOs Out of Bounds sp > CEO | Good Boss, Bad Boss Sutton | Heroes Johnson | Heroes of History Durant | How to Win Friends and Influence People Carnegie | Leadership Ensembles Thomas | Made to Stick Heath | Making Your Case: The Art of Persuading Judges Scalia | On Becoming a Leader Bennis | On Leadership Gardner | Renaissance Weekend | Start with Why Sinek | Strengths-Based Leadership | The Age of Lincoln Burton | The First 90 Days Watkins | The Last Lecture Pausch | The Little Big Things Peters | The Starfish and the Spider Brafman | transparency: Maverick!, TED Talk Semler big ideas | Tribes: We Need You to Lead Us Godin | What to Ask the Person in the Mirror Kaplan

 

by scott pickard

Sport plays an important part in the lives of many business leaders. Nothing can make the juices flow like sinking a 30-foot birdie putt to win the match or setting a personal record in the local 10K run. Risking, winning and losing, playing, pushing personal limits – all are tonics for the chief executive, but they require “getting in the game.”

For Dick Jorgensen, Red Cashion, and Tom Dooley, getting in the game was a way of life. During their days as NFL Referees,  they were chief executives of successful corporations, but on the weekends they exchanged their business suits for “zebra suits” to become NFL referees. Whether on the field or off, these CEOs shared an uncommon passion to perform their best.

Dick Jorgensen: Banking on the Blitz

Dick Jorgensen had the distinction of having been the head referee for 1990’s Super Bowl XXIV. It was the pinnacle of a 22-year career as an NFL referee when one considers that the officials on Super Bowl Sunday are voted the best at their position by the NFL.

Head Referee Dick Jorgensen (#60) follows San Francisco quaterback Joe Montana (#16) and the rest of the action at Sperbowl XXIV in 1990.

When he was not watching Joe Montana fade back for the bomb, Jorgensen was president of Marine Bank in Champaign, IL, a banking affiliate of the Marine Corporation with over $1 billion in assets. The bank always supported Dick’s other life as an NFL referee, as banks generally support the active community involvement of all employees.

At 56 (in 1990) and coming off recent back surgery, Dick moved a little slower than he did as captain of the University of Wisconsin’s basketball team.  He was concerned about his upcoming annual NFL physical and stress test, but he was determined to pass. He daily stretched, swam, and lifted weights – whatever it took to ensure he would get another shot at a Super Bowl. Having participated in Super Bowls VIII, XV, and XXIV, he didn’t want to pass up another opportunity to be part of “the immensity of the game.”

The rewards of a Super Bowl experience, however, aren’t without cost. The pressures of balancing a banking career and an active family life while on the road for the NFL were substantial, especially for the family left behind each weekend. “But once the kickoff comes and I get into the flow of the game,” asserted Jorgensen, “all the pressure is off. It’s exhausting, but mentally refreshing.”

Tom Dooley: Constructing a Game Plan

Tom Dooley, former CEO of R.T. Dooley Construction, says his 14 years of working out problems on an NFL football field helped him work out problems in business. “On the football field,” he observed, “you have a set of rules and a solution.” Dooley was proud of the fact that in all his years as CEO, he never had to retain an attorney to solve a legal problem!

“Nothing is black and white in business,” continued Dooley. “Everything is a compromise. On the football field, it is black and white. I can flush out every thought in the world when I’m on that field.” And like Dick Jorgensen, Tom Dooley got that same physical exhaustion but mental freshness after each game.

To make it possible for Tom to work weekends for the NFL and keep his business under control, he surrounded himself with “people smarter than I am.” And what was good for the boss was good for the troops. Business shut down every day at 11:30 am so employees could get in a vigorous noon workout at the local YMCA (the company paid every employee’s membership fee).

Dooley believed strongly in being “the best you can be.” After a lifetime of setting goals and achieving them, he still had one in his sights – to work a Super Bowl as head referee. He had a taste of Super Bowl action as a linesman at Super Bowl XV, Eagles vs Raiders, in 1981. But characteristic of every NFL referee, Dooley wanted a shot at the No. 1 position.

Red Cashion: A Variable Life

On April 21, 1990, Texas Independence Day, Red Cashion had the honor of being keynote speaker at Texas A&M’s “annual muster,” following in the footsteps of the mayor of San Antonio, the governor of Texas, and Ike Eisenhower. For a Texan, especially one that lived and worked in College Station (Aggie country), this was as big an honor as being referee at Super Bowl XX, Bears vs. Patriots, in 1986.

Speaking before students, athletes, and business people went with the territory for this NFL referee who was also chairman of ANCO insurance which he co-founded in 1966. The challenges and lessons of business and sport were inseparable for Cashion, helping him develop what he called “presence.”

Red enjoyed “being in the center of the action.” It took him 20 years of refereeing in junior high through college ranks before being accepted into the NFL where he officiated from 1972 – 1996 (25 years).

Obviously, the pressure of officiating wasn’t a problem for Cashion, having been at it for so long. He enjoyed keeping himself in shape through competitive handball. “Frankly,” he says, “I enjoy the annual NFL physical and stress test.”

The greater challenge for Cashion was making the right decision under pressure. Being an NFL referee helped him develop confidence in himself and his decisions, a quality employees respected.

When he returned each Monday following an NFL game, football was the topic of the day. Employees always greet him with questions about the game. Although Cashion admitted that “after a while, you forget which city you were in,” he will never forget being head referee in Super Bowls XX (1986, Bears vs Patriots) and XXX (1996, Cowboys vs. Steelers).

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Note from Scott Pickard: “I wrote this feature article under assignment to Chief Executive magazine and it was subsequently published in September, 1990.  Sadly, Dick Jorgensen passed away in October, 1990.  He was a well-known personality and highly-respected leader in Champaign, IL.”

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LinkedIn posts (writing)

Particular Arts / literature Writing a writer writes in general: I write to discover what I know. O’Connor | automation: Babel Generator | buy/sell: storiad | collaboration: mixedink, The Writing Squad | content-as-a-service: Structured Information | contests: write a novel in a month |diaries: Grownups Read Things They Wrote as Kids > Radio | editing: scribendi | freelance: contently | LinkedIn: The Power of LinkedIn Posts sp | query letters | software tools: scrivener | teaching kids to write: boomwriter, 826valencia | whitepapers: template | word/character count: Text Mechanic, Word Count Tools grammar & references: citing sources: endnote, www.noodletools.com/quickcite | Common English Errors: www.wsu.edu/~brians/errors/index.html | Guide to Grammar & Writing: http://grammar.ccc.commnet.edu/grammar | Presentation Tips: http://wps.ablongman.com/ab_public_speaking_2 | Press Release Guide: www.press-release-writing.com quotes: The hardest part of writing is the first word. sp |Bartlett's Quotations: www.bartleby.com/100 | Brainy Quote: www.brainyquote.com style guides: Citation Styles: www.bedfordstmartins.com/online/citex.html | Economist Style Guide: www.economist.com/research/StyleGuide | Elements of Style: www.bartleby.com/141/index.html | skills: 15 Online Resources to Upgrade Your Writing Skills Crosby  vocabulary : Can improving your vocabulary improve your life? (a) formulate your ideas better; (b) write better papers, emails and business letters; (c) speak more precisely and persuasively; (d) comprehend more of what you read; (e) read faster because you comprehend better; (f) get better grades in school; (g) score higher on tests like the SAT, GRE, LSAT and GMAT; (h) perform better at job interviews and conferences; (i) sell yourself, your services, and your products better; (j) be more effective and successful at your job voice recognition: iPhone: siri | nuance blogs, books, movies, portals: A Moveable Feast Hemingway | On the Boulevard sp | screen writing: Barton Fink Coen | The Elements of Style Strunk | writers: Mr. Gwyn | Writer’s Digest | Writing a Winning Book Proposal

Poor performance at the branch office

by scott pickard

Dear CEO:

I think an improved performance evaluation process will help this situation in general, but that does not happen overnight. It’s an employee cultural thing and takes day-to-day management, leadership, and training to instill.

Human Resources Performance Review Weekly peer-review assessments directly assist in the management of performance on a regular basis. in general: balanced scorecard | branch office: Poor performance at the branch office sp | classifications: job descriptions, salary ranges | compensation: base + variable | Key Performance Indicators KPI | long cycle (annually) | peer review | professional development: educational assistance, training (skills) | self-assessment & reporting | short cycle (weekly): FairSetup > Collaboration | transparency | verification: skills incentives: loyalty: 401(K) matching, stock options, vesting | performance: profit-sharing bonus pool Information Technology objective: Key Performance Indicators (KPI) subjective: sample performance standards  Employees generally detest the annual performance review.

Employees generally detest the annual performance review.

I’ve heard you say before that you’ve never really fired anybody, and that’s another leadership task that must happen from time to time, otherwise employees know there’s no real accountability for whatever they do. This may or may not be one of those moments.

The big issue I see is you just don’t seem to have anybody on site that is your equivalent who has the technical and leadership ability and also is incentivized by base salary, bonus, and possibly equity participation to really put the time and energy into keeping that office running tightly and successfully. Even though I know you work your butt off every day, almost all day, trying to do that yourself remotely and also traveling there quite a bit, it’s not the same as having that leader who shows up first every morning and leaves the office every night last. If I were a potential buyer of your business, this would be one of the most important things I would be looking at. Of course, buyers typically plan to put one of their own people into that slot, or they will conduct a search and hire that person.

Let me know how I can help.

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Politicians are consummate performers

by scott pickard

Human Society Politics and Government The conflict between justice and tyranny occurs in every political order because it occurs in every human soul. Marini Political Theory National state as viewed in political theory Political action as viewed in political theory political will History repeats itself, in that sometimes it takes a catastrophe. sp Political concepts, ideologies, and problems Political Institutions: create, enforce, apply laws that represent populous Political parties United States: occupations > Values Democrat Republican Libertarian Political Process The ways in which political power is exercised On the government shutdown …more sp regular order: just get it done Crime & Corruption Government's role in production / consumption Methods for change and reform change.org firedoglake budget: REINS Act policy: dynamic scoring Geopolitics What is the red line, and what happens when it is crossed?  How will shale gas impact geopolitics? | Water Peace and War Politics of international relations International treaties and agreements Foreign policy & diplomacy: nations achieving ends without resorting to war Intelligence/counter-intelligence cold war: A Most Wanted Man le Carre | Outsourcing | super spy: Carlos the Jackal Peace War in general: www.bsos.umd.edu/gvpt/links, www.realclearpolitics.com | accountability & fact checking: www.factcheck.org, www.opensecrets.org, PolitiFact, Sunlight Foundation, thepublicnotice | local: patch | movers and shakers: http://news.muckety.com, world leaders | news: politico |social networking: votizen | Whitehouse legislature (US): Is political incivility eroding our national and political promise? | Federal budget and key documents: http://www.gpoaccess.gov | Federal Register: www.gpoaccess.gov/fr/index.html | legislation: trackbill |Legislator Search Engine: www.congress.org | Legislative Source Book: http://www.llsdc.org/sourcebook | Thomas Legislature Search: http://thomas.loc.gov | US House: www.house.gov | US Senate: www.senate.gov lobbying: consultant: www.lewis-burke.com | corporate record: www.opensecrets.org | grassroots campaigns: soapboxconsulting books, articles, jouornals, movies: conservative: The Limbaugh Letter, The Public Interest | The Perfect Dictatorship | The Prince Machiavelli | Time for Outrage! Hessel | Zero Dark Thirty

Politicians are consummate performers…

When it comes to politicians, let the citizen be on their guard. Successful politicians are consummate performers possessing a good sense of humor, a flair for the dramatic, a winning smile, a talent for schmoozing, good timing and how to work the moment and the crowd, a gift for gab, and quick on their feet. With these talents, a politician can talk about anything from technical to non-technical; local to global; silly to important; a topic they know something about to a topic they know nothing about. They may not always know what is best, and they may not always be good decision-makers, and they may not always be truthful or trustworthy, but they ARE determined and clever survivors and will always tell a majority of the voters what they want to hear to sustain their position.

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Due Diligence List

Due Diligence List has over 2,000 good due diligence questions organized under fourteen major functional areas of the business.  There is also a sister book, Leaders Ask Good Questions, which has the same questions organized alphabetically.