Jason Buffington .com

video transcript

There are Resume virtues and Eulogy virtues

A friend of mine recently addressing a large group of leaders and offered this –

“You might start a role based on resume virtues, such as titles or accomplishments — but not long after you are in role, the things that actually matter will be your eulogy virtues, meaning how are you received”.

Steve is a physician so his resume virtues are his MD his board certification etcetera and yet as a doctor what really matters and defines him is: his empathy … his thoroughness … his pleasantness. Looking back, he wasn’t a good doctor because of the certificates on the wall; it was because of what he did after.

The group he was addressing were Scouts so he explained that as powerful as the title of Eagle Scout is, what really mattered was: are you living a life that is trustworthy … loyal … helpful … friendly

Applying that to the workplace:

There are those that are placed into management roles because of their previous title … projects or awards from their past … or their tenure. Those are literally resume virtues.

Some of them turn out to be really bad managers: because what got them there (resume) wouldn’t take them where they needed to go (good management):

• Maybe they didn’t demonstrate empathy to their team
• They didn’t mentor those seeking growth
• They didn’t shepherd those needing to evolve

There’s all kinds of characteristics of bad (and good) managers. The lesson is that your resume might get you into a role, but it is your character … and your effort for, with, and through others … that will actually determine your effectiveness, your deservedness, and your legacy.

See you next Monday