The Teflon Constant

A parable about the importance of accountability.

There are many different leadership styles: autocratic, servant, transactional, pacesetting, and even transformational. However, there's one type of leader they don't tell you about in business school, which tends to be the style that results in frustration and apathy from every corner of the organization. Interestingly enough, this leadership approach didn't have a name – until today: The Teflon Constant.

Let me paint a real-world example of this leadership style. There is a proud organization that is steeped not only in tradition but also in many past successes. In fact, one could argue that their brand is the most recognized in their chosen industry. However, there have been lean times over the past 30 years or so. Once viewed as the envy of others, it has become almost irrelevant. At the same time, brands with far fewer resources, let alone pedigree, have reached the pinnacle of the profession, if even only for a short time.

The issue with the entity described above isn't a lack of effort by employees, nor is it a lack of investment from ownership. The real problem is that leadership refuses to be accountable while providing stakeholders "reasons" why success has been elusive:

• Lack of inspiration from department heads

• Despite talent, star players haven't been able to close the most important deals.

• The way the organization goes to market is stale and boring.

• A rash of illnesses at critical times has slowed down promised progress.

At the same time, leadership spends time on outside interests or, at best, those merely adjacent to the primary company. Those activities often undermine middle management and completely neuter the team's talent to the point where success is almost impossible. To be sure, the Teflon Commander tries to give pep talks, tells his staff that there is belief in their abilities to overcome, and promises that they are "all in" on success. However, all of that is in vain as employees and outside stakeholders see right through the illusion and have become frustrated, angry, and even apathetic.

The organization in the above example is the Dallas Cowboys, and the leader is Jerry Jones.

To be clear, I'm a fan of the Dallas Cowboys and have been since I was a young lad of seven when I had the honor of playing catch with Roger Staubach in a parking lot. While the tale of me being Captain America's number-one receiver for 20 minutes is noteworthy, it will have to wait for another blog. These days, that fandom is wavering and what used to be appointment television for me is now background noise because the real issue – one that won't be fixed – is the team's ownership.

If we extrapolate this into the business world, when a company falters, and leadership does everything to avoid accepting responsibility, the result is hopelessness. I've lived through this scenario, and I'm sure you have too: you're hired because you're the promotional marketing expert, but every suggestion you make is met with friction, debate, or simply doing what they've always done. Then, when the campaign isn't successful, the finger is pointed directly at you.

When nothing sticks to the Teflon Constant, success will always be elusive. I've led boards, teams of people, and even organizations. I've often been very good in those roles, while other times, I've fallen short. It didn't take me long to learn that in those times when I missed the mark as a leader, it was critical that I stood up and was accountable. In my mind, it's very simple: When things are going well, it's always "we." However, it's "me" when failure happens.

As for my beloved Dallas Cowboys this year, the excuse is that the team has been hit hard by injuries. While true, it's important to remember that the team was getting blown out by the likes of the New Orleans Saints when the roster was at full strength. Cowboy fans, like me, will just need to brace for more excuses like we've had for 30 years. Coaches, players, and even fans come and go. Jerry and his family remain the Teflon Constant.

Regardless of industry or organization, when the blame is always shifted to others, it's time to look at the Teflon Constant and try to make something stick.