Sounds harsh, right?
But according to Dave Ricks, the CEO of the Year 2025 who scaled Eli Lilly and Company into the most valuable pharma company in history (market cap soaring from $70B to $700B+ since 2017), a culture that prioritizes cohesion over accountability is a real threat to innovation
I just read a fascinating interview with Ricks in Chief Executive Group, & his insights on leadership & culture are pure gold 🧈. He believes that a misplaced desire to be "nice" can stifle necessary, tough conversations & performance standards
The Midwest problem: Ricks noted that in a small-town environment where everyone knows their coworkers, conversations get harder. The natural inclination is to drift into being "too nice," which he views as a problem.
Tough on problems, soft on people: This is his mantra. You need to understand & respect people, but you must drive accountability & solve problems in a tough, disciplined way
Performance turnover is necessary: He’s not afraid to have tough conversations & enforce performance turnover when someone isn’t "playing their position" on the team
Fighting bureaucratic scoliosis: Ricks is "obsessed" with fighting the complacency that comes with massive growth. Middle management often "squashes deviations," which are exactly where the next breakthroughs come from (like a multi-billion dollar obesity drug that wasn't on the corporate strategy document 10 years ago)
His approach has clearly worked. Lilly's success isn't just a byproduct of science; it's a result of a maniacal focus on execution & a culture grounded in purpose and integrity, not just being "nice"
It's about agility at scale, ensuring everyone knows each other to solve complex problems organically, & having the candor to say what's honestly happening in the business
It's an intense, high-performance culture that has delivered unprecedented results. Did you know that targeted executive coaching can help leaders cultivate the candor & discipline needed to be tough on problems while remaining soft on people, fostering a culture of high performance & accountability without falling into the "too nice" trap?
📣 But don't take my word for it, take it from a recent CEO client of mine (50% of my coaching clients have been CEOs for the past 3 years):
💬 “I want to take this opportunity to express my gratitude for your support and coaching in my development as a CEO. Your coaching has helped me to define a clear vision for our company, develop a strategic plan for my team, and enhance my self-awareness substantially. The coaching has been crucial in my journey to become a more effective leader. Your coaching not only helped me navigate the initial transition challenges but also empowered me to make impactful decisions that align with our long-term goals. I’d like to thank you for your invaluable support.”
About Navid Nazemian
Ranked as the world’s #1 Executive Coach by CEO Today for the third year running, I partner with senior leaders to navigate complexity, accelerate performance, and lead through critical transitions. Over the past two decades, I’ve supported hundreds of executives in overcoming unproductive thinking and solving their most complex leadership challenges—helping their organizations build world-class cultures and create lasting value.
If you’d like to reflect on a leadership challenge, an upcoming transition, or how I might support you, you’re very welcome to reply directly to this email.
You can also:
- Connect with me on LinkedIn for additional leadership insights
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What's Next? More insights on leadership, transitions, and executive effectiveness are coming your way next week. I’d genuinely value your perspective—feel free to share your reflections by replying to this email. I read every response.
Navid
