The Real "Power Lunch"
The best part of my day is when I have one-on-one lunches with members of front line of a company, and I try to do this multiple times a week. Each single hour provides me a reality check on what's really going on, makes the employee feel listened to, and helps me substantiate issues by noting which ones keep boiling to the top. To me, these are the ultimate power lunches! Whereas most execs spend their lunches either working, with their peers, or with their direct subordinates, my lunches give me an inside view to what is working and not working within a company - the unblemished view.
When lunching with a front-line employee, it is difficult to get past the politeness to the real meat as their first instinct is to tell an executive what they think she wants to hear. Getting below this facade requires building trust through repeated contact, asking tough questions, reading body language and most importantly showing that you actually will do something with the candid feedback you get.
I've sat in executive meetings where it was clear that the CEOs were disconnected from the real issues, getting filtered views from their direct staff. They may address the rest of the organization regularly in emails, conference calls or "all-hands" meetings, but the communication is generally one-way (despite the Q&A at the end), and the usual response is polite. But the real conversation happens after the execs have left the building. To keep a pulse on these informal conversations you need a network of individuals who will guide you to the mood of the organization so you can take action to keep morale high, squash rumors, remove barriers to change, and get feedback on new initiatives.
In choosing your lunch mates, I'd start with your top sales people, engineers, and customer service representatives - I can't overstate the role a lunch with an executive plays in the rewards and recognition of these folks. No part of the organization should be left unrepresented, but those that touch prospects, customers and product are critical on at least a monthly basis. These lunches keep me energized and focused on the issues that most impact customers.
When lunching with a front-line employee, it is difficult to get past the politeness to the real meat as their first instinct is to tell an executive what they think she wants to hear. Getting below this facade requires building trust through repeated contact, asking tough questions, reading body language and most importantly showing that you actually will do something with the candid feedback you get.
I've sat in executive meetings where it was clear that the CEOs were disconnected from the real issues, getting filtered views from their direct staff. They may address the rest of the organization regularly in emails, conference calls or "all-hands" meetings, but the communication is generally one-way (despite the Q&A at the end), and the usual response is polite. But the real conversation happens after the execs have left the building. To keep a pulse on these informal conversations you need a network of individuals who will guide you to the mood of the organization so you can take action to keep morale high, squash rumors, remove barriers to change, and get feedback on new initiatives.
In choosing your lunch mates, I'd start with your top sales people, engineers, and customer service representatives - I can't overstate the role a lunch with an executive plays in the rewards and recognition of these folks. No part of the organization should be left unrepresented, but those that touch prospects, customers and product are critical on at least a monthly basis. These lunches keep me energized and focused on the issues that most impact customers.
I agree with your philosophy. You certainly are a transformational leader. That type of leadership is what builds great working environments. Building trust within the workplace is absolutely essential, and your “power lunch” is a perfect way to accomplish that goal. Workers love working for transformational leaders because they build morale to high levels. Followers become very loyal because they know the leader cares about their thoughts and feelings.
Have you ever watched the movie Gladiator? Did you see the follower’s loyalty to Maximus their General? That’s Transformational Leadership! Such an army or organization is powerful!
Just wait for Earth Class Mail to sign a contract with Chevron, Exxon, and many other multi-national corporations. This will only be the beginning! Just wait until they sign a deal with Apple Computer and/or Microsoft to offer their service on the handheld phone! This is the essence of transformational leaders like Natalee Roan. It’s exciting to see a million dollar company, before it becomes a billion dollar company.
What an honor it is to be able to converse with the founder of a future billion dollar company. I invested in XM and Sirius Satellite radio 7 years ago, and made thousands of dollars from a mail room position. I believed in Satellite radio before everyone else.
I am telling everyone that Earth Class Mail will be huge!
I also know Wall Street very well…I predict Google will eventually buyout Earth Class Mail, not long after the IPO.
-Matthew in Michigan
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I just watch the most recent episode of “Startup Junkies”. In this episode there were several dilemmas that make things very interesting. The most serious issue was Natalee getting into a car accident! Natalee talked about building trust, and this is where the trust pays off. Inflicted with the classic symptoms of whiplash, Natalee must run her daily operations from her living room couch.
The stress level is increasing, but the environment management has created will make this company survive! The coming previews show an employee wondering if their will be a lot of conflicts coming. What he doesn’t realize is the conflict he’s going to see is “Candor”. This candor is a symptom of trust. Will there be people stressed and angry? Maybe so, but the transformational environment Ron and Natalee have created will manipulate the stress to a positive result. In essence the organization will become stronger, and the trust level will increase even higher.
-Matthew in Michigan
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