Loyalty is not just about Dogs!

I often find myself reviewing job description documents that our Human Resources routes my way. I also discuss with our hiring managers regarding the customer facing and the back office roles that they propose that will enable us to execute our organizational and revenue goals. We do this as a part of our Workforce Planning process. I also get into brief conversations with prospective employees who come to interview with us. In all these situations a point of discussion is what are the key qualities that will make the new hire tick?

As you would expect, the flavors of the response are varied. The MBA types will call out education, communication, integrity, conceptual skills, leadership, intellect, analytics, execution et al. Others will categorize honesty, hard work, relationships, knowledge, quality of work as key attributes for success.

All these assumptions are true and why not? Possessing these skills requires tremendous resolve, focus and discipline. These make up the professional’s arsenal that will take the owner a long way! However, what is the quality that plays an equally crucial role, if not more … an attribute that all organizations look forward to in the employees and test them on it over time? Nobody, (even the glib talker!) gets away talking through this – the proof lies in the actions of the employee and takes time to judge! I do not want to leave you hanging there but let us look at this from another perspective. The greatest professional & individual successes within organizations, Gates, Jobs, Buffet, Grove, Iacocca, Ellison, Welch have happened after these individuals focused their attention and effort on one single company over many years. Granted that some happened to be the promoters of the organizations that they worked for! Still it is undeniable that they worked hard, demonstrated commitment and passion, earned the loyalty and trust of the employees within the organization and progressively earned their stripes. Conversely, the organizations also recognized the capability of these individuals, the sincerity of their intent and progressively entrusted them with more authority and responsibility knowing well that these individuals had the capability to carry the accountability that comes along with it! And boy, did they and some of them are even doing so today…

The missing attribute for success I am talking about is ‘Loyalty’, a quality not discussed or probed much in most interview sessions. You cannot talk someone into believing that you are a loyalist. You have to demonstrate it with solid proof points and do it over time! Not just in fair weather, that’s easy but when the going gets tough, the adversities run high and when the organization needs believers! That is when true loyalty shows up and believe you me, there are people looking out and checking in to see who are the ones demonstrating this trait and sticking with the company!

In fact this is so not just at the corporation’s level, even within departments, workgroups and functional teams. Loyalty is an attribute that does not go unnoticed. It never should! It does not really matter how capable, experienced, influential or connected an individual is. Any demonstration of lack in loyalty will certainly not be an ingredient that will propel professional growth and success! Take this as a thumb rule in small family run businesses to global multinational corporations. Many organizations will state this in their manifesto, many will not … instead they will bracket the skill as ‘ability to align with the corporation’, ‘be committed to the corporate culture’ etc. the verbal flavors are many but the expectation is the same!

Put yourself in the shoes of the ‘power be it’ within the organization, most of who have risen to their high offices after having contributed to the development of the organization over the years! When they are ready to look around to hand over the mantle to someone to lead the organization in the next leg of the race and take it to the next level of success, what competency will they seek in the individual after all the ‘ticket to entry’ qualities have been checked out? They will without doubt seek out for their trust in the individual’s ability of carrying out the mission as closely as possible to what they would have done themselves! An individual who while shouldering the responsibilities of the organization will also keep an ear out for the recommendations and suggestions of the ‘old guard’! An individual who gives the confidence that he will honor the past legacy and preserve the building blocks on which the organization was built while driving the next level of growth and ensure that the bank is not broken!

Any career guidance session that I speak in is always laced with ample discussions about ‘patience and commitment’ towards the organization. If your job is a downright drag and you are gaining nothing from it then move on! Go someplace which will serve your career and your personal growth better. Else, patience is your best friend as you progress through your organization. Remember to demonstrate loyalty to your team, region, function, supervisor and the company at large in every instance along with demonstration of your capability in the role you play. Be assured that people are watching you and the rewards will come when the time is right!