A CEO’s reflections on the 18th anniversary of 9/11

Article originally published in the Philadelphia Business Journal on September 11, 2019


Editor’s note: Today marks the 18th anniversary of 9/11, the day of the worst terrorist attack on our country. Each year, Stan Silverman writes about his reflections of that day, through the lens of another year that has passed.

No one can ever forget where they were at 8:46 a.m. on Sept. 11, 2001. Two hijacked aircraft flown by terrorists destroyed both World Trade Center towers in New York. A third hijacked aircraft caused significant damage to the Pentagon. A fourth aircraft was brought down by brave passengers and crew members in a field in central Pennsylvania before it could reach its target, possibly the White House or Capitol building. A total of 2,996 innocent people were killed and over 6,000 were injured.

As then-CEO of PQ Corp., I reflect on how that day impacted me and my employees. I was at the Greenbrier Hotel in White Sulphur Springs, West Virginia, attending a board meeting of the American Chemistry Council. After a staffer entered the meeting and handed a note to the chairman, his face turned white as he announced that a plane had hit the North Tower of the World Trade Center.

We all gathered around a TV just outside the meeting room and watched with horror as a second plane hit the South Tower. It was then immediately evident that the United States was under attack.

My first thought was for the safety of our employees and those traveling away from home. Our company operated in 19 countries, and it was not uncommon for many of our employees to be traveling within their respective countries and between countries around the world.

I called my executive assistant and asked that she find out if any of our employees were on those four flights or were visitors to the World Trade Center towers or the Pentagon that day. I also asked for a list of employees who were on trips to or from the United States, as well as employees on flights scheduled to pass over the continental U.S. I knew that it would be days before these employees could reach their business destinations or home.

I wanted to return to corporate headquarters as soon as possible. Since all flights were grounded, my wife and I drove our rental car seven hours to Valley Forge. We stopped twice – once for gas and once to get something to eat.

The genuine concern and connection offered by the people who reached out to us at both stops was nothing like we have ever experienced. They wanted to know where we had started our trip and where we were heading. They provided advice on the route we should take, and long-haul truckers made recommendations on the best places to eat along the way.

I thought of this as a small slice of America at its best – strangers helping others.

People helping other people in need: It’s one of our country’s best cultural norms.

When I arrived home the night of 9/11, I learned that all PQ employees were safe. I received a report indicating the location of those employees in travel mode. Our travel department had already arranged hotel rooms for those who could not arrive at their destination.

Rental cars were reserved for those who could drive home. Two of our plant operations managers drove from Los Angeles to Chicago, where one lived, and the other continued on to Philadelphia. The administrative assistant of our purchasing manager was on her honeymoon in Europe. Our travel department was able to get her and her husband on a flight back to the U.S. a few days later.

What do I recall as the “best personal experience” of the horrible tragedy of 9/11 and the days that followed? It’s that we all pulled together as a nation and we had genuine concern for each other.

I recall the courage of first responders in New York and Washington, D.C. – fire fighters and police officers who saved countless lives at their own peril. I recall those first responders who made the ultimate sacrifice and did not return home to their families.

I recall the two F-16 combat pilots, including the first female pilot of the 121st Fighter Squadron of the District of Columbia Air National Guard, who were ordered to intercept and ram the fourth hijacked aircraft flying toward Washington, D.C. to prevent the hijackers from destroying the White House or Capital building.

There was insufficient time to arm the F-16s, so this was a suicide mission for these courageous pilots. However, they did not need to complete their mission. Forty brave passengers and crew members on that aircraft resisted the hijackers and brought the plane down themselves, preventing an additional catastrophe.

I recall not having the American flag that I had proudly flown off the stern of my sailboat for 14 years, regretting not keeping it when I sold that boat in August 2001. Flying a new store-bought flag at my home a month later was not the same to me.

I recall the generosity of PQ employees who contributed funds to help the victims’ families. I recall attending the Philadelphia Flyers season opener in October, where there was not a dry eye in the house when we all sung our national anthem.

I recall visiting the site of the World Trade Center a month after 9/11 to pay my respects, walking in silence on hallowed ground with thousands of other visitors.

I will never forget. None of us will ever forget.


Stan Silverman is founder and CEO of Silverman Leadership. He is a speaker, adviser and nationally syndicated columnist on leadership, entrepreneurship and corporate governance. Silverman earned a Bachelor of Science degree in chemical engineering and an MBA from Drexel University. He is also an alumnus of the Advanced Management Program at the Harvard Business School. He can be reached at Stan@SilvermanLeadership.com.

What to Focus on as a Newly-Appointed CEO

Article originally published in the American City Business Journals on February 12, 2019

In August 2016, I wrote an article about what new CEO’s should focus on in their first 100 days on the job. Based on my subsequent conversations with new CEOs, this is an update of that article. 

You were just appointed CEO at a new company. The press announcements have been singing your praises, outlining your previous positions, expertise and track record of results.

The employees at your new company are wondering about your leadership style, your tone at the top and what changes you might make to the company’s culture and strategy, as well as possible changes to the senior leadership team reporting to you. Your board of directors will be wondering the same thing. What you say and do will be watched intently by everyone within the organization. Expectations that you will move the company forward will be very high.

As the new CEO, what should you focus on during your first 100 days? The knowledge gained during this learning process will help you formulate changes to the culture, the senior leadership team, as well as both the operational and strategic initiatives of the company.

Listen, ask questions and form impressions

Get to know the company, your board members and your direct reports. Talk with your board members and the individuals reporting to you, as well as those individuals reporting to them.

Learn about the norms and practices established by the former CEO

Understand the tone at the top and organizational culture under the previous CEO. Did the culture permit employees to practice common sense and good critical judgment, and when necessary violate the rules when doing so was in the best interest of the company? Were employees who did so terminated or celebrated? How much leeway were employees given to do what’s right versus follow existing policies and procedures?

What is the state of the company’s strategic plan?

Talk to your staff to understand the company’s current market situation. Is the strategic plan current, and are the various areas within the company pursuing strategies to achieve this plan?

Has a SWOT analysis (strengths, weaknesses, opportunities and threats) been performed, and do the strategic and operational plans build on the company’s strengths, minimize the impact of its weaknesses, exploit its opportunities and defend against its threats?

When you are sufficiently knowledgeable about the business, you will need to discuss the changes you want to make to the company’s strategic plan with the board. It is critical that as CEO, you and your team “own” the strategic plan, because you and they will be held responsible for executing it.

What is the competitive position of the company?

Vis-a-vis the competition, what is the competitive position of the company’s various businesses? How active is the competition in attacking the company’s markets with new product offerings or aggressive product pricing?

Determine if members of the senior leadership team know why their customers buy from the company, and why other customers buy from the competition. This knowledge should be known throughout the organization, so every employee, even those who do not directly touch the customer, can perform their jobs in a way to strengthen the company’s competitive advantage and deliver a great customer experience.

What is the cost position of the company versus its competitors? How competitive is the company’s business processes and information technology?

Ensure all employees are committed to the process of continuous improvement. The company should be on a journey to be the best in the world at what it does. Learn if all employees and board members buy into and share ownership of this ethos.

What is the company’s financial position?

How strong is the profitability and cash flow of the company and how much debt is on the company’s balance sheet? How capital intensive is the company and what major capital projects are on the horizon? Is the cash flow and balance sheet sufficiently strong to fund these projects and market growth?

Are you comfortable with your signature authority for capital projects beyond which you will need to take a project to the board for approval? Ensure you are comfortable with the signature authority of your direct reports, beyond which they need to get your approval.

Learn about the senior leaders who report to you

Understand the leadership styles, tone and culture of the senior managers reporting to you. Do they listen to their direct reports and do they surround themselves with people who will point out the brutal facts of reality? Can they execute and deliver results? Do they inspire their employees?

Do they micro-manage their direct reports, or do they empower them to make decisions, so they have a feeling of ownership in what they do? Are employees allowed to take risks, and do they know how to de-risk their decisions? Do some of your direct reports need to be changed?

Develop a good relationship with your board and stakeholders

Understand how the board operates, and their expectations of you. What level of information detail do they require to oversee the company? How much experience does each have as a board member? Do they tend to drift beyond oversight and governance and get into operational issues, which is the responsibility of the CEO?

You should also spend time focused externally, speaking with major stockholders and customers, and understand their expectations. What would they like to see that’s different from the previous CEO?

In my conversations with current and former CEOs, they all commented that trust among the leadership team is paramount to the success of their organizations. The foundation of trust is honesty, ethics and integrity. What is the level of trust among members of your senior leadership team?

Focusing on the areas above will ensure that you have an effective start as CEO at your new company.

Stan Silverman is founder and CEO of Silverman Leadership. He is a speaker, advisor and nationally-syndicated writer on leadership, entrepreneurship and corporate governance. Silverman earned a Bachelor of Science degree in chemical engineering and an MBA degree from Drexel University. He is also an alumnus of the Advanced Management Program at the Harvard Business School. He can be reached at Stan@SilvermanLeadership.com. 

#MeToo Lesson for All CEOs: Deal with Issues Before You Are Forced to Do so in Public

Article originally published in the Philadelphia Business Journal on November 13, 2018

The #MeToo Movement is having its effect on the culture of corporate America.

Sports-apparel company Under Amour has announced that costs incurred entertaining athletes in strip clubs by company employees would no longer be treated as an entertainment expense and therefore would not be reimbursable.

According to a Nov. 5 Wall Street Journal article by Khadeeja Safda, “Strip-club visits were symptomatic of practices [that] women at Under Armour found demeaning, according to more than a dozen current and former employees and executives. … Some top male executives violated company policy by behaving inappropriately with female subordinates. … Women were invited to an annual company event based on their attractiveness to appeal to male guests, people familiar with the matter said.”

Under Amour Chairman and CEO Kevin Plank said in a statement, “Our [female] teammates deserve to work in a respectful and empowering environment. We believe that there is a systemic inequality in the global workplace and we will embrace this moment to accelerate the ongoing meaningful cultural transformation that is already underway at Under Amour. We can and will do better.”

Looks like Plank has found religion and wants to change the culture that his tone at the top permitted to exist at Under Amour.

In February 2017, Uber’s toxic culture for women engineers became public when Uber engineer Susan Fowler penned an article in which she described a toxic culture of sexual harassment towards women. Fowler wrote, “When I joined Uber, the organization I was part of was over 25 percent women. By the time I was trying to transfer to another [engineering] organization, this number had dropped down to less than 6 percent. Women were transferring out of the organization, and those who couldn’t transfer were quitting or preparing to quit … [in part] due sexism within the organization.”

Within days of publication of Fowler’s blog, Uber CEO Travis Kalanick tweeted, “What’s described here is abhorrent and against everything we believe in. Anyone who behaves this way or thinks this is OK will be fired.”

Like Plank at Under Amour, Kalanick came to the realization that change was necessary. It was Kalanick’s tone at the top, however, that created the toxic culture at Uber.

On Nov. 1, thousands of Google headquarters employees staged a walkout, protesting a culture within the company that tolerates sexual harassment, and a reported $90 million severance package granted to Andy Rubin, co-founder of Android, who faced multiple accusations of sexual harassment from female employees, according to The New York Times.

In an interview with Zoë Bernard of Business Insider, Google CEO Sundar Pichai apologized, and said, “This anger and frustration within the company — we all feel it. I feel it too. At Google we set a high bar and we clearly didn’t live up to our expectations. The first thing is to acknowledge and apologize for past actions. Words alone aren’t enough, you have to follow up with actions.” Pichai said, “I want to acknowledge the women who … [report incidences of sexual harassment],” he said. “It takes extraordinary courage and we want to support them better.”

So, what is the lesson for all CEOs? Those who ignore the #MeToo movement are tone-deaf to the societal change in what is acceptable behavior toward women. Issuing statements about ending a toxic culture without acknowledging that you shape that culture is somewhat disingenuous.

Get out in front of #MeToo and other types of issues that could impact your company when you become aware of them. You don’t want to appear as being complicit by ignoring them. It is better to address the issue within your culture before it becomes news and a social movement like #MeToo forces you to publicly acknowledge and address them.

Stan Silverman is founder and CEO of Silverman Leadership. He is a speaker, advisor and nationally syndicated writer on leadership, entrepreneurship and corporate governance. Silverman earned a Bachelor of Science degree in chemical engineering and an MBA degree from Drexel University. He is also an alumnus of the Advanced Management Program at the Harvard Business School. He can be reached at Stan@SilvermanLeadership.com. Follow Silverman on LinkedIn here and on Twitter, @StanSilverman.

Newly-Minted CEO? Focus on These 6 Areas

Article originally published in the American City Business Journals on August 21, 2018

In August 2016, I wrote an article headlined, “Your first 100 days as CEO. What should you do?” I wrote that article after being asked by a newly-minted CEO for advice and guidance.

This is an update of that article, including what she felt was critical to her success during her first two years on the job.

You were just appointed CEO at a new company. The press announcements have been singing your praises, outlining your previous positions, expertise and track record of results.

The employees at your new company are wondering about your leadership style, your tone at the top and what changes you might make to the culture and strategy, as well as possible changes to the senior leadership team reporting to you. Your board of directors will be wondering the same thing. What you say and do will be watched intently by everyone within the organization. Expectations that you will move the company forward will be very high.

As the new CEO, what should you do during your first 100 days? The knowledge gained during this learning process will help you formulate changes to both the operational and strategic initiatives of the company.

1) Listen, ask questions and form impressions

Get to know the company and your direct reports. Talk with your board members and the individuals reporting to you, as well as those individuals reporting to them. What was the tone at the top and organizational culture under the previous CEO? Will the culture of the organization need to be changed?

2) What is the state of the company’s strategic plan?

How current is the company’s strategic plan, and are the various areas within the company pursuing strategies to achieve the plan? When was the last time the company performed a SWOT (strengths, weaknesses, opportunities and threats) analysis?

Is the strategic plan written to act on the SWOT analysis findings: build on the company’s strengths, minimize the impact of its weaknesses, exploit its opportunities, and defend against its threats?

When you are sufficiently knowledgeable about the business, you will need to discuss the changes you want to make to the company’s strategic plan with the board. It is critical that as CEO, you “own” the strategic plan, because you and your team will be held responsible for executing it.

3) What is the competitive position of the company?

What is the competitive position of the company’s various businesses vis-a-vis their competition? How active is the competition in attacking the company’s markets with new product offerings or aggressive product pricing?

Does the senior leadership team know why its customers buy from the company, and why other customers buy from its competition? Is this knowledge known throughout the organization, so every employee, even those who do not directly touch the customer, can perform their jobs in a way to strengthen the company’s competitive advantage and deliver a great customer experience?

What are the company’s growth opportunities? What is the cost position of the company in its markets? How competitive is the company’s process and information technology?

Are the employees committed to continuous improvement? Is the ethos of the company to be on a journey to be the best in the world at what it does? Do all employees and board members buy into and share ownership of this ethos?

4) What is the company’s financial position?

How strong is the profitability and cash flow of the company and how much debt is on the company’s balance sheet? How capital intensive is the company and what major capital projects are on the horizon?

What is your signature authority for capital projects beyond which you will need to take a capital project to the board for approval? What is the signature authority of your direct reports, and are you comfortable with it?

5) Learn about the senior leaders who report to you

What are the leadership styles, tone and culture of the senior managers of the company? Can they execute and deliver results? Do they inspire their employees?

Do they micro-manage their direct reports, or do they empower them to make decisions, so they have a feeling of ownership in what they do? Are employees allowed to take risks, and do they know how to de-risk their decisions? Do some of your direct reports need to be changed?

6) Develop a good relationship with your board and stakeholders

How does the board operate, and what are their expectations of you, the new CEO? What level of information detail do they require to oversee the company? How much experience does each have as a board member? Do they tend to drift beyond oversight and governance and get into operational issues, which is the responsibility of the CEO?

You should also spend time focused externally, speaking with major stockholders and customers. What are their expectations? What would they like to see that’s different from the previous CEO?

In my recent conversation with the newly-minted CEO that inspired that 2016 article, she validated the advice I had shared with her two years ago. She also commented, “Critical to my success was building trust with my colleagues and the board. The importance of having the support of my leadership team and the board cannot be overestimated.”

I cannot overemphasize this CEO’s comment on the importance of building trust, the foundation of which is honesty, ethics and integrity. Without trust, initiatives undertaken by the CEO will not have the full support of the board or her leadership team. It is the foundation of long-term sustainable success. Once trust is lost, it is nearly impossible to regain it. A lesson for all.

Stan Silverman is founder and CEO of Silverman Leadership. He is a speaker, advisor and nationally syndicated writer on leadership, entrepreneurship and corporate governance. Silverman earned a Bachelor of Science degree in chemical engineering and an MBA degree from Drexel University. He is also an alumnus of the Advanced Management Program at the Harvard Business School. He can be reached at Stan@SilvermanLeadership.com.

You Are Competing Against Apple (And May Not Even Know It!)

Whether you are in a consumer business or B2B, the quality of your customer service experience with your company is key to generating loyalty and referrals. Many businesses believe that they are good at customer service, but that level of good may not be good enough.

To many customers, their expectation of good service is based on the best service they have received from anywhere. For example, if they have an iphone, they have Apple’s level of customer service in mind as a standard when they deal with you, too. Therefore, even if you are in a totally unrelated industry to Apple’s, customers’ expectations are high because they are not just based on your company’s service quality or even on your industry standards, they are comparing your service with a global expectation of the best experience they received anywhere. Relative to Apple, this means that they want easy access to your “geniuses”, a relatively quick fix or at least quick attention to the issue, and a smiling personality to handle everything.

Achieving this, may be less difficult than it sounds. It starts with refocusing your perspective away from your own standard to the broader one. Explore service you receive from every company and take note of especially outstanding experiences.

Ultimately great customer service starts with leadership setting the tone at the top. Leadership must set an example of quality and not waver from setting a high bar. Leadership then must support their customer service initiative by training everyone in techniques and expectations, as well as giving people authority to solve problems for peak customer satisfaction, reminding them that they are competing against Apple every day.

As A Leader, Are You Communicating Your Expectations To Your Employees?

Years ago, as the new CEO of my company, I set out to tour our divisions once our business strategy and plan had been finalized. I wanted to present it so everyone would be on the same page. After a presentation to one division in particular, I had an opportunity to sit down with their divisional management team to chat.

After a number of their questions relating to where I saw product growth from their division together with an appeal for the allocation of capital resources to support that growth, it soon became apparent that there was a major disconnect here. This division’s product line was in a highly mature category where cash generation from them was our corporate goal and it was critical to supplying capital to other high growth areas of the company. Once I explained that to them, they actually seemed relieved – they knew what was expected of them. I pointed out the change in tenor of our conversation to which they remarked, “no one had ever taken the time to explain their place in the business plan.” “We were stressing over growth when the company just needed us to provide as much cash as possible.” Once they understood their assigned mission and the role they played, they could focus on their part in making it a success.

Don’t make your employees guess what their role is and what your expectations are of them when communicating the company’s plan. To maximize results as a leader, everyone must understand their roles. To accomplish this:

1) take time to present your big picture plan directly

2) clarify everyone’s role in achieving the plan

3) reinforce their worth and value in achieving organizational success.

This will help create a sense of ownership in your employees, and increase the probability of achieving the plan.

On Valuing A Leadership Culture

Throughout my life, I have been a student of leadership. In the business and non-profit world, I have worked for leaders and have observed leaders, both good and bad. I have been a leader myself. Leadership fascinates me. Perhaps it fascinates you too. What makes an effective, or even a superlative leader, has been both a personal and professional quest for me.