Dee Ann Turner was Vice President, Talent and Human Resources for Chick-fil-A, Inc. In her book “Bet on Talent: How to Create a Remarkable Culture That Wins The Hearts of Customers” she talks about the importance of truth-telling for a leader. She writes that “the kindest thing you can do for someone is tell the truth. This is especially true when providing feedback.” She tells us that truth-telling helps people perform better and often strengthens relationships; it’s likely that people would thank you for telling the truth, even when they don’t like it.
As a leader, this really resonated with me. I always enjoyed giving positive feedback, administering a good performance evaluation or promoting a team member. The flipside of this was not so enjoyable, but every bit as important. Some leaders will sugarcoat difficult messages, perhaps because they want to be liked or perhaps not to hurt the feelings of the person they were providing the feedback to, and I know that I did that over the years as well. But we do no favors to our team members, instead harming them, and not giving them the chance to improve, when we don’t tell them the truth. Here are a few specific situations in which it is important for leaders to tell their team members the truth: Continue reading
This summer we’ve been looking at a variety of leadership lessons that can be learned in many places each and every day. Thus far, we’ve looked at leadership lessons from the Bible and also from a mother of newborn triplets. Today we’re going to look at leadership lessons that we can learn from Chick-fil-A.
There’s no organizational culture I appreciate more than that of Chick-fil-A. Their corporate purpose, and their “why”, is: “To glorify God by being a faithful steward of all that is entrusted to us and to have a positive influence on all who come into contact with Chick-fil-A.”
Here are 9 leadership lessons that we can learn from Chick-fil-A: Continue reading
There are a few organizations that I respect because they exemplify a close connection between faith and work. Three in particular are:
Chick Fil-A. In her book It’s My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture by Dee Ann Turner writes that Chick Fil-A is not in the chicken business, but the people business. Selling chicken is just a means for glorifying God. See my review of Dee Ann’s book.
All Chick Fil-A stores are closed on Sunday. Chick Fil-A’s founder Truett Cathy, made the decision to close on Sundays in 1946 when he opened his first restaurant in Hapeville, Georgia. Having worked seven days a week in restaurants open 24 hours, Truett saw the importance of closing on Sundays so that he and his employees could set aside one day to rest and worship if they choose.
Cathy also stated “We should be about more than just selling chicken. We should be a part of our customers’ lives and the communities in which we serve.”
Chick Fil-A is known for their world-class service. I’ve read about their organization in books by Patrick Lencioni, Ken Blanchard and Mark Miller.
Hobby Lobby. Hobby Lobby got its start in 1970 when David and Barbara Green took out a $600 loan to begin making miniature picture frames out of their home. Today, with more than 750 stores, Hobby Lobby is the largest privately owned arts-and-crafts retailer in the world with approximately 32,000 employees and operating in forty-seven states.
One of their principles is “Honoring the Lord in all we do by operating the company in a manner consistent with Biblical principles”. Another is “Providing a return on the family’s investment, sharing the Lord’s blessings with our employees, and investing in our community.” All Hobby Lobby stores are closed on Sunday.
Barry-Wehmiller. Barry-Wehmiller is a global supplier of manufacturing technology and services based in St. Louis, Missouri. I first read about Bob Chapman, CEO of Barry-Wehmiller in Simon Sinek’s book Leaders Eat Last: Why Some Teams Pull Together and Others Don’t. Barry-Wehmiller measures success by the way they touch the lives of people.
Their website states the following about their organizational culture:
“Step inside any one of our 100 locations around the globe and you’ll feel it: a culture of care, compassion and human connection. Our commitment to our people-first culture runs deep and has inspired a leadership model that places a priority on improving the lives of the people who make our business possible. We call it Truly Human Leadership and it stems from a deep-rooted belief that this is the way we are called to work and live. By sharing the story of our successful cultural and leadership model initiatives we intend to raise the awareness of other leaders about the power of business to have a profound positive impact on the world.”
Check out Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Chapman and Raj Sisodia to learn more about this extraordinary organization. Read my review of the book.
Are there any organizations that you respect because of how they connect faith and work?