00:00:00
It doesn't matter how sen senior you are
00:00:02
in the organization how much power
00:00:04
you're seen to have in fact the more
00:00:06
power they have the more you have to
00:00:08
admit mistakes and also admit you don't
00:00:12
know the don't knows are important I
00:00:14
remember another situation where a CEO
00:00:18
uh at a time of serious cost cutting had
00:00:20
the team had done everything they
00:00:22
thought they could he went to see the
00:00:24
group CEO and the group CFO and he came
00:00:27
back in the room and said we need to
00:00:29
find another 50 million in savings. It's
00:00:32
just not enough. And I don't know where
00:00:34
to begin. And what happened? They didn't
00:00:36
say stab him in the front, let alone
00:00:38
stab him in the back. They all said,
00:00:39
"Okay, let's let's go again. Let's do it
00:00:42
again. Let's get other people in the
00:00:44
room. We've obviously missed stuff.
00:00:46
We're bound to have missed stuff. Let's
00:00:47
do it again." Everyone in the
00:00:50
organization in any position of
00:00:51
leadership needs to model that behavior.
00:00:54
It's not what leaders say that people
00:00:56
follow. It's what they do. When internal
00:00:59
comms teams get that and when boards
00:01:02
stop agonizing over words and people
00:01:06
actually say I'm watching my leader and
00:01:10
she or he is behaving in a way that
00:01:12
inspires me. The engagement you get the
00:01:15
transformation in culture can be
00:01:17
overnight. I'm not a believer that
00:01:18
cultural transformation takes years. It
00:01:21
does because people don't understand it.
00:01:25
>> [music]
