Whither loyalty?
That is a question roiling the Trump White House in the wake of two published items sending shock waves through the Administration. The first quake was the release of excerpts of Bob Woodward’s newest book, Fear: Inside the Trump White House. Senior aides are heard disparaging the president’s intelligence and his composure. They make it clear that the president is ill-suited to the position he holds. And that is the gist of the second shock wave: A “senior administration official” wrote an anonymous op-ed for the New York Times titled, “I Am Part of the Resistance Inside the Trump Administration.”
President Trump, unaccustomed to the ways of government, presumes that people in his administration work for him, not the American people. He apparently overlooks the oath that each administration employee took upon taking their job; it is to the Constitution, not the president.
Every leader wants loyalty, but all good leaders know that loyalty shown can lead to loyalty earned. Outside government, executives who reach the upper ranks typically have an informal network of people who have supported her on the way up. That’s a good sign because it means those supporters value the individual and want to get behind her. It is often, but not always, an indication that an executive will have the support necessary to run the organization.
We ration our loyalty to a higher up; like touts at the race track, we want to bet on winners. At the same time, managing is not horse racing. One is a two-minute sprint; the other is a marathon. Therefore, you place loyalty in one who can help the team and the organization grow. In a broader sense, as in government, loyalty should be to the organization, not a single individual.
Here are three warning signs that loyalty to a boss is misplaced.
One, the boss is loyal to higher-ups but not peers and direct reports.
Two, the boss takes credit for team success but avoids responsibility for team failure.
Three, the boss demands loyalty as a means of advancing his own career.
Some of the best leaders I have known are those who put a price on their leadership. That is, they only serve if they think they can do the best job for the team. If so, they push ahead. If not, they step aside to allow another candidate to do the job. That is a higher loyalty.
Good leaders know that asking for loyalty is like asking for a raise. You need to prove you are worthy of further investment. Demonstrate loyalty by acting for the benefit to others and the organization.
Mark Twain’s statement -- “Loyalty to the Nation all the time, loyalty to the Government when it deserves it” -- could have been penned yesterday instead of more than a century ago. It serves as a reminder that the cause is greater than the individual, and loyalty is founded on service to ideals, not individuals.
