Dr. Henry Cloud on “Necessary Endings”

One Trait that Makes a Great CEO-and Place to Work

What makes a great CEO? That question came to mind recently when I read the news that Chief Executive magazine had named Alan Mulally of Ford Motor Company its 2011 CEO of the Year. It’s easy to understand why Mulally was chosen. After all, he presided over one of the more remarkable corporate turnarounds in recent memory.

But a look at the magazine’s criteria gives some insight into what makes a great CEO truly great. Some of the criteria was typical: the honoree had to show evidence of looking ahead, driving value, focusing on people, fostering corporate citizenship and sustaining business results.

But one factor was unusual: the winner had to maintain a “stable, consistent ‘moral landscape.’”

Moral landscape?

Tom Saporito, CEO of RHR International, who helped develop the selection criteria, defined moral landscape as “courage, integrity, reputation and having a coherent and high purpose” embedded in the corporate culture, due in part to the CEO’s example.

From day one on the job in September 2006 when Mulally took the reins of a faltering Ford, he has pushed hard to drive purpose throughout the company. It was no easy feat; other CEOs had tried and failed, but Mulally made it clear through the development of One Ford that the company had to become leaner and more focused on developing products that were uniquely Ford.

Mulally himself preaches this but, and stuck his neck out on the line for, notably by taking out a $20 billion-plus line of credit to ensure the transformation. This line ensured that Ford would not need to take advantage of federal bailout funds, nor would it have to declare bankruptcy to avoid paying its creditors. Something that its Detroit competitors GM and Chrysler both did. I would call Ford’s behavior in this instance highly moral.

There is another side to sense of purpose that Mulally talks about extensively: you create greater levels of buy-in when people know what you stand for and are committed to doing. Ford’s pride of purpose took a beating in the early part of the decade when it suffered year after year of losses. But now that it’s firmly in the black and has paid all but $3 billion of the $23 billion it borrowed, the pride is back. Not because the books are balanced but because Ford is making and selling products that consumers in North America, Europe and South America want and will pay a premium for.

The drive for purpose emanates from the leadership team, but as I have discovered in research conducted for a forthcoming book, employees are hungry for it.  Purpose, as supported by my research, drives clarity because it enables people to see the big picture. Even better they see themselves painting part of that picture.

Savvy leaders trade on this quest for purpose as a means of giving the organization sharper focus. When people know what it expected of them, they can deliver more readily. And if they believe in the purpose they feel part of something greater than themselves.

The coda to RHR’s description of “moral landscape” is a leader who puts “the interest of the organization above personal gain.” That’s a foundation of servant leadership; leaders do what the organization needs doing. Easy to do when times are good, but hard when times are tough.

But it is this orientation toward others that drives organizational purpose. Employees want to follow their leader; they believe in what he or she stands for. If they sense the leadership team is only out for self-enrichment and self-aggrandizement the underpinning of purpose erodes.

None of this will come as a surprise to anyone who works for a living. They know instinctively if the boss has their back or they have the boss. If there is mutual support, people are engaged. If something is missing, no amount of preaching about purpose will do anything. Leaders need to walk the talk.

First, you need to call your local Gecko Hospitality recruiter and….

Check your resume. It should be one Page without all the wordy details of what and who you were responsible for during each of your jobs.  Ok… 2 pages would be the maximum, after all you will be giving the company representative added info concerning your experience at  your first interview. Do not think your resume is THE selling tool! You must verbally market yourself and convince each person in the interviewing process that you are worthy of an offer.

Have an objective that states the job you are searching for with easy to read fonts and please do not add your picture, date of birth, how many children you have and/or your marital status.  Not important!

Spell Check, Spell Check… Spell Check!  It is so easy!  See the little ABC at the top?  Please use it!  Nothing turns an employer off faster than incorrect spelling.

Practice interviewing before you get to an interview, not when you arrive. Apply to jobs that match your talents. If you want to engage with an interviewer who does all the talking, take the leap and jump into the conversation.

Employers are most excited and interested in candidates who are positive, upbeat and outgoing!  I know you are probably going through a really tough time but, please do not let this be seen when you are doing a face to face interview.  Plus, when you during your phone interview – try smiling J   Your conversation with a potential employer will go much better.  It really does help!

Companies want to see you take a serious interest in their concept.  Visit their Web site and also make a visit to their nearest location to see if you could yourself in a career at this concept.  You do not want to interview at a place you have no idea of what they even have on the menu! Please be sure to let them know you are a frequent visitor of their establishment and you LOVE their food, as well.  You may want to even point out your favorite item.  Make it personal!

Prepare a list of questions that you will ask the company. Prioritize these questions so that your most important ones are asked.

No more than five questions, none of which should me the “what’s in it for me type.” Here are a few examples: (These questions indicate you have a long-term interest in them and not just looking for a Job).

1. What traits make a person successful here at this company?

2. What is your training program and where would I be training?

3. Do you have a mentor program and how does it work?

4. What community service projects does the company support?

5. Though I understand the responsibility to perform in whatever position you might offer, what is the typical career path someone like me would follow?

6. Based on performance, where can I expect to be in five years? In ten years?

So, keep the conversation positive, and answer each question as completely as you can. There will not be a second chance. Indicate you have a long-term interest in the company, and that you would enjoy working with the person with whom you are interviewing. Answer all questions honestly and in a positive, using simple words like will and can, not idea words such as perhaps or might. Lastly, ask for the offer! That’s why you came here, right?

Good Luck!!

CONGRATULATIONS! You have just spent two weeks going through the interview process with a great new company and have accepted a fantastic job offer from them. Now comes the hard part. You must go back to your current employer and give them notice that you will be leaving their employ. What people sometimes fail to realize is that this is as an important part of the process as any. Very often I hear this…”well they have been really good to me and I do not want to screw them over, so I would like to give a three or four week notice”. In almost every scenario, this is overkill. What you must take into consideration when giving notice is the following points…

• You have now committed to a new employer and are obligated to start when they need you to. They are as anxious to have you start with them as you are. Plus they obviously have a need that you are filling and most likely need you to start training as soon as possible to fill their gap.
• Two weeks notice is customary and widely accepted as a proper notice. Even when leaving on good terms, anything more than two weeks becomes burdensome on both parties. Giving two weeks is the proper way to handle a company that has been good to you.
• On the converse side, giving anything less than two weeks notice to a current employer will be frowned upon by most hiring companies and may make them rethink their hiring decision. They expect you to give two weeks and you should be wary of any company that doesn’t.
• Some companies are known for not letting people work out their notice. They may ask you to turn in your keys at the time you give them notice. This should not impact the way in which you give your notice. Always leave a company properly even if they don’t do the same with you. If you are told not to work out your notice, then you can either let your new employer know that you can start sooner than expected or just take it easy and enjoy some time off before starting your new endeavor.
• Some companies may try to use the two week timeframe to try to get you to change your mind. They may use heavy pressure from above or talk badly about the new company you are going to. They may also try to counter offer with more money to entice you to stay. COUNTER OFFERS NEVER WORK OUT! Realize that the same issues that caused you to begin looking in the first place will still exist after a counter offer. And now the company is aware that you were looking and trust may then become an issue. Plus, if you take the counter, you have now burned your escape bridge when you realize it was a mistake. And you will.

So submit your resignation with confidence, don’t give in to counter offers as they never work out and give a proper TWO weeks notice and everyone involved will be appreciative in the end.

Gecko Hospitality is pleased to welcome Billy Gilson as its new Franchise Partner for the states of Oklahoma and New Mexico. 

 Billy joined Gecko Hospitality in April of 2010.  Billy started his career at the age of 14 bussing tables at a family owned establishment.  Throughout Billy’s professional career, he has worked up the ranks at well know restaurant organizations  such as Pappasitos, Texas Roadhouse, la Madeleine’s and most recently held the title of Senior Manager at The Grand Lux Café.  Billy has spent many years developing skills that have allowed him the ability to identify and develop candidates within his restaurant organizations.   Billy is excited about utilizing those human resources and recruiting skills to match the right candidate with the right client.

Gecko Hospitality is excited with the skills Billy Gilson brings to the table and the amount of enthusiasm and passion he has for the hospitality industry.

Billy is married to his wife Melanie who is a first grade teacher.   Billy has two daughters, Taylor and Kami and a son Zachary. Billy’s passions include spending time with his family, wood working, playing golf with his son and brother but most of all loves watching his beloved Dallas Mavericks and Cowboys.