Please meet Michèle Boudria, Board Director and recently retired CEO of McDonald’s Canada. I met Michèle at a conference last year, where we both spoke. When I heard Michèle’s wise words, I immediately thought: I HAVE to get her on the podcast!!!
Here we are. Let me tell you, Michèle did not disappoint.
In our conversation, Michèle generously shares her advice based on her 40-year ascent up the corporate ladder, from working the front counter at a McDonald’s restaurant in rural Quebec, to international roles, to CEO of McDonald’s Canada.
There’s so much gold in this episode. You’ll hear about how and why she changed her leadership style, the power of curiosity, why grit makes all the difference, the important distinction between confidence and arrogance, and how to create what she calls “a virtuous cycle of high performance.”
Here are three learnings from Michèle that stood out for me:
- Do not mistake my KINDNESS for WEAKNESS
- Seeking FEEDBACK is a superpower!
- Thinking about your NETWORK
1️⃣ Do not mistake my KINDNESS for WEAKNESS
At just 25 years of age, Michèle led a team of over one hundred people. At the time, she sought to emulate the direct style of leadership that was common amongst the mostly male leaders around her. Thankfully, her boss encouraged her to be herself – her true, caring, supportive self.
Once she realized what her true leadership style was, she decided to embody it, whether the organization respected it or not. Obviously, they respected Michèle. She ascended the ranks to the top position.
Michèle shared her motto, the saying that describes her leadership style:
“Do not mistake my kindness for weakness.”
Yes, you can be kind and also lead a high-performing team that meets and exceeds its business objectives.
By the way, I was curious who said it first. Apparently, it was gangster Al Capone, whose full quote was this:
Yikes! I prefer Michèle’s version.
2️⃣ Seeking FEEDBACK is a superpower!
Most of my clients are high-performers. But I’ve noticed a few things that stand out about the top high-performers versus the regular high-performers. Things like high external self-awareness and having a true growth mindset. Sometimes it shocks me how these top high-performers are so open to feedback, especially critical feedback.
Michèle takes this to the next level!
From the time she was working the cash register to her final days in the C-suite, Michèle constantly sought feedback. Her success is a great example of how proactively seeking feedback from all stakeholders (managers, peers, direct reports), then self-reflecting and acting on that feedback, can advance your career.
It’s human nature to avoid receiving negative feedback. And while we might fixate on the “areas of development” highlighted in our annual review, how many of us actually do something about it?
Be like Michèle:
Instead of avoiding feedback, proactively seek it out, reflect on it, then act on it.
3️⃣ Thinking about your NETWORK
On the topic of networking, Michèle shared how she created a personal board of directors. Who should you include in your board of directors?
The common advice is to seek out mentors (folks who will provide you with real, transparent advice) and sponsors or champions (with whom you share your wins so they can advocate for you within the organization).
Beyond mentors and sponsors, Michèle also highlighted the benefits of having allies in your network. You might already do this serendipitously. Perhaps less strategically, you make friends with people at work. Michèle encourages you to include peers and allies as part of your network – even in your board of directors.
These are just three of the many inspiring insights shared by Michèle. I encourage you to listen to the whole conversation: “What 40 Years at McDonald’s Taught One CEO About COMMUNICATION & LEADERSHIP – with Michèle Boudria(ep. 208)“. As always, you can listen on Spotify, Apple, YouTube, or wherever you get your podcasts.
I’d love to hear your favorite part of this episode. Email me anytime!
Talk soon,
Dr. Andrea Wojnicki Executive Communication Coach
