contributions - Patti Cotton

When You Get Thrown Under the Bus at Work — Image Credit: Shutterstock

If you’ve worked long enough, then you probably know what it’s like to be thrown under the bus. This idiomatic phrase means to have your reputation deliberately sacrificed by another for that person’s personal gain or advancement.

What do you do when you are caught in the middle of this situation? And how do you recuperate from such a betrayal?

Cameron was a rising star whose contributions were always appreciated on any team. Newly promoted to Executive Vice President, he was assigned to expand the company’s reach into all 50 states.

One particular project involved another executive, Sandra, who had been a contender for Cameron’s position. She was cordial as they worked together on this, but when the time came to report formally to the board on how the initiative was shaping up, she blamed her lack of progress on Cameron.

“I’m afraid I haven’t been able to move forward as I would have liked,” said Sandra. “It’s been a little difficult to get the information I need to do my part since Cameron has been consumed with all of his other projects. You’ve been hard to chase down, my friend,” she gave Cameron a rather condescending smile. “We’ll just have to try harder.”

Cameron told me later that the top of his head become so hot when this happened that it felt like it was going to explode. He looked at Sandra in disbelief. He had been accessible at every turn, and had told Sandra how to reach him if she couldn’t find him. And this? This was clearly a move to discredit him as leader in his new position.

What would you do if a colleague threw you under the bus?

Here’s what Cameron did – and what I want to share with you, so that if you find yourself in a similar situation, you can recoup quickly and rise victorious.

1. Pre-empt any barreling bus by making sure you already have a solid reputation.

The best way to avoid people doubting your ability to do the work is to establish a strong track record through your integrity (your approach) and your ability to execute and deliver (your competence). When you have this background experience, people will remember when an isolated incident questions your leadership.

Cameron enjoyed a stellar reputation with others and so those in the room witnessing Sandra’s blame quickly questioned her motives – not Cameron’s abilities.

2. Take a short walk before you decide how to handle this.

Before you decide how you want to address being run over, take a short walk. Get outside, breathe, move around. It’s important to take a pause as you process what just happened and what you want to do to remedy it. On mental, emotional, and physical levels, this gives you the spaciousness of time to cool down and think through a best response.

Cameron got out the door as soon as the presentation was over and took a good 10-minute walk before he calmed down enough to process. Once he got his emotions under control, he was able to think through next best steps for salvaging his reputation with the board.

3. Confront for the record.

Meet with the person who just threw you under the bus.

Cameron was direct and thoughtful. “Sandra,” he began. “I was surprised in there to hear that you didn’t get the time you needed with me in order to meet the deadline. I must apologize if I appeared inaccessible. Can you share more?”

Sandra, of course, was hedging, hemming, and hawing. She knew she was caught, but thought she could wiggle out. “Well, Cameron,” she answered, “whenever I would walk past your door to check in, you seemed very busy…on a conference call, in the middle of a meeting…it was just very awkward.”

Cameron didn’t back down, but created a net for the future. “Sandra, in future, if I seem caught up and don’t notice you, it will be helpful if you shoot me an e-mail or call to schedule time. This project is high priority – and I will always make time for you as a valued team member to support you in your part.”

Sandra was caught and she knew it. The excuse was lame – but she was proud. She agreed that next time, she would make an appointment. “And one more thing, Sandra – if you aren’t not getting the answers or resources you need from me, I hope you will tell me so that I can rectify that. Will that work for you?” Sandra was officially put on notice – no more blame game.

4. Restore your reputation through a third-party champion.

At times like these, you know that anything you say publicly will simply sound like defensive excuses. In this case, you need a champion to boost your good name. Pick a trusted colleague who has influence or “power clout” with those who witnessed the crash and share what has happened. Allow them, over the next few days, to do some subtle, positive PR on your behalf when you aren’t in the room.

Having someone else speak highly of you and your abilities in this way is powerful. You take the high road; your colleague reinforces how great you are doing and why you are definitely the right person in the right seat – and you can relax.

If you have ever been thrown under the bus, then you know how devastating it is.

Be sure you are a person who never resorts to that – and commit to being a champion for others.

© Patti Cotton and patticotton.com. All rights reserved. Unauthorized use and/or duplication of this material without express written permission from the author is strictly prohibited. Excerpts and links may be used, provided that attribution is made to Patti Cotton and patticotton.com, with links thereto.

Patti Cotton

Patti Cotton reenergizes talented leaders and their teams to achieve fulfillment and extraordinary results. For more information on how Patti Cotton can help you and your organization, click here.

Why Humble Leadership is Underrated — Image Credit: Shutterstock

When people hear the words “humility” and “leadership” in the same sentence, it’s often hard for them to grapple.

But this leadership trait is misunderstood – and underrated.

If you’ve been thinking that you need more charisma and a touch more swagger in order to instill confidence and trust in your followers, think again.

Possessing humility is often perceived as weak and unsure, or lacking confidence. And certainly, if you appear to be a pushover, you will soon be disregarded and dismissed.

However, humility does not mean you are a doormat. Instead, it means to keep your gifts and talents in perspective, recognizing those of others as equally valuable. A humble leader is outwardly focused and oriented toward others, keeping their welfare in mind.

Sadly, we have long been drawn to the “celebrity effect” of those who exhibit great charm and big personality. Throughout history, we have migrated toward those with an extra dose of narcissism, equating this with know-how, expertise, and the confidence to see things through.

Indeed, a certain “swagger” can be productive. Changemakers such as Napoléon Bonaparte, John D. Rockefeller, and Steve Jobs have made great impact. Jack Welch and George Soros, whether you agree with their approach or not, are gifted strategists who are creating legacy through seeing the big picture and taking the risks necessary to make change.

Yet, such narcissism has its dark side, as well, including the leader being highly distrustful and emotionally isolated. Narcissistic leaders can begin to believe they are larger than life and develop Hubris Syndrome, which can stunt and cripple an organization’s effectiveness. Such leaders focus strongly on their own value and ideas and eclipse the value and contributions of others. Their self-management can decrease to the point where sudden outbursts and raging are considered acceptable to them – as long as it is they who are doing the raging. Such a lack of relational skills can be extremely damaging to others and to the enterprise.

Conversely, the humble leader learns from criticism and admits mistakes. He empowers followers to learn and develop and listens to the perspectives of others to broaden possibilities. He holds employees responsible for results and takes his own personal risks for the greater good.

As we connect these dots, we can see how followers would be inspired to commit to a humble leader. Such an approach would create a positive and supportive culture. And within the organizational structure, when this is present, the employee body responds favorably as a whole, with greater commitment, engagement, productivity, creativity and innovation…all the things that a business needs to head successfully into the future.

Indeed, the benefits of humility on a large scale is exposed through Jim Collins’ research. In his book Good to Great, the author studied nearly 1,500 companies over 30 years. The companies he selected were considered of average or near average performance just prior to a transition. However, after the transition point, they outperformed the market by nearly three times over the 15 years that followed.

Collins asked why.

What was the difference in those that made this amazing shift – and those that did not? His researchers found two distinct characteristics among the leaders of these companies: humility and a steely determination to do the right thing for the company, no matter how painful.

What is your humility quotient? Ask yourself the following questions:

Do I recognize the value of others’ contributions?
Do I invite people to voice their ideas and challenges?
Do I seek feedback regularly and act on it?
Do I listen to various perspectives with the mindset of learning something new?
Do I admit my mistakes when I discover my behaviors or actions are faulty?
Do I change direction when I find I am leading down the wrong path?
Do I work for the good of the organization and not for myself?

Begin to refocus on the examples of great leaders such as Benjamin Franklin and Mahatma Gandhi. What about them can you emulate more?

Learn from great leaders such as George Washington, who admitted imperfection, but changed course. At a certain point in his career, Washington realized that his ambition outperformed his virtue. When he made the shift to a more humble leadership approach by serving others and the cause of justice, he changed the course of history.

HOW MUCH

DO OTHERS REALLY TRUST YOU?

Learn the two vital parts to trust and how they can help you become a more highly effective leader.

GET THE INFOGRAPHIC

Patti Cotton

Patti Cotton reenergizes talented leaders and their teams to achieve fulfillment and extraordinary results. For more information on how Patti Cotton can help you and your organization, click here.