Showing posts with label CEOs. Show all posts
Showing posts with label CEOs. Show all posts

Monday, August 10, 2026

FIFA’s President: Bad Judgment under the Subterfuge of Miscommunication

In the 1990s, I asked the CEO of ATT whether there is not a conflict of interest in him being chairman of the board tasked with holding the corporation’s management accountable. “The buck stops here,” Armstrong replied as the dean of Yale’s business school looked on, uncomfortably. Fortunately, I was a student in another school at Yale at the time. Fast forward to 2026. The board of FIFA backed up its president, Gianni Infantino in spite of the fact that he had overruled a red-card to favor the U.S. team in that year’s World Cup and then he proposed selling a minority share of FIFA to private investors—a plan that was almost universally viewed by the regional football (soccer) associations as selling out the world’s game to private financial interests so they might profit from the non-profit international organization. FIFA had Infantino’s back, which prompted regional associations, namely UEFA, CONCACAF, and AFC to publicly raise a red flag concerning the very credibility of Infantino for having tried to sell out a minority financial interest in FIFA. Albeit sheer speculation, given U.S. President Trump’s interest in financial transactions in relation to his political office, and Infantino’s having acquiesced to Trump’s request that the one-game suspension from a red card against a player on the U.S. team be revoked, I wonder whether the two men hatched the idea of selling off a minority stake in FIFA to private investors, which might have included Trump himself, his family members, and even the Trump Organization. Such is the nature of collusion in what James Burns refers to in his text, Leadership, as transactional, as distinct from transformational, leadership.

Evincing ethical leadership, UEFA president Aleksander Ceferin, AFC president Salman Al-Khalifa, and CONCAFAF president, along with three general secretaries signed an open letter critical of FIFA as well as its president. In the letter, the regional presidents assert that Infantino’s proposal to sell a minority financial interest in FIFA instantiated a “fundamental breach of trust” with the three regional, constituent organizations whose president had signed the letter.[1] Rather than targeting the plan itself, the letter goes after the character of FIFA’s president, and thus indirectly the ethos of FIFA’s governing board in supporting its president in spite of the “red-flag” fiasco and the private-equity plan. Infantino’s judgment is also in the letter’s cross-hairs, for in addition to overruling the automatic one-game suspension for a red card and attempting to profit private equity investors, the man’s “apology” itself was rather pathetic. “The letter . . . slams his so-called apology, which failed to acknowledge that the idea to sell of the World Cup is innately wrong, but instead attributes the mistakes to miscommunication. . . . [The letter] treats this as a failure of communication, when what football witnessed was a failure of judgment.”[2] In the letter, the three regional presidents are claiming that the apology’s claim of miscommunication is actually a lie, and this renders the apology as a subterfuge rather than as a valid apology. Lying in apologizing is not only bad judgment, but unethical as well. So too, overruling FIFA’s own rule regarding the automatic red-card penalty at the behest of a political official with a vested interest in the matter can be regarded as a case of bad judgment and unethical decision-making.

In short, whereas the letter could have been written to castigate the private-equity proposal itself, and even to add in a critique of the authority of FIFA’s president to overrule a referee and FIFA’s own rule on red-card penalties, the focus is instead on Infantino’s leadership, and in particular his judgment and ethics. That FIFA’s board had given its president a full vote of confidence in spite of his lapses likely prompted the regional organizations to step up to the plate with their own letter firmly directed to Infantino’s character, and, by implication, those of the members of FIFA’s governing board. Looking at Infantino’s financial proposal, the three regional organizations, representing their respective members, wrote, “we speak collectively today” to point out regarding Infantino’s behavior, “It is not the conduct of a custodian of the game, but of one who believes the game is answerable to him.”[3] This damning accusation stands in juxtaposition to a photo of Infantino standing in front of a Roman Catholic bishop at the swearing in of Columbia’s new president at the time of the letter’s release. The Christian message of humility, manifested in leaders by serving, is antipodal to the sheer hubris of using an “apology” as a subterfuge by which to side-step rather than acknowledge responsibility for one’s judgment and unethical conduct.

Worldly corruption seeking the spotlight in front of a Christian cleric (source: AP)

In 2025, I spoke with a former deputy Secretary of the UN at Harvard. I asked her if the UN’s political and enforcement impotence in the face of Russian and Israeli military aggression could be reformed from within. Could the UN reform itself? The answer I received stunned me. “The UN cannot be reformed from within because of the five veto-holding powers in the Security Council,” the former UN official said. Something similar could perhaps be said of FIFA in 2026 in that the abject failure of its board to hold its president accountable rendered the organization itself beyond reform from within. Accordingly, perhaps the three regional organizations could have taken the decision to form a new supra-organization and thus sidestep FIFA for the next World Cup.



1. Associated Press, “UEFA, CONCACAF and AFC accuse FIFA of ‘Deception’ and ‘Breach of Trust’ over World Cup Plans,” APnews.com, August 10, 2026.
2. Ibid.
3. Ibid.

Sunday, June 7, 2020

Strategic Leadership

Strategic planning is oriented to enhancing the bottom-line.  Leadership affects organizational performance as well.[1] Therefore, strategic leadership, which can be defined as the formulation and articulation of a vision depicting a social reality and incorporating strategic aims, can enhance a firm’s sustainable competitive advantage.[2] Strategic leadership is an intangible core competency that can give rise to a core capability differential involving reputation.[3] That strategic leadership is difficult to understand and therefore to imitate contributes to its value in no small measure. But a straightforward application of strategic leadership may be thwarted if a tension develops in its exercise.  In particular, the principles behind an enduring leadership vision can be at odds with pressing strategic interests, especially as these profit-interests change while the abstract vision still holds.
Because strategic leadership involves the organization as a whole and its relationship with its environment, it falls on top-level executives to exercise it.[4]  Indeed, a leader’s distance from operations “can generate and establish lofty principles and goals and visions”.[5]  So strategic leadership as used here pertains to executive leadership, stressing the relationship between strategy and leadership.
Strategic leadership relates an organization’s ideologies, identity, mission and view of the macro environment system to its differentiated core competencies. The word relates implies that the leadership vision is not identical to the strategic elements.[6]   Therefore, the visionary and strategic can be at odds.
With regard to the vision component, leaders depict or construct not only a vision of the organization’s mission, but of an encompassing social reality of the environment (i.e. society).[7] Relating the organizational mission to the values in the encompassing environment pertains to the legitimacy and credibility of the vision and the organization. Whereas an organization’s mission is broad or abstract enough to be consistent with values held by the wider society, strategic plans tend to be more tightly oriented to a firm’s exclusive interests or competitive niche. Such plans may thus be at odds with societal interests and values even though they dovetail with the organization’s mission. The wider societal system is not centered on the interests of a leader’s particular organization even though that organization may have a mission congruent with both the plans and societal values.
For example, a hospital’s mission of curing disease may be consistent with a societal value on health.  The hospital’s strategic plan to minimize its treatment of uninsured patients may be consistent with sustaining that particular hospital as it cures disease, even as this strategy is opposed to the societal value on health.  The organization’s interests differ from those of society; the difference is typically labeled as externalities.  Effective strategic leadership aims to breach this gap, satisfying strategic concerns as well as the firm’s legitimacy and credibility.
For a leader’s vision to be regarded as credible, the interpretation of social reality “must not be affected by success-oriented considerations in favor of the corporation”.[8] The interpretation must transcend personal or organizational interests and frameworks to be credible in society. Enhancing credibility and legitimacy from an ideology presented in terms of disinterest is not consistent with efficiency.[9]
With regard to its strategic component, however, strategic leadership is self-consciously and unapologetically oriented to furthering the organization’s exclusive interests. It contains both broad questions of what an organization ‘is’ in terms of its being unique and distinctive among its competitors, and relatively narrow strategic plans oriented to maximizing the tangible (i.e. financial) gain of the enterprise as a method of competition.[10]  It is the latter, dovetailing with efficiency, which can be in tension with the vision in executive leadership.
In short, a strategic leader may have to deal with tension between short-term profit-interests and the relatively enduring vision. This is not to say that the tension is inherent to strategic leader. A good strategic leader wields profit-interests such that they are in line with the vision of what the organization stands for and how it claims to relate to society. Perhaps because CEO’s so often crimp on the pre-established organizational vision rather than let it get in the way of a changed profit-line, the tension has been virtually ignored in writings on strategic leadership. It is even possible that the tension is inherent in strategic leadership even though individual leaders have been able to quickly reorient breaching profit-interests. Abstractly, the tension boils down to a trade-off between broader values evoked in a leader’s vision and relatively narrow values pertaining to strategic planning. Unlike the organization’s mission and the society, strategic plans are not within a leader’s vision. So a strategic leader must have one foot in strategic planning and the other in ‘the vision thing’ (mission and societal social reality).   Holding onto both poles can be a difficult task for a strategic leader, given that both of them are legitimate within the practice of strategic leadership.
Badaracco and Ellsworth provide an excellent depiction of the tension with which strategic leaders must grapple--between strategic and visionary values.[11]  They cite the CEO in the large, decentralized company with a strong faith in autonomous divisions. On the one hand, the abiding values of local autonomy and a sense of ownership at the division level had served the company well for decades. But on the other hand, it was clear that duplication of efforts and higher costs were letting a very powerful competitor with efficient centralized operations make inroads into the company's markets, causing immediate financial damage.   The strategic value of efficiency conflicted with the value of liberty in the leader’s vision, and the heightened competitive pressure exacerbated this tension.  For the organization to be sustained and the leadership remain credible, both values would need to be given weight. 

[1]. J. A. Petrick and J. F. Quinn, “The Challenge of Leadership Accountability for Integrity Capacity as a Strategic Asset,” Journal of Business Ethics 24 (2001): 331; S. Finkelstein and D. Hambrick, Strategic Leadership: Top Executives and Their Effects on Organizations (St. Paul, MN: West Publishing, 1996); J. Ciulla, “Leadership Ethics: Mapping the Territory,” Business Ethics Quarterly, 5, no. 1(1995): 5-28; K. B. Lowe, K.G. Kroeck, and N. Sivasubramaniam: “Effectiveness Coorelates of Transformational and Transactional Leadership: A Meta-analytic Review of the MLQ Literature,” Leadership Quarterly 7, no. 3 (1996), 385-425.
[2]. R. D. Ireland and M.A. Hitt, “Achieving and Maintaining Strategic Competitiveness in the 21st Century: The Role of Strategic Leadership,” Academy of Management Executive 13, no. 1 (1999): 43.
[3]. Petrick and Quinn, “The Challenge of Leadership”; J. A. Petrick et al, “Global Leadership Skills and Reputational Capital: Intangible Resources For Sustainable Competitive Advantage,”  Academy of Management Executive 13, no. 1(1999): 58, f.n. 2.
[4]. Ireland and Hitt, “Achieving and Maintaining Strategic Competitiveness,” 48.; A. A. Cannella and M. J. Monroe, “Contrasting Perspectives on Strategic           Leaders: Toward a More Realistic View of Top Managers,” Journal of Management 23 (1997): 213-237; D. C. Hambrick and P. Mason, “Upper Echelons: The Organization as a Reflection of its Top Managers,” Academy of Management Review 9 (1984):193-206; P. Shrivastava and S.A. Nachman, “Strategic Leadership Patterns,” Strategic Management Journal 10 (1989), 51-66; H. Mintzberg, The Nature of Managerial Work (Englewood Cliffs: Prentice-Hall,1973).
[5]. N. Brunsson, The Organization of Hypocrisy: Talk, Decisions, and Action. In Organizations (NY: John Wiley (1989): 223.
[6]. Ireland and Hitt, “Achieving and Maintaining Strategic Competitiveness,” 48.
[7]. S. Worden, The Essence of Leadership: A Cross-Cultural Foundation  (Phoenix: The Worden Report, 2017).
[8]. G. Enderle, “Some Perspectives of Managerial Ethical Leadership,” Journal of Business Ethics, 6 no. 8 (1987): 661.
[9]. N. Brunsson, The Organization of Hypocrisy ,198, 218.
[10]. L. T. Hosmer, Moral Leadership in Business (Burr Ridge, IL: Irwin, 1994, 237.
[11]. J. L. Badaracco and R.R. Ellsworth, Leadership and the Quest for Integrity (Boston: Harvard Business School Press, 1989).

Sunday, October 14, 2018

Steve Jobs: A Unique Societal and Organizational Visionary

Typically as a company transitions from an enterprising, creative new venture to a large organization to be managed, a staid CEO replaces a visionary founder. In the case of Steve Jobs at Apple, the very nature of the man’s vision was not only inherently at odds with the status-quo underpinning of a large organization with a budget, but also essential to the company’s business model. Hence, the company, including its shareholders, paid a price for years for jettisoning Jobs. The film, Jobs (2013), is centered on the distinctiveness of Jobs’ vision. Although the film also hints at why this distinctiveness is such that the company would (and did) lose as a large organization after making the typical founder-to-CEO transition.




The full essay is at "Jobs."

Friday, September 23, 2011

Meg Whitman at HP: A Leader or Manager?

Referring to the appointment of Meg Whitman as CEO of HP, Ray Lane, chairman of the board, said, “We are at a critical moment and we need renewed leadership to successfully implement our strategy and take advantage of the market opportunities ahead.”[1] On both scores, Lane was actually referring to management rather than leadership. Even the setting of strategy is within the purview of management, as in strategic management; implementing a strategy is the epitome of management. Similarly, recognizing market opportunities is strategic in nature, and thus a function of managing a company as a whole.


Material from this essay has been incorporated into The Essence of Leadership: A Cross-Cultural Foundation, which is available in print and as an ebook at Amazon. 


1. HP Names Meg Whitman as New CEO,” Reuters, September 22, 2011; “HP’s Whitman: I’ll Focus on Leadership,” The Bottom Line, msnbc.com., September 23, 2011.