Loving Leadership: 8 Powerful Techniques that so many leaders miss by Summerfield Richard

Author:Summerfield, Richard [Summerfield, Richard]
Language: eng
Format: epub
ISBN: 9781784520830
Publisher: Panoma Press
Published: 2016-03-09T22:00:00+00:00

CASE STUDY: David C. Novak, Executive Chairman and Ex-CEO of Yum!

David Novak saw himself more as the chief teaching officer rather than CEO of Yum! (housing famous global brands such as KFC and Pizza Hut) and believes that recognition is the foundation for motivation – which is the only way to make big things happen and be sustainable. David was awarded the prestigious CEO of the Year award in 2012, joining a list of luminaries that includes legends such as Bill Gates and Jack Welch. I was fortunate enough to talk to David about his philosophies concerning great leadership, and how he has brought these to life in his career.

David has a very clear and challenging mantra, which is that all leaders need to see the position of leadership as a privilege, and not an entitlement. Furthermore, giving out regular recognition is one of the privileges (and requirements) of good leadership. David explains:

‘As a leader you can make or break someone’s day depending on how you treat them, and you should never underestimate the impact, both good and bad, you can have on others as a leader. People usually leave places because they don’t get along with their boss (that’s why we develop leadership coaches, not bosses, at Yum!). In fact, viewing yourself as a “boss” is old school management and a thing of the past (makes you a relic).’

He continues: ‘Recognition is not just around pointing out people doing the right things, it’s also about being clear if they are doing the wrong things – so it’s recognition of both the right behaviours and the wrong behaviours that drives the desired culture. By being clear what the high standards look like, you can coach people for better behaviours and set the standards for people to aspire to. The mindset of leadership should be that you value the opportunity, treasure it and are grateful for it, rather than a mindset of feeling entitled to something if you are a leader.’

David has a philosophy of taking the business very seriously, but not taking yourselves too seriously. He has had his best successes from creating an environment of appreciation and fun, and finds that this leads to people making the best decisions because they’re in a state of happiness and high gratitude. On the flip side, David observes that you make your worst decisions when you are angry and not having fun – very true!

Yum! Is now in 120 countries and prides itself on creating an inspiring and replicable environment of fun, a powerful culture, high standards, strong appreciation and continuous growth, all of which help keep the very best people and attract the very best people to join.

David subscribes to the view that people leave companies for two main reasons: 1) their boss, and 2) they don’t get appreciated. Therefore the whole culture at Yum! revolves around investing in the quality of management behaviours and an environment of appreciation and value.

One of the best instances of this was when Yum! built

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