Six Key Leadership Lessons from Captain Ron Johnson

The other day I heard Police Captain Ron Johnson at a press conference trying to calm the fears of the people of Ferguson, MO. As I listened to him, six key leadership traits emerged:

1 - Honesty- A question was asked about whether the initial comments by the Ferguson Police Chief were handled correctly, and he answered that it was not and he would be speaking with the Police Chief.

2- Listening- When people said they could not hear him, he moved closer to the crowd to make sure they could hear what he was saying.

3- Communication-He acknowledged that they authorities had not communicated well. Then he gave his personal commitment to helping improve communication between police and the people in the community.

4- Respect-He wanted the community to respect each other and their community and called on the protesters not to destroy their neighborhood.

5- Accountability- He challenged the community to follow him that evening and to walk with him.

6- Strength- He stood in front of the community and nation, and with a high level of articulation, outlined his thoughts and his commitment to the community to push for calm and ultimately justice.

Unfortunately, the next day some of the people of Ferguson and quite possibly outside agitators felt more comfortable with ginning up the crowd and feeding the fears and anger of the people of Ferguson.

It’s disheartening to see people destroying their own community and displaying such venom  and anger without getting all of the facts and letting the justice system work.

This morning I saw another news conference with Captain Ron Johnson, and he had a look on his face of disappointment. Despite the fact that some chose to disregard his plea for calm, his leadership still was a beacon to me that leadership is not lost, and I am hopeful that his leadership will prevail.

Hate or Hazing

It really bothers me when I hear the way some commentators or sports figures talk about leadership. Just because a player can hit a lot of home runs or throw a football sixty yards from his knees does not make him a leader. When I see players in the news for a DUI or for getting into a bar fight and then hear all of his teammates talking about his leadership on the field it just drives me crazy!

Leaders lead both on and off the field, in and out of the clubhouse. For those of us who work for a company, we must demonstrate leadership both at work and at home. I think some who call themselves leaders believe leadership is like a hat you can put on or take off.

Currently, there is a scandal going on with the Miami Dolphins in which one of the so-called leaders on the team is accused of hazing a fellow teammate. This same person doing the hazing was elected to serve on the team's leadership counsel. REALLY! This person that is accused of the hazing has a history of misconduct and yet, someone thought he had the qualifications to serve on the counsel. What's worse is that he has the support of the majority of his teammates.

With all of this being played out in the media, what is the message being sent to our young people, especially ones playing organized sports? It's ok to haze a teammate, spew all kinds of racial epithets all in the name of toughening a player up. Is that the message we want to send?

Some say this has been going on, and is going on right now on many NFL teams. I DO NOT CARE!  Don't get me wrong, I am not talking about harmless traditions like having a rookie carry a veteran's equipment or buy donuts for the team. What I am talking about is the malicious and downright evil abuse of a person. I do not see how using racial name calling is going to make a person better or tougher.

What if the person who was being hazed hauled off and knocked the teammate out and hurt them where they were unable to play football? Or worse yet, what if the player got sick and tired of the abuse and went to his car and pulled a gun and shot the bully? 

Would he be justified? NO!  What would happen is that the media would start the whirlwind of trying to figure out how this happened and would begin to speculate as to what would motivate a player to shoot one of his teammates.

Well who is to blame? I blame the league and the team who allowed this type of behavior to take place. I blame them for a lack of leadership. I blame them for not going after this behavior with the same vigor as helmet to helmet hits or "Bounty Gate." From what I am hearing from current and former players, the teams and the league know this is going on.

For those of you who condone this type of behavior, let me ask you this question, how would you react if someone called you a vile name? What if the person said they would slap your mother or kill you? If you can honestly say that it would be okay with you...let me stop there.

I normally don't vent like this, but I just could not hold back. Bullying must stop! If you are a leader on a team or working in a company and you witness this type of behavior, step up and be a real leader and demand that it stops!

Employees vs. Profits

“I wish I was older so I could retire.”

“The company just isn’t what it used to be.”

“The company has lost the vision of the founder.”

These were just a few comments that I read in a string of Facebook posts.  The company that the employees were referring to will remain nameless. The name isn’t as important as the sentiments of the employees.

This once great company, although still profitable, has lost its way.  Some might say, “As long as it is profitable what’s the issue?”

I have spoken with current employees of the company, and they say it is not the same as it once was. It is all about the numbers and no longer about customer service or proper treatment of employees.  IF YOU DON’T LIKE IT LEAVE. YOU SHOULD BE HAPPY JUST TO HAVE A JOB!

Although these statements may be true, using them as a tool to silence employees is not the way any of us would want to be treated.

That’s the issue.

It’s my opinion that most employees understand the importance of profits and are willing to work hard to produce them. However, they also know that in order for any company to succeed, it needs a solid team of employees who are aligned with the goals of the company in order for the organization to achieve them.

Most employees want to be proud of the company they work for, and they also want to feel that they are a valued part of their company’s success.  When leadership is focused primarily on profits and productivity as most important, employees, instead, get the message that the company does not care about them.

Examples of poor leadership are all around us. Many of us can point to numerous individuals who demonstrate extraordinarily poor leadership. With the current up and down state of the economy, there is a lot of pressure on companies to perform at a very high level. Let me be clear, there is nothing wrong with profits, they sustain jobs and fuel growth. However, if a company is to remain sustainable, it will need a team of individuals who are engaged with the vision and mission of the organization.

If you are a leader of a company, what do you think current and former employees say about your organization?

The New Age of Leadership

Recently, I had the opportunity to visit the new offices of two up and coming entrepreneurs. A sister and brother combination who, while having coffee together one day, came up with the idea of starting a software company. Their idea is to bring all social media, email, voice mail and text together in a usable platform that will not only increase productivity, but will allow for collaborative work groups to be more innovative and efficient.

Their company is not the real reason for this post, but it is their vision and leadership I find inspiring. It was this vision that led them to create a company that now has 8 employees and is continuing to grow. Their leadership has captured the attention of several large technology firms in the Silicon Valley.

Oh, did I mention that one of them is 18 and the other is 21 years old?

If our country is to regain our position as a world leader in innovation, it will be through the efforts of the next generation of leaders. I am encouraged because they see the results of the dreadfully poor leadership in Washington and want to take a different path. 

These two incredible young people have set a course in leadership that will take them and their team to the top.  It's not often that you see such strong leadership characteristics in the youth of today. The foundation of their leadership was established by the love and support of their parents who are tremendous leaders in their own right.

At the end of my time touring their office and meeting their team, I left inspired and charged up to focus on the new opportunities to enhance my leadership skills.

In this time in our country's history we need true leaders to take their place on the world stage and lead with strength and humility, (these characteristics are not in conflict).

How are you leading? What can you do to be a better leader?  

It Starts With You

How's business?  Are you meeting your objectives? No?

When things are not going as planned, look at yourself. As a leader, if you are not getting the results you want, it is easy to look around and point a finger at someone else. If you are not getting the outcomes you are looking for, ask yourself:

Have I made my expectations clear?

Am I holding my team accountable for the actions they have committed to?

Do I have the right people in place who are capable of doing the job?

Am I holding myself accountable for the results?

Once you can answer these questions honestly, you can implement a strategy that will allow you to re-calibrate your team for success.

Ultimately, you, as the leader, are accountable for the results. It's part of being a leader.

I always say, "When we win, the team gets the credit, and when we lose, I take the blame."  That's leadership.

Delusional Leadership

-Because there is a lack vision, there is no direction- 

As I looked in his eyes I asked him the question, "How do you rate yourself as a leader on a scale from 1-10?”

His answer?  “About an 8.”

Now, I know you have no idea of whom I am referring to, and it is just as well. The important point is that this is a person who has seen his business decline dramatically, and he has no answers for the slide. The question I asked was to help him personally analyze his leadership with respect to the overall performance of his company. As we continued to talk, it became quite apparent that he did not believe his leadership was the reason for the poor performance.

This is what I call delusional leadership. This is when a leader has lost touch with his team and a connection to his business.  In this case, he did not even see a need to change how he saw himself as a leader. This is delusional thinking.

He attributed the poor performance to others and to bad luck. However, upon closer inspection and introspection, we find that the real reason for the decline of the business is a lack of vision and a lack of accountability from the top to the bottom.

After digging a little deeper, he realized that the quality of his leadership was and is the reason for his company's poor performance. His commitment to addressing his weaknesses as a leader is the key to the future success of his company. 

Great leaders are always assessing their leadership performance and seek out constructive feedback from others to help them to continue to grow. They have to be honest with themselves and personally hold themselves accountable for the results.

How about you? What steps are you taking to grow your leadership? Are you getting the results you are looking for?

If not, it is time that you take a hard look at how you are leading and seek out trusted counsel from others whose leadership and character you trust.

-If you don't know where you are going, how do you know when you get there?-

It's About People

I was watching a popular business program on TV, and they were profiling the CEO of a well-known and successful restaurant chain. The interviewer asked the CEO where he saw himself and the company in five years. He answered that it’s not where he sees himself, but where he sees his team and his company.

His answer was refreshing because the temptation for many high level executives is to accept the accolades and bask in the light of their own brilliance. For many, it is so easy to get caught up in believing their own press. Some believe that the success of the business is due solely to their business intelligence. Although it may be one of the reasons for the success of the company, it is critical to remember that people are the backbone of any successful organization.

In that same interview, the CEO also stated that another ingredient that made the restaurants so successful is their commitment to identifying the next leader(s) in the company. The leadership believes that developing bench strength within the organization will result in a sustainable business model that values people first, then profits. One way this is done is through frequent leadership visits to a certain percentage of their restaurants where they make it a point to sit down not only with the managers of the restaurants, but also with each of the hourly employees. They ask them about their supervisors and how they interact with the team. They also ask how the business can improve. This ground level, in-the-field intelligence not only helps the company, but, in the long run, also helps to foster loyalty within the ranks of the restaurant staff.

As leaders it's important for us to really support our people, making sure that we are connecting with them on a regular basis.  One on One interaction, whenever possible, is key to employee engagement.
Leadership like this causes employees to feel valued and to take ownership as clear stakeholders in the success of the business. When employees take ownership in the business, the result is happy customers, happy employees, and increased profitability.

As a leader you will be tempted to go it alone, but never lose sight of the fact that the most important asset you have is your team. It’s about people.

Unexpected Leadership

My wife had just viewed a video and could not wait to share it with me.  It was a video about a female college softball player who had never hit a home run in a game . . .that was until one special day against her team’s conference rival.  In a game her team needed to stay in the hunt for a championship, she came up to bat with 2 players on base. With one mighty swing she hit the ball farther than she ever had and she looked up in time to see the ball go over the fence. In her excitement, she missed touching first base and quickly turned back to touch it. Her sudden pivot back toward first proved to be too much for her knee and with a torn ACL, she collapsed on the ground, writhing in pain.

As the runners came around and touched home plate celebrating, she still was on the ground.  It became clear that although she had hit a home run, she would not receive credit unless she circled the bases.  Her team could not help her in any way, because the rules state that she would be called out and her run would not count.

Then the unthinkable happened; one of the opposing players went up to the umpire and asked if she could help her?  The umpire said yes.  And with the help of another team mate the two opposing players picked her up and carried her around the bases stopping at only long enough to allow her to touch each base with her good foot.

After surrounding the bases the two players put her gently down on home plate, and the girl with the one good leg was mobbed by her teammates for hitting a 3-run homer that proved to be the game-winner.

When asked why they offered to carry her? One of the players said she had done it because her opponent deserved it, and it was the right thing to do.

Not only did the players display character, but tremendous leadership. By doing what was right in the face of the temptation to sit back and watch was going to happen, they, without thought for themselves, did what many others could not, or would not, do with the game on the line. I believe both girls are champions!

Our political leaders could learn a lot from these young girls. Doing what is right—because it is right—even if it means working with the other side, is what real leaders do.

You can watch the whole story for yourself right here.

Everyone's a Leader

Many times when I speak to people about leadership, they say, “I am not a leader.” I then ask them the following questions, and if they say yes to any one of them, then I say YOU ARE A LEADER:

Are you married? Then you are a leader. It does not matter if you are if you are the husband or wife. You are leading in some way, no matter how small.

Do you have kids? Then you are a leader. Your children will look to you for direction and in many cases their lives will be shaped by what they see in yours.

Do you work? Then you are a leader.  Whether you are an employee, a supervisor, or a manager, you are leading those employees who work alongside you or who report to you. I believe that the front desk receptionist is also a leader. People are influenced by his or her attitude and character, and some will emulate what they see.

Do you have friends? Then you are a leader.  Your friends are looking at you and your influence is being felt. You can influence them in many ways, so don’t take your leadership lightly.

The question then becomes ‘what type of leader are you?’ There are good and bad leaders. I am sure for every good leader you can name, you can equally name bad ones.

Leaders influence and, as result, people will follow.

So, what kind of leader are you, or what kind of leader do you want to become?

Leadership - Cool Under Pressure

It was 6:30 AM. I had just gotten out of bed and was having breakfast when I got a call from a sub-contractor who was doing some work for me. With panic in his voice, he said, "I don't know what to do." I asked him what was going on. He said the job had gone wrong, and he thought we needed to call the job off. I said, "Hold on, and I will be right there." When I arrived on the job and assessed the situation, I said, "It will be alright," and I calmed him and the rest of the crew down.

One of my guys looked at me and said, "That's why he's the boss. When he says it will be alright, it's all right."

Once we were able to decide on a course of action, I said, "Let's get it done." The very important job then went off without a hitch.  My team just needed me to keep a cool head and to be the stabilizer.

What they did not know was that I was concerned. This was a very important job with a lot of eyes on it, and I needed to get it done and done right! However, in order to get the job accomplished, I needed to calm the team down and to show confidence and decisiveness (never let them see you sweat).

I remember the San Francisco 49ers’ Joe Montana, the multiple Super Bowl winning quarterback whose nickname was "Cool Joe" because of how cool he was under pressure. His leadership, his ability to make good decisions, and his gift for instilling confidence in his team in the midst of adversity made him and his team World Champions!

The reason I could be cool under pressure is because of my team and my trust in their skills and abilities to meet the challenge and to get the job done.

Your ability to stay cool and calm and to trust your team during tough times is a winning combination  that will lead your team to victory.

Delegate, Don't Dump!

Have you ever had a manager come to you on a Friday evening and gave you a last minute project that had to be done before you could leave for the weekend and then he walked out the door to enjoy his? Maybe you have had a manager that assigned you tasks that belong to her. Well, leading is not dumping. I don't know how many times I have heard the complaint, "I feel like I'm being dumped on," or "Why do I have to do their job?" or “I have been given an assignment with little or no instruction on how to get it done.”

When leaders dump instead of delegate, it demonstrates disrespect for the contributions of the team, and it can lead to dissatisfaction and frustration.  Most good, hard-working people don't mind helping or pitching in to help get a job done for the good of the entire team and organization. Good leaders will never assign a task without first explaining what they want done and without making sure you have the ability to get it done.

Good leaders delegate, they don’t dump!

Leaders who don't lead

I think all of us have either worked for or have observed individuals in leadership positions who don' t lead. Some are reluctant leaders, some are leaders who have been placed in leadership because there was no one else to fill the role. Some individuals have been placed in leadership because they have "time and grade."  I consider this sad because in many cases their failed leadership can have  a negative impact on the people they are to lead.

The  inspiration for this post originated from a conversation I had with a friend who shared a story about a great employee who was literally torn down by a manager who said to her "I thought this team would be a disappointment and I was right."  What this manager failed to remember is that she selected the team she was complaining about. The problem, as I see it, is twofold.

One, she lacked ability to train her team properly in how to do their respective jobs.

Two, the problem is not with her people, but her inability to set the right expectations.

Ultimately, when a team fails, it is not the team that has failed, but the person who is leading.  Leaders who don't lead fall behind, and they can take a lot of good people with them.

Sometimes the ones in the front should be in the back, and the ones in the back should be brought forward.  True leaders lead!

A House Divided Cannot Stand

As a husband and father, I take my leadership role very seriously. I believe that I have the responsibility to lead our household, not as a dictator or an autocrat,  but by serving my family through love, understanding and compassion. It is not about my family serving me.  (No slippers at the door or an iced cold one while I kick back and wait for dinner to be prepared.) Sometimes it may mean that I make dinner or help out with some other task that isn't ordinarily mine.

My wife and I complement each other, each one helping where help is needed and working together for the good of each other and the whole family. For the sake of organization, we have mutually agreed that I should take the leadership of our home. This does not mean that my wife is subservient or that she does not have a leadership role. It just means that for any organization to function, there must be order, and that we each have different roles that enable us to best work together.

In today's society, it seems as though there is a lack of organization, communication, direction, and agreement in the home between husband and wife. This often leads to frustration and a lack of clarity and cohesion for entire families.  The world serves up many influences that can divide families, making it tremendously important for husband and wife to stand united with each other and with their children to take care of one another and support one another. In our family, it is our Christian faith that provides the solid foundation for our unity.

As a leader, I believe my role is to provide a vision for our family, and to support and serve my family. I am also charged with mentoring  my children and with loving each and every one in my family unconditionally.  It is not always easy, and it can be downright inconvenient and frustrating at times, but I believe it is all worth it.

Whether you have a single parent household or a two parent household, your leadership is desperately needed. The effect of your leadership will be felt in your neighborhood, your city, and beyond, possibly for years to come. The question is, will it have a positive or a negative effect?

I don't know about you, but I think household leadership is one of the most important forms of leadership in our society today, and it is being tested like never before.  Are you up to the test?

A house divided cannot stand (Mark 3:25).

Colored String

She entered the coffee shop, walking slowly with the help of her cane carrying a plastic box full of assorted colored string and other craft materials.  She may call the string some other fancy name, but it looks like string to me.  She picks out a spot to sit and then gets her drink.  After organizing herself at the table, her drink at her right and her plastic box in front of her she proceeds to knit together the string in a painstaking and artistic fashion to what soon becomes a “friendship bracelet”.  While making the bracelet several customers walk by and ask her what she is doing.  A conversation ensues and in some cases they purchase one of the bracelets.  I have seen her do this on numerous occasions and I am fascinated by how many conversations are started because of this colored string.

You may say, “So what, she makes and sells bracelets.”  It’s not the bracelets, it is her attitude. She has a passion for making the bracelets and has just as much fun sharing her talent for making them.  This beautiful lady lost her job and is now working part-time and found a way to make a little extra money by selling 49'er, Raider, Cal football, and other themed bracelets.

It is amazing how colored string can have such an impact in people’s lives.  This little lady with the box of string, a small drink, and a passion for making others happy is making a significant and positive impact in the lives of the people she comes in contact with. What a woman!

She has made a positive impact in my life!  

Broken Leadership

Can leadership be broken?  I think it can.  Can it be fixed?  I think it can.

What will it take?

Let me share with you a little story of a small company with big problems.  While working with the owner of the company, we were looking at employee files.  I noticed something strange.  In a short period of just a few years over 15 employees in this small company of 5, had left the company for various reasons.  I was shocked!  I asked him what he thought was the reason for so many departures?  He began to rattle off the myriad of reasons.  His leadership was broken

I stopped him and asked, what was the one constant in all of the involuntary and voluntary terminations?   He reluctantly said, “ME.”  He realized that he hired all of them and let them underperform without holding them accountable. Because he did not set the right expectations, he paid the price, a loss of business and loss of credibility with the remaining employees.

He asked, “How do I correct the problem?”

I said, “It starts with you.  You have to take a step back and think about what type of leader you want to be and what type of company you want to have.”  Once he was able to come to terms with his leadership style and his vision for his company, then he could begin to attract the type of team members he wanted to join his organization.

Over the past year he has continued to make changes and now has a team that will allow for the type of growth they all can buy into.  Leadership always starts with you!

Leadership Is Not Just About Position, But Being In Position

Recently, I spoke at a high school in Oakland. I have to admit, before I arrived at the school I had images of a dirty and unkempt campus. As I parked my car in front of the school I prepared myself for the odor of musty hallways and the trash being strewn around the school grounds and hallways.

I was so wrong. The school was immaculate! As I walked through the corridors I started to think about the person(s) responsible for maintaining the school’s interiors. As I walked to the classroom where I was to speak there she was, this striking middle-aged woman at the bottom of the stairs, working away. I just had to tell her what a wonderful job she was doing. As I approached her she greeted me with a smile. This was the smile of a person who enjoys her work and takes pride in it.

I expressed to her that she was doing an incredible job! She smiled and thanked me for the compliment. I have to tell you that I believe she would do a great job no matter if she received acknowledgement for her work or not.

I shared my thoughts with the Assistant Principal. She stated that her work ethic was not only appreciated by the teachers, but all of the students.

In my mind, she is not just a custodian, but a leader. She demonstrated hard work, conscientiousness, commitment, and a dedication to being the best she could be. She is modeling a type of leadership that all of us could learn from.

Leadership is not just about position, but being in position to impact others.

Taking From The Top or Receiving From The Bottom

We have all heard of the CEO’s on Wall Street who, in spite of their companies’ poor performance, have taken huge bonuses.  The sad thing is, in some cases they immediately turned around and laid off hundreds of workers.  Even when a company performs at a high level, the leaders at the top should always look to reward all of the employees who have contributed to the company’s success.

How does a leader justify taking millions in bonuses while cutting salaries and staff.  I am not saying that there’s anything wrong with the leadership being paid handsome bonus packages, but they should be commensurate with performance.

I have a friend that is a CEO of a company that had achieved a significant increase in the company’s profits.  As a result, his team had a bonus pool of cash that he needed to distribute.  He had to decide whether to take his bonus off the top and distribute the balance to his team or to distribute the team’s bonuses first and receive what was left from the bottom.  For him the choice was easy, he received what was left from the bottom of the pool.  He said if it had not been for his team, his company could not have performed so well.

I was impressed by his decision in light of the fact that there are so many CEO’s who take from the top.

Leaders who receive from the bottom are those who recognize that they are standing on the shoulders of the people who make them successful.

If you are a leader are you taking from the top?

Characteristics of Humility

A friend of mine had a business meeting with a client.  He later shared with me his surprise when the CEO offered him a cup of coffee and then proceeded to pour and serve it to him.  He said, “The CEO poured me a cup of coffee!  Not his assistant, but the CEO!”

My friend was so surprised, because too often a trait that is consistently missing in today’s leaders is HUMILITY. 

Leaders must be willing to get out of themselves and look at the whole instead of the part.  We need leaders who can encourage people with enthusiasm, confidence and most importantly, humility.

But what does a humble leader look like?

• Does not consider himself/herself above certain tasks
• Acknowledges when someone has a better idea
• Admits when they are wrong
• Willing to serve someone else, even if they are a subordinate
• Understands that it is not about their needs and wants
• Quickly gives credit where credit is due

Can you name one leader in the public eye that has demonstrated humility?

 

Why Do People Lie?

A lie can travel half way around the world while the truth is putting on its shoes.  ~Mark Twain

I love old television shows from the 60s’.  Last weekend I was watching one of my favorite TV shows of all time, “The Rifleman” staring Chuck Connors.   In many of the episodes they often end with some sort of lesson or moral of the story.

In the episode I watched last week the story dealt with lying and some of the reasons why people lie.  The title character Lucas McCain uncovered four reasons why people lie:

• To protect someone’s feelings
• To avoid punishment
• For financial gain
• To protect status

Over the past several weeks we have heard from politicians on both sides of the aisle give their version of who and what is holding up the extension of the debt ceiling or what would happen if it is not raised.

During the debates I have heard the word “lie” on numerous occasions.  As a result, the American people are left to determine who is lying.   My question is why do the people who represent us feel so comfortable lying to us?  Remember when a lie was a lie?  Now when a person is caught in a lie all they have to say is that they “misspoke” and voila! They’re off the hook. 

Why are they lying?  I know the answer is not because we “ can’t handle the Truth”. I believe there are two main reasons why they lie:

Financial gain.  Many of our senators and congressman know that during and especially after their careers are over they can command big dollars on the speaking circuit and from writing books.  Some even go on to careers with big corporations with whom they have developed relationships during their political career.  In most cases it is to divert big dollars to their respective districts for various projects like the “bridge to nowhere.”

Protect their status.  If they want to maintain their position in Washington, some feel they have to lie in order to protect their status as a Senator or Congressman.  This status also involves holding onto their power.  Telling the truth can potentially place their position at risk, as many times they are challenged by the “Status Quo.”

No matter what the reasons are for lying, they often have a significant impact on the lives of the people being lied to.  The hurt, pain, bitterness, anger and frustration that lies can generate can turn a country on its head.  Our leaders must be held accountable for the lies they tell and the breach of trust.

The truth is absolute and it can be known.  It is not relative, the truth is the truth and we must demand it from our leaders, regardless of whether they have an R or D after their name.

Question everything!

Murdochs' Fallout and Falldown

As the storm created by the hacking of cell phones by individuals working for News of the World starts to wane, there are many lessons to be learned.   Rupert Murdoch and his son spent all last week engaged in damage control, issuing an apology to the family of a murder victim, the news community and the world.

The decision of some of the management staff working for Murdoch’s news organization not only forced the resignation of several of his deputies, but it cost his News Corp Empire billions in lost value.  My question to those involved, was it worth it?  In their quest to jockey for position to grab the next big headline and story, they were willing to engage in the most unethical and immoral behavior by conducting illegal eavesdropping.

Why did the deputies and others in Murdoch’s organization believe it was, first of all, right, and second, that they would get away with hacking murdered victim’s cell phones and those of celebrities and even 911 victims.  Was it the state of our modern culture or was it the pressure to drive revenue?

Since the story broke, we find out that there were many others who may have been involved.  The resignation of Britain's most senior police officer reveals another casualty of the scandal.

The culture of many companies is one of doing whatever is necessary to make money.  Although walking the tightrope between unethical and ethical behavior has gone on for some time, tough economic times reveal the underlying character of a person and even a company.

What is more concerning than anything to me is the fact that when the news broke, and the leadership was questioned, they downplayed the situation.  It was only when more scrutiny and pressure was applied that they finally started to cooperate.

 As the fallout continues and the Murdochs’ fall from grace works itself out through hearings and the courts, be aware that the next big scandal is right around the corner.  How do I know?  The hunger for power and money has an insatiable appetite and men and women will do most anything to feed it.

Why is doing the right thing so difficult?  Being fair and honest in business dealings seems to be old fashioned.  When things get tough do you struggle to do what’s right?

Do you compromise your values and beliefs?  If you do, be sure your sins will find you out.