Page 148 - The extraordinary leader

Leaders Must Fit Their Organization • 125

Disadvantages. Often, candor is missing from this kind of an organization.
Sometimes it is difficult for people to grow and progress in this organization
because they need focused, tough feedback but never get it. Conflicts rarely
occur, and people conform rather than disagree. In a recent meeting of a trade
association, a member of the board commented, “Our problem is that we are
just like the companies we come from. These are all really nice companies
where people are pleasant and considerate of each other. While I enjoy that
a great deal, in order to move this association forward we need to confront
some difficult issues and give each other some tough feedback. I am not sure
we are up to the task.” For people who like to play hardball, working in this
organization can be a real challenge. Their career progression might be lim-
ited because they are too pushy.

The Candor Organization
Leaders in this organization “tell it like it is.” Typically, there is a strong feed-
back culture, in which feedback flows rather freely both up and down the
organization. Those who thrive in this company need to be not only good at
receiving feedback but also effective at giving others feedback. While listen-
ing to a conversation between two leaders in a candid organization, one author
heard a leader comment that a direct report did an ineffective job of present-
ing her findings. The other leader immediately asked, “Did you give her
that feedback?” “No.” The other leader replied, “Well, then, you’re in more
trouble than she is.”
Advantages. You always know where you stand and what you have done
right. A feedback-rich company can be a great organization that provides
excellent learning and growth opportunities. If people have an open, accept-
ing attitude about feedback, they will enjoy working for an organization such
as this.
Disadvantages. Some people are not ready for this kind of honesty, on either
the giving or the receiving end. Some people like to figure things out for them-
selves, and for them this type of organization can feel extremely invasive.

The Learning Organization

In a learning organization, people learn from mistakes rather than hiding
them. Development of skills and talents is valued, and people are constantly