Imagine you are a corporate executive with five direct
reports in your Department. You bear significant financial
responsibilities to your family and to your own future, and
you fervently desire promotions and pay raises. You envision
recognition for rising in the hierarchy, along with the
accompanying admiration.
You know that the single overriding
factor for your success in this equation
is the way your superiors in the
organization perceive you and your
accomplishments—in a word, politics.
Sure, you and your department must perform, but you know
that your promotions and pay are Solely the prerogative and
even at the whims of your superiors.
You’ve watched the true hotshots in the organization blaze trails
and walk through all barriers to contribute to the growth and
profits of their department and to the company. Yet often these
high performers were mysteriously blindsided, torpedoed, backbitten
and driven politically from the organization for the crime
of becoming threats to others who coveted the positions these
superstars seemed destined to command—if they were allowed
to succeed politically.
You watched how the organization rewarded and promoted
yes-men, those who always seemed to get into the right social
circles or go to the right church or mosque, who belong to the right
club and, here’s the key—those who get Credit for others’
successes.
So, you are ever vigilant of the need to
keep your head down at the right times,
play the politics of getting noticed and
approved of without becoming a threat to
the wrong people.
You learn to toe the mark within the rules of the game that have
been followed by surviving organization men and women
worldwide throughout history.
Today, a new hotshot is joining your team. Personnel sent
over his folder with notations: “Highly qualified... Has top
management potential.”
So, you ask yourself, how will you train and manage this new
superstar?
Will you teach him EVERYHING you know as fast as you can,
including all the “secrets” you have learned in Ten Years about
how to score big successes and how to rise in the organization
and how to set new records without stepping on any political
landmines?
Will you inspire him to have a burning desire to be promoted
to your level in record time, so that every day he comes to
work on fire to pursue this goal?
Laughable to even ask...
You will carefully feed him just enough
information to do well enough to make
YOU look good. You hope and pray that
he will NOT be Recognized as a star rising
faster than you are.
You have learned the nature of the “logjam” of candidates
for promotions to higher levels in the organization, starting
with your boss who wants to survive long enough to move up
behind his boss in five or ten years. So, you’re already
desperate to get personal recognition for any accomplishments
your department has.
For you to rise up in the organizational chart sooner than the
slow timetable of your superiors, you will have to take risks
and step out of line to get the visibility to be recognized and
promoted faster than usual. Without, of course, alarming your
boss or his boss that your higher level of accomplishments may
benefit you and not solely them, much less threaten their
positions directly.
Should one of your direct reports develop into a Rising Star too
soon and garner the credit for the successes of your department,
your chances for the next promotion are out the window.
That new member of your department
may be a threat. So, you say a silent
prayer that he is not connected
by relationship to anybody in top
management or to company ownership.
But...
What if... your organization was turned upside down and you
could be certain that your success would not be hindered but,
instead, be furthered if you helped every person in your department
contribute at a maximum level with no limits?
What if... you and others were certain to be recognized and
RECEIVE CREDIT solely on the basis of accomplishment instead
of politics?
What if... the “age-wage” curves that define the limits of
salaries based on “years since receiving your B.Sc degree” were
thrown away and anyone could be recognized and paid
WITHOUT LIMITATION strictly on the basis of true contributions,
instead of on the politics of managing the perceptions
and preferences of top management?
What if... you could actually focus on being a rising star and
mentoring and serving others, and what if you could eliminate
all the wasted time, effort, and stress involved in mastering the
maze of maneuvers and manipulation demanded by the reality
of the primacy of politics in the organization?
What if... you had immediate, unlimited earning potential
based on accomplishment?
What if... you were allowed to identify and mentor others to
follow in your productive footsteps and be rewarded
accordingly, on a permanent basis, for their success, without
fear that they would replace you?
What if... you received a small monthly percentage of the
earnings of all those you identify, nurture, train, and mentor to
contribute to the company’s success?
Oh yes, and...
What if... there was no limit, now or in the future, on your
upside success and income?
Imagine the burst of growth, productivity, and successes all this
unleashed energy and creativity would produce. Sure, the political
“bigwigs” who knew how to play the game and how to
take credit for others’ work would suddenly be naked, and they
would have to contribute and truly serve and train others with
all they knew, instead of putting most of their waking efforts
into polishing their image and protecting their turf and position.
There would be no more politics.
Individuals would succeed solely on their
accomplishments personally and, more
importantly, on mentoring and serving
others.
If you identified, trained, and mentored many others who
became more successful than you yourself had, you would continue
to receive a leveraged, residual percentage of all the sales
volume created by those individuals and their organization, for
as long as they remained members of the organization, with no
limits. Why not, since you were the causal factor in their joining,
learning, and following in your footsteps, hopefully to the
point where they took this foundation you provided and went
beyond your accomplishments? Do you suppose you would
continue to champion them, long-term?
And think expansively, without limits, that you would further
be rewarded for teaching your leaders to serve and to teach
other leaders, with you receiving additional tiers of override
compensation for this extraordinary, increasing success.
What if this utopian business model could actually be
implemented?
It has been.
How does it look to you?
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