The Five Temptations of a CEO is another excellent yet simple read by Patrick Lencioni. In this leadership fable, the author describes five traps leaders often succumb to that ultimately hinder their success. The temptations are neither surprising nor earth shattering, but they are instead very simple and obvious. The real problem is not that these temptations are unknown or hidden, but rather that so many leaders fail to avoid them. Thus, the book serves as a great reminder to all leaders.
The first temptation is to focus on status over results. Too often leaders try to protect their image rather than the group they are leading. This often results in less than stellar performances. As leaders we must understand our legacy will ultimately be determined by the results of our team, rather than our ability to defend poor performance or shift blame. As the author so clearly points out, results are “the bottom line” for all top leaders.
The second temptation is to choose popularity over accountability. As leaders, it is easy and natural to want our people to like us—but this will not always be the case. Instead of seeking for fondness or affection from those we lead, great leaders strive to win the respect of their team through accountability and high standards. Holding to these standards may make it lonely at the top, but it will improve our ability to lead.
The third temptation is to wait for certainty rather than provide clarity. Some leaders what until they are absolutely certain about a decision before they make any decision at all. In contrast, great leaders do not wait for certainty, but they instead focus on clarity by making decisions and then letting others know what those decisions are. Making decisions and focusing on clarity then provides a vision and direction for the group. This may mean as leaders we make mistakes and have to change our direction, but providing clarity will make us easy to follow.
The fourth temptation is to get comfortable with harmony and avoid conflict. Sure harmony is good, but constructive conflict is even better. Leaders who seek and encourage the opinions of others will more easily be able to make good decisions. Thus, great leaders ask others to challenge them on decisions, so they can make the best choices possible. Avoiding conflict and seeking harmony will diminish our ability to achieve the best results.
The last temptation is avoiding vulnerability while diminishing trust. Too often leaders give in to the temptation to appear invulnerable by shifting blame, denying mistakes, and threatening others. Rather than hide our vulnerabilities, good leaders trust their people enough to openly reveal them and ask for help with them. When a leader does this, it raises the level of trust in the group, and it increases performance. Great leaders are not threatened by others.
I believe the five temptations outlined in this book are simple, yet powerful. Through first recognizing and then overcoming these temptations, we as leaders will have greater results.
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