The Truth (and Fallacies) Behind Business and Leadership Clichés

Clichés become clichés for a reason. They are an easy way to convey a message. It’s inevitable that certain phrases catch on and get repeated in the corporate world. Every year, we seem to come up with new buzzwords that are just new ways of saying the same thing.

Yet, there are some tried-and-true business and leadership clichés that I not only used but also felt were effective in communicating with my teams. And, there are some clichés that I don’t subscribe to. Here are eight examples.

True Business and Leadership Clichés

“Thinking outside the box”

Can we get out of our habitual thinking and try something different? Doing the same thing over and over again, or doing something in the same way, is comfortable and easy. But at some point, it is probably time to evolve and adapt to continue learning and growing and making significant progress. Easier said than done, I admit, as change is never easy, but the challenge is worth the results. This is also a great life skill to utilize. 

“Leading by example”

This is super important for leaders to do. “Do what I say, not what I do” is not a good way to lead. We must show others that we are willing to set the tone for the rest of the organization. Understanding this is essential for creating a CULTURE, and then maintaining it. I will talk about this much more in my next book on culture! 

“Open door policy”

A classic! Many leaders say this, especially when starting a new role or with a new team. What is important is to back this up in reality. The implication is that anyone can come in and share what’s on their mind whenever they want. If you say this, mean it, and don’t be surprised if and when your team members take you up on the offer. And does an open door policy also equate to an open mind policy? Are you open to listening to new ideas? 

“Give 110%”

Giving 110% is theoretically impossible, right? We really only have 100% to give, but many leaders say this. The implication, of course, is to give your all. To expect team members to do this, leaders must have developed a culture where everyone knows their work and efforts are valued, and they can see the difference and the value that their hard work is having. This also relates to work-life balance. We can ask for full effort at work, but we must acknowledge that people have lives that are constantly out of balance. There is no stasis, but by being aware of this, we can make choices to try to rebalance. The “four-burner theory” is an interesting concept that helps explain choices and imbalances. Maybe more on this in another blog!

“There is no ‘I’ in team”

Impossible, and not even desirable. I want individuals who have ideas they will stand up for on my team. That is the “I”. Plus, having different opinions and perspectives is key so that we all can challenge each other and come up with the best win-win ideas and solutions. I do think the “we” does play a role. Let’s enter the room and express our differing opinions fully, but then leave the room on the same page and move in the same direction together. Teamwork really does make the dream work. 

“It’s a marathon, not a sprint”

Most aspects of a successful project, business, or culture take time. Anything worthwhile is worth being patient for and making steady progress, step by step. Don’t expect magic overnight. We won’t win every sprint, but we can still win the marathon. Play the long game and stack up the small wins (with some small losses). Do that over and over, and eventually you will see the larger results that you are looking for. 

“The customer is always right.”

An interesting concept and one that I always used at LYONSCG. My only change would be that “the customer is always right, even when they are not.” Our customer-first culture forced us to acknowledge that the customer was always right, and we had to put ourselves in their shoes to sometimes understand. Given our unconditional satisfaction guarantee, they had to always be right, because it is their experience and satisfaction. So we budgeted for accommodations and knew that, sometimes, to preserve the relationship, we were going to give a little bit. In the end, this is really about listening and providing quality service. 

“Rightsizing”

Ok, I had to include one that I don’t love. Let’s be honest: this is just a nice way to say layoffs and people are going to get fired. I’m not sure why we had to come up with a different word for this. “We are downsizing, we are firing people, we are in trouble.” We don’t need to get too cute with corporate terminology. Let’s say what we mean and talk to people like adults with honesty and authenticity. 

Use clichés to your advantage

There are hundreds of business and leadership clichés out there, so let me know any missing from this list. Let’s be more aware of the real meaning behind them when they come up. Find ones that resonate with you and your teams, and strive to make them impactful so they aren’t just empty words.

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