Toyota Executives Lacked Ethical Leadership

“We now have proof that Toyota failed to live up to its legal obligations,” Transportation Secretary Ray LaHood said in a statement. “Worse yet, they knowingly hid a dangerous defect for months from U.S. officials and did not take action to protect millions of drivers and their families.” ~ April 5, 2010 New York Times

One of the characteristics of an Authentic Leader is ethical behavior and decision making.  I believe that ethical fitness is tied to one's emotional intelligence.

In the recent case of Toyota executives ignoring safety warnings invovling their vehicles in lieu of profit making is a clear example of a failure to lead.  What was the logic and factors that went into the decision to ignore safety concerns?  Did it involve corporate concerns over image and profit?  Who made those decisions?   Who went along with them?  How were they justified?  These questions make a great case study.

The issue for us is how do we develop leaders that have ethical standards that are strong enough to break through the companies desire to make profits.   How do we make sure leaders make the right decision? 

The U.S. Transportation Department is seeking a $16.4 million fine against Toyota.  Toyota is worth billions.  This monetary penalty seems unlikely to make a real difference.  We can hope the ethical and moral consequences cover the rest.

A Tribute To The Authentic Leadership of Senator Lenn Hannon

Senator Lenn Hannon   1944-2010

I learned today one of Oregon's finest legislative leaders passed away this past Thursday.  Lenn Hannon, 66, served in the Oregon Legislature for 29 years.  During the late 80's and early 90's I came to know Senator Hannon as I worked with the Legislature on State Police budget and policy issues.


I always found Senator Hannon to be a straight (authentic) shooter and a real advocate of the Oregon State Police.  Senator Hannon worked very hard to achieve funding for the OSP over many years.


According the a news report in the Medford Mail Tribune, Lenn died at home surrounded by loving family and friends.  They commented, "He was able to say 'I love you,' even though he couldn't talk in any other way," "Those were his last words, if anybody got close to him. There were a lot of miracles in his last hours."


Senator Hannon performed some miracles as a legislator too.  He will be missed.

I give my sympathies to Lenn's wonderful wife, Dixie and the rest of the family.


I wish the Senator could have had a longer retirement life.  With his death, he leaves a wonderful legacy of Authentic Leadership for us all to reflect upon and study. +

What Are You Going To Do To Improve Services and Performance This Year?

During 2010, what will you do differently to improve your services and performance over last year? In government and non-profit organizations, our focus should be on providing the best services at the least cost and at the highest public value. Our bottom line: Quality services, cost, and value.


Every organization needs to have a realistic vision and focused answer to this question.

In my organization, Willeford Group, I plan on doing the following to improve my services and performance over last year:

• Develop a succinct webpage to improve my marketing and messaging

• Develop an educational blog (Authentic Leadership) to communicate good ideas and practice

• Refine and develop new services that have the most effect on my clients

• Learn new skills and abilities to enhance my services (Certified Coach in Appreciative Inquiry and Whole Systems IQ Spring 2010!)

• Offer services at competitive rates consistent with the current economy and budget limitations within government and non-profit organizations

• Provide "Pay-it-foward" services and support to political candidates that match the needs of my community and,

• Build relationships with and provided services to those organizations that really are making a difference in their particular niche.

Developing a Personal Scorecard to track these planned activities will assure my success in achieving each of them.

Again, what do you plan to do differently in 2010 that will measurably improve services and performance? Write it down.....ponder it.....share it......do it!

How Does Your Communication Style Reflect Upon Your Leadership Ability and Style?

Your communication style does reflect on your leadership capacity and style.  It also is a reflection of the organization that you work within.

This past month I had two meetings with high level "leaders" on separate topics. One official represented a high profile state agency while the other individual represented Portland city government (City Council).

I have been reflecting lately how markedly different the communication styles were with each person and how each left me feeling upon conclusion of our brief encounters.

The state agency representative ended up being an extremely poor communicator. His body language reflected indecisiveness, immaturity, close mindedness, and an obvious reluctance to make a decision. And, when I spoke to learn more about some of his comments he raised his voice and "over talked" to cut off any dialogue. One may have concluded that the "over talking" was inadvertent yet it happened several times more during our meeting. Very strange (and rude). The colleagues I had invited to attend the meeting with me were stunned at this bureaucrat’s behavior and comments. As was I (actually, I was embarrassed being a former state bureaucrat myself).

At any rate, the poor communication style was so obvious to me and my colleagues; I made judgments as to this individual's leadership capacity and image of state government. From what I observed, it appeared this person is not comfortable with high level leadership responsibility and is unable to make a decision either out of fear of failure or fear of crossing the culture of the organization that doesn't support decision making. Not sure which. I have made contact with the Director of this organization out of an ethical duty to provide my impressions. I figure that if he isn't advised, he may never know what he has representing his organization. And, we all want individuals to be successful, especially those serving in government.
The City of Portland representative was the complete opposite. And the topic of discussion for this meeting was of a nature that could be stressful or potentially viewed as confrontational. However, the meeting was wonderful and very productive! The Commissioner demonstrated EXCELLENT listening and verbal skills. His body language reflected maturity, compassion, understanding and empathy. Eye contact was right on and this individual did more listening than speaking.

Of the two examples briefly discussed here, which reflect upon the government in the best light? Which one reflects the individual that is an Authentic Leader: mature, empathetic, in touch with themselves, reflective, and serving the greater good?

So, a closing question: How do we develop effective communication skills (listening, talking, writing) in our leaders? How do we foster a culture of decision making?

Someone once said:  "God gave us two ears.......that tells me that He meant for us to do twice as much listening as talking!" May it be so.