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Upside Down Excellence

The alignment mistake most leaders overlook

Published 3 days ago • 2 min read

UPSIDE DOWN EXCELLENCE

Quality that's simple

Hey Reader

We’re nearing the end of our Paul O’Neill series. Two more weeks, and the holidays are here. A fitting time to talk about alignment—because alignment is a leadership gift that keeps paying dividends.

O’Neill anchored his entire approach to one value: Alcoa will be the safest company in America.​
It wasn’t a motto. It was the operational spine. Hiring, firing, processes, conversations—everything tied back to safety.

The Mexico story:​
At a shareholders meeting in Pittsburgh, a nun raised concerns about worker safety in Mexico. O’Neill, confident in his systems, brushed it aside. She didn’t accept that. Her persistence made him investigate.
The investigation found a serious safety incident—and a leader who tried to hide it.
O’Neill removed that leader.
This wasn’t about punishment. It was alignment. When your value is safety, hiding incidents is the ultimate violation of trust.

Most of us aren’t CEOs. But we still shape alignment.

We reinforce what matters every time we praise someone, celebrate a win, or highlight a behavior worth repeating.

This time of year, people naturally look back. Leverage that. Create a “Quality Award” or “Customer Success Award.” Make it about behaviors that embody your values—not heroics or output.

A reinforcement story:​
In my 30-hour safety course, I heard about a supervisor who wanted strong habits in his field crews.

  1. If anyone lacked required gear—even once—they had to go back and get it.
  2. If the entire crew had their gear, they received a small reward: shirts, hats, pens.
  3. And the kicker: if the supervisor forgot gear and the crew noticed, that supervisor bought lunch for the entire team.

That’s alignment. Expectations for everyone. Reinforcement at every level.

You may not control hiring or firing, but you absolutely control reinforcement.

​

What can you implement before the end of 2025?

Praise With Purpose - Daily, praise one person for a behavior that aligns with team values.

Do this for the rest of the year and see where your team is at.

Create a Micro-Award - Establish a simple “Quality Moment” or “Customer Success Moment” recognition for the week.

You have 4 weeks left. That's 4 opportunities to celebrate success.

Year in review - highlight the wins of the last 12 months.

Celebrate everything you and your team have overcome and emphasize the wins.

​

​

Happy reinforcing.

Let's make the world a simpler place,

Mike

​

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Upside Down Excellence

Michael Fank

Simplifying Quality for Business Success. Weekly tips on driving excellence through innovative quality strategies. Learn how people are the key to making quality work. From containment techniques to streamlined processes, discover practical insights on empowering your team for success.

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