Feedback Form
Home Features Mastermind Forums About Advertise Blog Network Contact Be An Author

Team Motivation Principles: Debunk the Crazy Propaganda that All CEOs are Greedy!

Team Motivation Principles: Debunk the Crazy Propaganda that All CEOs are Greedy!

With a small percentage of “hired gun” CEOs being called out for ridiculous greed… and flaunting it, our legislative and media communities are creating a dangerous misperception which threatens not only the immediate workplace but also the US’s global position. Simply stated, so many CEOs are not greedy, and these are the people who can really impact the economy. So, why do we rake them over the coals? Having devoted my career to advocating sharing wealth among team members… proportionate to results contribution… I see how wrongful mistrust of the right CEOs negatively impacts workplace results.

This ivory tower perception of “me against you” in the employee-employer relationship tears down employee confidence and teamwork necessary for corporate bottom-line success. While we all know, “if it bleeds, it leads” in the press, this concept sells publications only because people buy in to this concept. Blame the media all you want (and I can be heard griping often), the media sells only what the public buys.

Successful corporations are those that have endured hardship, challenge and downturn. Discussing the resilience of corporate leadership can lead to positive outcomes. Without discussing concepts the employee isn’t qualified to process, keep it audience adaptive. Frame these discussions to build confidence, and don’t present them in a manner which presents weakness or creates fear. We know overcoming adversity depicts strength while dwelling upon and empowering the obstacles depicts weakness. The target is not to whine.

The problem is that most people are not the risk takers of entrepreneurism, so if we divulge hardship to those while we’re in it, they may become fearful to buy in and contribute when needed to do so. There’s nothing wrong with being more conservative here, so we don’t wish to lose the engagement of this audience. Risk takers “suck it up” and keep their sacrifices private. When they don’t take a paycheck, when they mortgage their home to pay employees, and when they make lifestyle choices which sacrificed personal or social time, it’s typically not visible. Later on, the Mercedes-Benz is visible and some people complain of greed. Those who complain are those who didn’t make the same sacrifices and don’t get it.

Many CEOs are not "silver spooners." The plain truth is that most Americans have opportunity to be CEOs themselves and they choose not to. They choose against the start-up risk, they choose the bar over the office or maybe they have family needs which they rightfully prioritize. To choose not to be a CEO is not wrong. Personally, I find the “pillow test” the ultimate test of success. If you’re comfortable with what you did that day when your head hits the pillow, you are successful. Yet, while emerging CEOs are choosing work over party time, the bars are filled with people complaining about their bosses. Backstories are emerging right now, illustrating the personal sacrifices made by some of the great US CEOs who have created jobs, shown philanthropy and endured hardship which benefits us all. Let’s not lump these good people in with the greedy few.

There are some amazingly great employees out there! It can be just as difficult to take direction as it is to give it, especially from some of the bad bosses out there. Amazing employees will probably never realize the benefits of the new COBRA subsidy, as they will probably never see “involuntary termination.” In most reasonable estimations, over time less than 1% of corporate downsize decisions are not directly attributed to employee poor performance. Most downsize decisions are selective. Employees do have a choice. Absent union protection of service length vs. merit or bad management, top performers typically keep their jobs. In many cases, better employee performance would have saved the company that need to downsize. That being said, we hold this to be true: it is the supervisor’s direct responsibility to ensure the right people are doing the right things. It’s not a blame-shifting game. Everyone has a role.

Right now we’re living in a country that penalizes those who create jobs and rewards those who are terminated for cause. Many believe we live with an administration that seeks to deny free choice under the disguise of the Employee Free Choice Act. Surely this is no way to compete. Keep this discussion on the table without creating destructive conflict. There are facts to be shared and teamwork to be built. Clearly, government and media are tearing down this important sense of capitalism. CEOs and organizational development leaders must counteract with the right amount of information needed to restore faith in organizational alignment. Chances are, the employees who don’t currently buy in are not reading this, so they need to hear it from you!





Team Motivation Principles Debunk the Crazy Propaganda that All CEOs are Greedy - To learn more about this author, visit Jessica Ollenburg's Website.

Like this article? Share it with your friends

Article Feedback
 Article Feedback No article feedback found.
  Leave Your Feedback
article feedback

Article Feedback
Dianne Crampton
Dianne Crampton is an executive leadership coach, team consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. - Visit Dianne Crampton's Website

Stephanie Robey
Stephanie Robey is President and CoFounder of Pivot Positive, LLC - an Internet marketing business focused on helping people start work at home ventures. Previously, she was employed at The Search Agency with over 20 years experience in graphic design and 10 years experience in online marketing. She was responsible for launching the Conversion Path Optimization (CPO) unit where she and her team have conducted hundreds of optimization tests for online companies across multiple verticals.

She is a successful entrepreneur having started and sold 2 companies and remains on the board of directors of the third, PhotoSpin.com   Stephanie began her career in the direct marketing realm creating and producing direct mail for many of the major cable television companies and directly attributes her understanding of Internet marketing to those early offline experiences.  Stephanie is a graduate of San Diego State University with a BFA in Graphic Arts and also holds an Executive MBA from the Graziadio School of Business and Management at Pepperdine University.

Read Steph's Blog
Meet Steph and Dave
Sign up for our Free 7-Day BootCamp: Self Employed & Rich
- Visit Stephanie Robey's Website


To learn more about the Evan Elite Author Program please contact us.

About The Author


Jessica Ollenburg
(Visit Jessica's Website) Jessica Ollenburg is President & CEO, HRS-Human Resource Services, Inc., celebrating more than 25 years of global success providing management solutions and research related to HR and Organizational Development to employers of choice: Fortune-rated, midmarket and emerging. Educator, Entrepreneur, Author and Senior Management Consultant, Jessica's bio is available at http://www.AskHRS.com/our-ceo.htm

Jessica Ollenburg is a Gold author on EvanCarmichael.com
About The Author

View Author Blog
View Author Blog

View Author Video
View Author Video

Free Downloads


Jessica Ollenburg's

Complete
List Of
Human-Resources
Articles

Name
Email
If you enjoyed this article, get Jessica Ollenburg's Complete List of Human-Resources Articles For FREE!

More Jessica Ollenburg
Catch Someone Doing Something Right
Are You Too Good for Your Job
Team Motivation Principles Debunk the Crazy Propaganda that All CEOs are Greedy
Leadership Challenges Sales vs Substance
What Happens in Vegas is No Way to Run a Business
Start them Young to Help them Succeed in the Workplace
SelfStarters Can Make Terrible Managers
Getting the Right People Doing the Right Things with Safeguarded Precision
Employee Motivation is Volatile Employers Must Both Create and Sustain It
If Im a SelfStarter Why Arent You Those High in Initiative May Be Challenged as Coaches
Free Downloads


 
 
 


Evan Elite Authors
Dianne Crampton  
Anne Barr  
David Barr  
Evan Elite Authors

Become An Author
Have you written articles that would be of value to entrepreneurs? Become an expert on our site by publishing them! Expose yourself to a wide audience, drive more traffic to your website and get more sales! Click Here for details.
Become An Author

Evan's Latest Video
Modeling the Masters: Learn the true secrets behind Walt Disney's business success factors & grow your company! Video produced by Phanta Media
Evan's Latest Video

Business Opportunities
"Learn straight from Evan how you can Make a Full Time Income (And More) from a Website"

How to Start An Online Business

Click Here To Learn More
Business Opportunities



Evan's Newsletter
Get advice & tips from famous business owners, new articles by entrepreneur experts, my latest website updates, & special sneak peaks at what's to come!
Name:
Email:
Evan`s Newsletter

Free Downloads
Instant Scripts Icon Instant Scripts
10 Ways To Go International Icon 10 Ways To Go International
Performance Emotional Intelligence Icon Performance Emotional Intelligence
10 Areas of Differentiation Icon 10 Areas of Differentiation
100 Success Tips Icon 100 Success Tips
Free Downloads - Complete List

Entrepreneur Tools and Guides
Top 50 HR Blogs 2009
Top 50 HR Blogs 2009
Top 50 HR Blogs 2009
 
Top 50 Social Media Blogs
Top 50 Social Media Blogs
Top 50 Social Media Blogs
 
Entrepreneur Tools and Guides

SEO For Africa
SEO For Africa
Foster Odei Nkawkaw, Ghana,
Foster Odei
Nkawkaw, Ghana
SEO For Africa

If I Were A Startup...
Jeff Roick, $1.4 to $6.5 Mil in 2 years
Jeff Roick
$1.4 to $6.5 Mil in 2 years
Geoff Whitlock, $53k to $507k in 3 years
Geoff Whitlock
$53k to $507k in 3 years
If I Were A Startup... - Complete List

Famous Entrepreneurs
A.P. Giannini, Bank of America
A.P. Giannini
Bank of America
Ralph Lauren, Polo Ralph Lauren
Ralph Lauren
Polo Ralph Lauren
Famous Entrepreneurs - Complete List

Entrepreneur Advice
Keith Ferrazzi, Never Eat Alone
Keith Ferrazzi
Never Eat Alone
Donald J. Trump, Trump University
Donald J. Trump
Trump University
Entrepreneur Advice - Complete List

Popular Articles
(Premium Authors)

     Leadership Coaching Overview
By Michael Schutzler
     Courage in the face of fear
By Michael Schutzler
     Empirical Skepticism
By Michael Schutzler

Have A Suggestion?
Toronto Salsa Classes / Toronto Salsa Lessons Email us your ideas on how to make our website more valuable! Thank you Sharon from Toronto Salsa Lessons / Classes for your suggestions to make the newsletter look like the website and profile younger entrepreneurs like Jennifer Lopez and Sean Combs!
Have A Suggestion?

More Evan Carmichael
More Information