Leadership words that need to be banned

Pabulum leadership words really bug me – but not as bad as they may bug you if they’re uttered by your leader.
Leaders are known by their words, deeds, actions, values, principles, and by the people they attract both on their team and in the world, but …
• It’s their words that set the tone for the environment.
• It’s their words that start the internal chatter.
• It’s their words that start their internal reputation. … then it’s the actions that follow. All are studied and judged by the team.
Great leaders attract great people. So why is there so much leadership mediocrity? Must be their words (and the way they’re spoken)!
I read a lot of stuff about leaders and leadership. Below are a bunch of leadership “words” (in no particular order) that sound good, but mean virtually nothing. You’ve heard them, and groaned about them.
I’m defining several of the words I have an issue with (cannot stand), then explaining why I have the issue, challenging the status-quo, and suggesting better words, replacement words, substitute words, in ALL CAPS, and explaining my reasons.
• Embrace – means you’re OK with it, but not necessarily a participant – not good. I don’t want leaders to “embrace change.” I want a leader that takes ACTION. ACTION is a better word, because it means something’s happening.
• Accountable – means they fess up if (and after) something goes wrong, and results are measured. RESPONSIBLE is a better option. Be responsible for yourself and to yourself. Be responsible for your words and deeds. Be responsible for your attitude. Be responsible and take responsibility for your achievements.
• Effective – to me, effective means mediocre. Sort of carries a “so-what” feeling to it. I really don’t want an effective heart surgeon. I want the BEST. He’s an effective salesman? Or he’s the BEST salesman? Which would you rather have?
• Diversity – I really don’t know what this means in business. It’s a word spoken by many, understood by few. I guess it refers to hiring and doing business with all types of people and businesses. Sad that the world has to come to this. It seems forced. When leaders preach diversity, they have to make a special effort, rather than a natural effort. I prefer the word INCLUSIVE. It tells a deeper tale of involvement, and is a positive word that needs no defining. It’s also singular. I’m inclusive. “I’m diverse” or “I’m all about diversity” sounds contrived. • Focus – this is a word that means the leader is “honed in on” something, and that’s what he or she is paying major attention to. I would rather know from my leader what his or her INTENTION is, and what the intention is to do something about what you’re focused on. Just because you’re focused on something doesn’t mean you intend to do something about it.
• Understand – you’re kidding me, right? This is a totally weak and passive word. Bob understands or Bob is understanding. So what? Is Bob doing anything about it? That’s leadership. I want someone who knows what to do, and does it. I want an EXPERT. When I have an issue, do I want to bring it to someone who understands – or do I want to bring it to an expert?
• Paradigm – This is a two-decade-old word that has lost its way. Sometimes it’s accompanied by the word “shift” and means there’s a new way. Or to add to this corporate-speak dialog, the word “change” is added as well. Change is arguably the most negative word in business besides bankrupt. A better word is OPPORTUNITY. When change occurs or there’s a paradigm shift, doesn’t it make a whole lot more sense to look for the opportunity? I agree.
• “At the end of the day” is a summary of expectations and predictions – usually stated in the negative. When someone says this I can assure you they’re just searching for words. “At the end of the day” has no alternative – the phrase should just be eliminated – forever.
REALITY: Think about all these words in a group. As a leader, which group would you like to have attributed to you?
GROUP ONE: Embrace, accountable, effective, diversity, focus, understand, paradigm, results, “at the end of the day.”
GROUP TWO: Action, responsible, best, inclusive, intention, expert, opportunity, outcome.
Group TWO will consist of proactive, powerful, respected, followed leaders. Group ONE will consist of reactive, weak, disrespected leaders that will lose their best people – to the leaders of group two. Embrace that paradigm. •

Jeffrey Gitomer is the author of “The Sales Bible” and “The Little Red Book of Selling.” President of Charlotte-based Buy Gitomer, he gives seminars, runs annual sales meetings, and conducts Internet training programs on selling and customer service at www.trainone.com. He can be reached at (704) 333-1112 or email to salesman@gitomer.com