Exception to the Rule

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    About the Book

    "This book presents a persuasive case that you don't have to choose between virtue and success: it's possible to be both a good leader and a great leader."

    - Adam Grant, New York Times bestselling author of Originals and Give and Take, and coauthor of Option B

    Exception to the Rule

    Circumstances change. Convictions don’t.

    In today’s unpredictable business environment, leading according to character-based conviction is a rational way to run our organization.

    You may have a solid strategy — but without an equally solid culture, you will struggle to execute your strategy. Rather than follow the latest management trends, why not rely on rock-solid virtues — your mooring in a sea of vast and sudden change?

    Exception to the Rule helps you create a culture that’s built to last by focusing on seven virtues that cross social, religious, and cultural divides, and have been driving lasting positive results for centuries. Despite obvious cultural differences, the virtues consistently provide a forum to unite than divide people. This is why the ideas in this book have been applied successfully by North American, European, Middle Eastern, Asian, and African leaders.

    Using this book as your guide, you’ll be able to identify when and where virtue is at work, recognize the benefits it delivers, and replicate that success throughout your organization. The authors provide practical, actionable steps you can take to create an environment where creativity flows, teams work in alignment, and people want to be challenged. The seven classical virtues together define character-based leadership.

    Exception to the Rule is filled with examples, scenarios, and case studies of character-based leadership at work — illustrating how and why this method is so effective. It provides the vision, the framework, and the methods to help build a character-based culture that increases trust, engagement, and teamwork.

    The research for this book spans multiple industries, including manufacturing, medicine, business, and higher education. This breadth of research demonstrates how important the virtues are in supporting elite reliable performance in any sector.

    The seven classical virtues are behind the greatest of human accomplishments. Why wouldn't they deliver results in your organization?


    Read What People Are Saying About Exception to the Rule

    Exception to the Rule presents a compelling case for the return to a marketplace inspired by a commitment to virtues rather than rules while recognizing the rule of law can't be ignored. The reader comes away from this book with an inspiring urgency to examine personal leadership styles and practices.
    — Steve Reinemund, retired Chairman and CEO, PepsiCo, and former Dean of Business, Wake Forest University
    Exception to the Rule offers a compass to leaders like me who strive to create a high performing culture that is also a meaningful and fulfilling place to work without compromising values. I highly recommend Exception to the Rule for leaders looking for guidance, inspiration or reinforcement in the journey to create a values-driven organization that performs at elite levels.
    — Mark A. Shapiro, President and CEO, Toronto Blue Jays Baseball Club
    There's no way to over-emphasize the importance of virtue in daily life and business... Read the book, then become the exception.
    — Jack Hoban, retired Marine Corps Captain who helped create the Marine Corps Martial Arts Program and author of The Ethical Warrior
    This book challenges the reader to understand the limitations of rules. Focus on virtues, instead, to see the risks of slippery roads and pitfalls. Mistakes are common and acceptable. They are not failures, if they lead to better and stronger leadership. Once more in their new book with Jamie as a new partner, Alan and Peter spoil us with many stories and techniques to remember.
    — Pierre Jean Everaert, Chairman Emeritus, Anheuser-Busch InBev
    Virtue encourages prosocial behavior, which strengthens engagement and teamwork. Rules are designed for a fixed world. Virtue unites caregivers to navigate a rapidly changing health care world.
    — Brian Donley, M.D., Chief of Staff, Cleveland Clinic
    The virtues provided us with a common language to protect our culture as a competitive advantage. Our evidence revealed a strength-based approach to applying the virtues increased engagement and teamwork.
    — Jon Marten, Chief Financial Officer, Parker Hannifin, 2010—2017
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    Goal

    Set a goal that matters to you. Make it both hard and realistic to achieve.

    Effort

    Devote your full concentration to the effort of working toward your goal.

    Coach

    Seek feedback from someone you know, like, and trust.

    Reflect, Refine, Repeat

    Virtue is more likely to become a habit when practiced regularly as part of striving for your goals.

    Goal

    Set a goal that matters to you. Make it both hard and realistic to achieve.

    Effort

    Devote your full concentration to the effort of working toward your goal.

    Coach

    Seek feedback from someone you know, like, and trust.

    Reflect, Refine, Repeat

    Virtue is more likely to become a habit when practiced regularly as part of striving for your goals.

    Example 1

    I remember working on one of the biggest projects this division had ever embarked on. There were multiple challenges relating to design and manufacturing and to make things really interesting; the competition said it couldn't be done. But we had this vision and were passionate about the product and were not to be discouraged. After long hours at the office and the encouragement and support of my supervisor, we were able design, patent and produce a high-volume component that was very lucrative for the division. Management was very appreciative of the work performed and gave plaques and other forms of recognition.

    Example 2

    The safety engineering team has been consistently voicing proper protection equipment when on the shop floor. As I had witnessed on one occasion, vendors would be out of uniform while servicing our plant, yet the safety team would still be there to ensure safety. A big plus that they have not become complacent.

    Example 1

    During a major acquisition and integration, our Group President was extremely respectful to me and the whole team. As a new employee to Parker, the Group President went out of his way to spend time with me. I was lucky enough to be located near his office. This gave me the ability to go to his office in person and do division reviews and other meetings typically held over the phone. He always took time after these meetings to talk to me and get to know me. Best of all he would mentor me and try and pass on his years of experience as a GM. I will always be grateful for this experience.

    He showed a neverending love for Parker and what it stood for. During his subsequent illness, he never complained and came to work every day no matter how bad he felt. The way he handled himself throughout this period inspired others to work harder and fight harder for what they wanted and believed in. He had extreme respect for his senior leadership. Even when he did not agree with their direction, once it was decided, he was 100% supportive of the decision and never looked back.

    Example 2

    Early in my career I worked for the General Manager at a non-U.S division. His leadership style was not always easy. He pushed the team through constructive confrontation, by challenging your opinion, yet also provided recognition and rewards. As I began attending staff meetings he took the time to meet with me afterwards and coach me on how I could learn to participate more actively and deal with opposing viewpoints.

    At the time he was very focused on technology needs for the division. Whether it was implementing new software to run in the office, introducing new technology to the sales team or building a stronger growth plan based on data mining and reporting, he encouraged all of the staff to get involved and empowered us to take on new challenges that required new skill sets. I had the opportunity to lead a team in the development of what would be our Data Warehouse on a SQL server. The access to all of our division data electronically revolutionized our ability to understand the business and start doing strong data based marketing growth plans. His vision and support made that happen.

    Example 1

    I remember working on one of the biggest projects this division had ever embarked on. There were multiple challenges relating to design and manufacturing and to make things really interesting; the competition said it couldn’t be done. But we had this vision and were passionate about the product and were not to be discouraged. After long hours at the office and the encouragement and support of my supervisor, we were able design, patent and produce a high-volume component that was very lucrative for the division. Management was very appreciative of the work performed and gave plaques and other forms of recognition.

    Example 2

    The safety engineering team has been consistently voicing proper protection equipment when on the shop floor. As I had witnessed on one occasion, vendors would be out of uniform while servicing our plant, yet the safety team would still be there to ensure safety. A big plus that they have not become complacent.

    What is the Strength-Based Leadership Survey and how does it work?

    The Strength-Based Leadership Survey is designed to improve your performance. There is clear evidence that as your character (who you are) strengthens, you get better at what you do.

    By providing input on your own character and assessing the feedback given to you by your colleagues, family, and friends, you will begin a journey of self-discovery and practice, which will build character and amplify performance in all areas of your life.

    What is a “Rater” and why is feedback important?

    People you know, like, and trust will be referred to as “Raters.” These are people who have your best interests at heart. This can include family, friends, teammates, bosses, colleagues, etc. These are the people who can confirm or help you confirm or gain new insights on how your strengths can enhance your performance. We all have blind spots, and asking for feedback from a trusted group of colleagues, family, and friends can lead to powerful insights and positive actions.

    What will you learn by using the survey?

    You will receive scores that compare how you rated yourself on each virtue and how others evaluated you. This information provides you with a way to evaluate how closely your self-image matches the image others have of you.

    What is the value of stories?

    In the survey you and your raters will be asked to share stories about your greatest character strengths organized by virtue.

    Stories are an entry point to understand how others see us and how we see ourselves. Stories have the power to transform us because they give us insights to see the world in a different way. Stories are also an effective learning tool. They can strengthen our relationships with others, forge new insights, and motivate us to change and grow.

    What is the Strength-Based Culture Survey?

    This Strength-Based Culture Profile is designed to identify your culture’s character strengths defined by seven classical virtues (Trust, Compassion, Courage, Justice, Wisdom, Temperance, and Hope). It will also help assess engagement levels and discover and understand the culture as experienced by members of the team. There is clear evidence that virtue increases engagement, teamwork, and collaboration.

    What will you learn by using the Survey?

    This Strength-Based Culture Profile will help you answer the following questions about the team culture:

    • Do members of your team feel they belong?
    • Do team members believe they matter?
    • Do team members feel they make a difference?
    • How is virtue working well in your culture?
    • How can you further strengthen and broaden the adaptive muscles of your culture?
    • Are the virtues of your team hidden in plain sight?

    How will we use the results included in the Culture Profile?

    Exploring the information included in the Culture Profile is an important first step in helping the team identify and understand the strengths that exist and find opportunities to grow together.

    What is the value of stories?

    In the survey you and your team will be asked to share stories about the team’s greatest character strengths organized by virtue.

    Stories are an entry point to understand how we see ourselves. Stories have the power to transform us because they give us insights to see the world in a different way. Stories are also an effective learning tool. They can strengthen our relationships with others, forge new insights, and motivate us to change and grow.