Is Loyalty Required for Leaders

I am a Dallas Cowboys fan. All the football fans out there know that's not an easy role to embrace. Every year, I think we are going to the playoffs until about half-time of the first game, and then I once again realize that this year is not meant to be.

Our owner, Jerry Jones, just hired a new head coach - an internal promotion from a career assistant coach that has caused a buzz through Cowboy nation. I heard a conversation on sports radio that presented the idea that Jerry will only hire a coach who meets one of these qualifications: 1) Jerry knows the person and is very comfortable around them or 2) the person has proven their loyalty to Jerry and the Star. The new hire fits into both of these categories.

While the Cowboys are sitting on the sidelines during playoff season, the President of the United States is deciding on his team and the right fit for each of his cabinet positions. If you believe what you read, "loyalty" to him and his administration trumps all other job qualifications. Loyalty above all else.

Do you think this is true in our jobs as leaders? Do we value people on our team who are loyal to us above all else? Or maybe we see ourselves as loyal stewards to our companies—always on board with company decisions and faithful believers in our firms' direction.

I have subscribed to the theory that bosses come and go, but loyalty to the work is the way to go. Loyalty to doing a good job, doing right by your team members and being a good financial steward of the company's assets is the correct focus for leaders. I just don't believe in undying loyalty to a company that will replace you in a second or to a boss who will eventually move to a new role and leave you to fend for yourself.

But I know not everyone subscribes to this theory. And we have all seen colleagues who follow bosses from one job to the next. From what I have seen, this loyalty to a particular person works for a while, but eventually, the relationship breaks due to job changes, firings, layoffs, and other means of business separations. I'm not saying you won't stay connected when circumstances result in different employers, but undying loyalty to one person will rarely serve you well over your career.

We know as leaders, that our team members are watching our attitudes and our words when it comes to our view of life at the office. I think we have to be smart about what we say and how we act so as to stop the avalanche of corporate craziness from rolling down the hill.

I can remember a time when I was going through a rough patch at work --- I was being accused of things that were untrue and through a merger, I did not have anyone on my side that had my back in my chain of command. These were dark days for me - I had never been through something like this before, and for the first time in my career I was not able to focus on the work but was in survival mode to protect my reputation and my job. HR eventually stepped in and righted the ship, but it was hard to lead openly during this time and I know that I withdrew from my interactions with my team as I didn't want to pass on my negativity and the mistreatment that I was receiving. So, I kept the interactions task-related and buffered the craziness until I left the company. This is a perfect example of me being loyal to a company and to a job that didn't think twice about dumping on me.

In our day-to-day lives with our teams, here are five easy steps we can take to be a loyal leader without having to sell our souls to the devil:

1. Don't gossip about our bosses. We know there is always a lot that we could talk about but try to zip it.

   
   

2. Many decisions will be made that we don't agree with, but you have to find a balance between speaking your mind and supporting your boss. This is not a one size fits all skill, but a situation that must be deftly managed one issue at a time. I would challenge that if you are constantly in disagreement with your boss perhaps this is not the job for you.

3. Show that you are a good steward of the company's money - treat it like your own.

4. Buffer all the crazy talk from the top of the house to your team. Create a positive, low-stress environment for your folks as much as you can.

   
   

5. Look for opportunities to be supportive of your boss and your peers - highlight their work, share their accomplishments, and help them be successful.

   
   

   Work can be so stressful especially when conflict arises - be easy on yourself during these times and stay true to your values. It is the perfect time to use the phrase: "I hear what you are saying, but I see it differently." We must speak up as leaders but recognize that many bosses look for loyalty before all else. Just ask Jerry Jones.