{"id":52,"date":"2015-04-30T10:51:00","date_gmt":"2015-04-30T10:51:00","guid":{"rendered":"http:\/\/lucilleossai.com\/Blog\/index.php\/2015\/04\/30\/your-executives-are-killing-your-business\/"},"modified":"2024-10-31T22:31:20","modified_gmt":"2024-10-31T21:31:20","slug":"your-executives-are-killing-your-business","status":"publish","type":"post","link":"https:\/\/lucilleossai.com\/blog\/2015\/04\/30\/your-executives-are-killing-your-business\/","title":{"rendered":"Your Executives Are Killing Your Business…"},"content":{"rendered":"\n
<\/div>\n\n\n\n
\"\"<\/figure>\n\n\n\n
<\/div>\n\n\n\n

Yes, they are Mr CEO, and you are to blame.

Brace yourself,\u00a0for\u00a0this is going to be a hard pill to swallow.

We know that you pay them very good money\u00a0and\u00a0that they enjoy all the necessary perks to keep them happy, including the coveted corner offices,\u00a0(for those you\u00a0really<\/em>\u00a0like). These executives are also allowed to\u00a0choose interesting\u00a0assignments that challenge them and\u00a0enable\u00a0them to display their business prowess.

But here\u2019s the thing, Mr CEO:\u00a0You<\/em> have become too comfortable with your \u2018inner circle\u2019 that\u00a0over time,\u00a0you have failed to address some red flags\u00a0that\u00a0are slowing\u00a0down productivity and eroding your bottom line.<\/p>\n\n\n\n


Simply put, three groups of executives are killing your business slowly but surely:<\/p>\n\n\n\n

<\/div>\n\n\n\n

1) The Power-Obsessed Egomaniacs<\/strong><\/h2>\n\n\n\n
<\/div>\n\n\n\n
\"\"<\/a><\/figure>\n\n\n\n
<\/div>\n\n\n\n

To be fair, these executives delivered in the past and their track records earned them their current positions.

But soon, something strange emerged. Something dangerous, plain as day to \u2018regular\u2019 employees, but unnoticeable to you, Mr CEO, despite unofficial complaints.

These executives developed a sense of entitlement. So, now they display attitudes and behaviours that make objectivity impossible.

Those who \u2018challenge\u2019 them in any way, even to suggest options which would yield improved results, are punished.

The executives, all puffed up, strut around, bark orders, and threaten terrified staff with transfers to difficult locations or with job losses. They exude such power (whether perceived or real) that they are fearfully labelled the \u2018untouchables\u2019.<\/p>\n\n\n\n

Some, now shamefully corrupt, ask for monetary \u2018contributions\u2019 from the staff just so that the workers can be allowed to perform their duties without intimidation or harassment.

Employees who cannot afford to lose their jobs because of family obligations or other commitments become resentful of the persistent unfair treatment and resort to negative behaviours. They miss work, deliberately become unreliable, sabotage\/steal the company\u2019s resources, and even attack the company\u2019s reputation on social media. (A huge backlash on Twitter or Facebook, complete with an insulting hashtag, could become a dreaded reality).
 
And you, Mr CEO, instead of launching a full, independent investigation of the actions of your executives over x period, simply listened to inane explanations blaming the monthly losses on some \u2018incompetent\u2019 staff (aka scapegoats), who were subsequently fired. The unfortunate professionals did not stand a chance when pitted against your cronies.<\/p>\n\n\n\n

A few talented workers, despite the odds, have chosen to leave, declaring that life was too short for continued misery.<\/p>\n\n\n\n

It is no wonder that your company is haemorrhaging revenue, staff, and goodwill.<\/p>\n\n\n\n

<\/div>\n\n\n\n

2) The Perfectionists<\/strong><\/h2>\n\n\n\n
<\/div>\n\n\n\n
\"\"<\/a><\/figure>\n\n\n\n
<\/div>\n\n\n\n

Now, this group, on the surface, might not seem to be as harmful to your business as the power-hungry lot, but they do the company no favours.<\/p>\n\n\n\n

These perfectionists<\/a> delay crucial decision-making because they want to ensure that the perfect plan for the perfect circumstance is executed with the perfect method by the most competent professional.<\/span> So, they take their time to act.<\/p>\n\n\n\n

The executives also unwittingly stifle innovation and creativity because they are so risk-averse that unless y outcome can be guaranteed from x action, they will not support ideas.<\/p>\n\n\n\n

Thus, approvals get halted, potential clients\/partners\/customers are lost, delayed results become irrelevant, and the frustration levels of employees are heightened.<\/p>\n\n\n\n

Because nothing is as certain as change itself, a crisis exacerbates an already ineffective system.<\/p>\n\n\n\n

For example, critical functions under the perfectionists\u2019 responsibilities fail to respond speedily to a crisis. The delay causes a plunge in the value of the company\u2019s stocks as fearful investors withdraw from the \u2018sinking ship\u2019 and divert their resources to the company\u2019s competitors.<\/p>\n\n\n\n

Remember, Mr CEO: All it takes is just one badly managed crisis to cause significant damage to the company\u2019s reputation, leading to lost revenue. <\/p>\n\n\n\n

<\/div>\n\n\n\n

3) The Incompetents<\/strong><\/h2>\n\n\n\n
<\/div>\n\n\n\n
\"\"<\/a><\/figure>\n\n\n\n
<\/div>\n\n\n\n

What is surprising to note is that even though this group is the easiest to replace (it makes no business sense to keep these executives on the payroll), its members remain employed because of internal politics.<\/p>\n\n\n\n

Executives in this group become so assured of their continued tenure that they become lazy and begin to slip. When their errors are consistently concealed, or others are made scapegoats in their stead, they become incompetent and neglect their duties.<\/p>\n\n\n\n

As a result, employees are forced to work twice as hard to address problems stemming from these executives\u2019 actions or inactions.<\/p>\n\n\n\n

Therefore, undue work interference, arbitrary decisions and a lack of commitment to key initiatives become the norm, all of which reduce efficiency at the workplace.<\/p>\n\n\n\n

Moreover, since all suggestions to address problems are ignored, outcomes become disappointing, and losses persist.<\/p>\n\n\n\n

And you, Mr CEO, continue to sit in your plush office and wonder why and how it is all crashing down\u2026   <\/p>\n\n\n\n

<\/div>\n\n\n\n

Conclusion<\/strong><\/h2>\n\n\n\n
<\/div>\n\n\n\n

It is time to awaken from your slumber, Mr CEO. Those three groups of executives are ruining your company and making you look like a weak, ineffective leader.

The good news is that such toxic executives are easy to spot, but you must act decisively. You are not running a social club; you are at the helm of a profit-making entity, so act like the leader you were assigned to be.<\/p>\n\n\n\n

<\/div>\n\n\n\n
\"\"<\/a><\/figure>\n\n\n\n
<\/div>\n\n\n\n

Order company-wide due diligence.

Audit the executives\u2019 results and make them accountable for their budgets and projects.<\/p>\n\n\n\n

Get external assistance to weed them out if necessary and give them attractive severance packages to facilitate their exits.<\/p>\n\n\n\n

Do whatever you need to do ethically, but get them out of your company as soon as possible. Then, hire competent professionals with verifiable track records who will be committed to the company\u2019s vision, and who will possess the required emotional intelligence<\/a> to inspire and lead their teams to achieve success.<\/p>\n\n\n\n

Your staff and your shareholders will thank you for your actions when sanity returns to the workplace, and productivity begins to rise.<\/p>\n\n\n\n

And you, Mr CEO, will be able to hold your head high. <\/strong><\/p>\n\n\n\n

<\/div>\n\n\n\n

Over to you:<\/strong><\/p>\n\n\n\n

What other groups of executives are detrimental to your company? <\/strong><\/p>\n\n\n\n

<\/div>\n\n\n\n

Don\u2019t rush off just yet. Please remember to:<\/em><\/strong> 

1) Share this article in your social media networks by clicking on the icons at the top of this post or below.  <\/p>\n\n\n\n


2) Sign up for updates in the blog\u2019s right sidebar so that you are immediately<\/strong> notified via email when a new blog post is published. Never miss an article again!

<\/p>\n\n\n\n


Recommended reading <\/em><\/strong>

<\/em>Inside The Complicated Mind Of The Employee<\/a><\/strong>
<\/p>\n\n\n\n


Need help in writing? <\/em><\/strong>

Hire me for a writing assignment, some consulting work and\/or coaching sessions in formal writing and communications.  


Contact me by:


A) Sending an email to Lucille@lucilleossai.com  <\/p>\n\n\n\n

B) Calling for advice and a free<\/strong> consultation:
<\/strong><\/p>\n\n\n\n

Nigeria:                0704 631 0592<\/strong>
International:     +234 704 631 0592<\/strong>  


\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014<\/strong><\/p>\n\n\n\n


N.B<\/u><\/strong>– First image courtesy of Jesadaphorn; via freedigitalphotos.net. Second image courtesy of Iosphere; via freedigitalpjotos.net. Third image courtesy of Master Isolated Images; via freedigitalphotos.net. Fourth image courtesy of Stuart Miles; via freedigitalphotos.net. Last image courtesy of Nongpimmy; via freedigitalphotos.net. <\/p>\n","protected":false},"excerpt":{"rendered":"

Three groups of executives wreck havoc at the workplace. Identify these toxic executives Mr CEO and rescue your company from its downward spiral.<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2}},"categories":[215,1],"tags":[465,480,556,568,720,724,821,825],"class_list":["post-52","post","type-post","status-publish","format-standard","hentry","category-leadership","category-uncategorized","tag-business","tag-ceo","tag-employees","tag-executives","tag-productivity","tag-professionals","tag-workers","tag-workplace"],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_likes_enabled":true,"jetpack-related-posts":[{"id":72,"url":"https:\/\/lucilleossai.com\/blog\/2013\/10\/30\/trust-at-the-workplace-how-to-get-it-and-keep-it\/","url_meta":{"origin":52,"position":0},"title":"Trust At The Workplace – How To Get It AND Keep It","author":"Lucille Ossai","date":"October 30, 2013","format":false,"excerpt":"This crucial organisational theme is tackled in this article, and the two \u2018pillars\u2019 of trust are unveiled. 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