Page 265 - Fearless Leadership

252 FEARLESS LEADERSHIP

The point often missed? Without explicit behavioral standards, leaders
have no foundation for holding people accountable. They are left with a
fragmented approach to leadership behavior that results in inconsistent
standards.
Let’s reinforce what should now be set in stone: Fearless leaders are not
perfect. But they are committed to following an explicit rule set that gives
them the ability to work effectively together to generate opportunities and
the resilience to overcome challenges.

Unspoken Truces: Covering Up for Each Other
In addition to our list of blind spots, there is another automatic behavior
that prevents people from holding each other accountable: engaging in
unspoken truces and covering up for each other.
“I’ll scratch your back if you scratch mine” is an example of a pact or
truce. It implies that the parties are covering up and protecting each other
from blame or harm. Although truces are not formally declared, they exist
just the same. They are an underhanded deal in which people go to bat
for one another and conceal the real issue. For example, “I’ll ignore your
blind spots if you ignore mine. I will not hold you accountable for your
behavior if you do the same for me. I’ll pretend that everything is copacetic
if others challenge our performance.”
Truces commonly exist between leaders as a hands-off agreement to
avoid interfering in each other’s areas. In an unspoken contract, leaders
agree not to talk about anything that makes each other uneasy. They do
not interfere with each other’s areas even when someone is in trouble.
Sadly, these unspoken agreements hurt the organization and are seldom
confronted.

Eliminating Reasons and Holding People Accountable
for Results

“Why aren’t you accessible to your people? They tell me you’re never
around when you’re needed,” asked the irritated executive of his direct report
who had relocated her family to Indonesia 18 months prior. “I’ve had a lot
of things to deal with,” responded the direct report. “But why are you not
managing your time more effectively?” asked the executive. “Well, I’m still
learning about the business, and as you know, we’re struggling with the eco-