Really Important Leaders

Are some leadership roles more important than others?

really-important-leaders

The elections are finally over. Some are happy. Some are not. Some are anxious. Some are scared. I have a mixture of all of those emotions. So, I am intentionally choosing to take a look today at one of the foundational leadership roles that exists. That is being a father. 

As fathers, we are the “go-to” guys of the family. There is a lot that is expected of us. We are given enormous responsibility and we are going to ultimately be accountable for the actions that we take as husbands and fathers.

How does that last sentence make you feel? Are you at peace with that statement? Or are you scared witless by the repercussions of it?

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Know Your Followers

How much do you know about your followers?

know-your-audience

One of the factors that were most important for me back in the days when I was a professional speaker was a maxim that I learned from the former actor that taught me all I needed to know about professional public speaking. He taught me that I needed to “know my audience” before I spoke to them. Those were wise words.

What do you know about your followers?

Leaders, how well do you know your followers? Just what do you know about them? Do you even know them at all? These are tough questions. But, they are questions that we need to consider. Knowing them will provide us the insights into their lives and personalities that we need to be a better leader.

How do you get to know your followers?

Let’s assume for a minute that you accept the value of knowing your followers. How can you get to know them better? Consider the following ideas:

Go to them — Go and visit them. If you regularly have 1-on-1’s with your followers, consider having the next one at their office or sitting at their desk. Why? You will see the things that are important to them by what is on display at their desk. Is it a picture of their family? Their motorcycle? Is their favorite sports team obvious? You may not ever know some of these pieces that make up the whole person unless you make the effort to go to their space.

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Why Would Anyone Want YOU To Lead Them?

A Question of Leadership in Terms of "Followship"

why-would-anyone-want-you-to-lead-them

Halloween has just ended and the airwaves are full of Christmas music. Are we just going to bypass Thanksgiving altogether? I certainly hope not. Thanksgiving is a time of reflection for me. It reminds me that the year is nearly over.

At this time of year, many leaders and leadership teams are taking their annual step back to do a deep-dive assessment of their organization’s progress against the goals and objectives of their strategic plans that they established in the early days of 2016. (What? You don’t do that at your organization? Have you ever considered that maybe that is part of what is holding the organization back?)

Take A Look on the Inside

As part of your end-of-year strategic progress review, consider including another area of assessment — one that will require a different kind of evaluation and one that will be much more introspective in nature. Why not take some time to also consider how you personally are progressing as a leader? After all, an organization’s strategic performance is, in large part, a direct reflection of the effectiveness of the person at the top.

If you want to silence a room of pastors, executives or any group of leaders try this small trick. Ask them, “Why would anyone want you to lead them?”

Without fail, the response will most likely be a sudden, stunned hush. All you will hear are knees knocking and crickets chirping.

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Be Respectable and Be Respectful

Leadership Basics

be-respectable-be-respectful

Are you worthy of respect as a leader? Are you respectful of your followers and those around you? Those are the two topics to consider today as we continue this series of Leadership Basics.

The Respectable Part

Let’s deal with being a person worthy of respect first.

I have often heard the phrase “He just commands respect.” What does that mean? Does it literally mean that I can command you to respect me? How do we gain respect from others? We earn it! So, how do we go about earning respect and being a respectable leader?

How Do You Treat Others? – This very question is dealt with in the second part below where I will discuss being respectful. But, respectFUL leaders are respectABLE leaders.

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Why Didn’t Someone Tell Me That?

The Reality of Business Travel

why-didnt-someone-tell-me

I wish someone would have told me about that!

How many times have we said that as parents? I know that I have said it about a bazillion times. Or, I have said it at least “ten hundred million” times, which was the largest number that I could comprehend as a child.

Human nature assumes that someone out there knows all of the answers. And if that mystical all-knowing leader would just share that knowledge with me, then I would be able to navigate the difficulties and challenges that life throws my way. So human nature insists that there is information that is out there, but it is not always shared with us. That may or may not be true.

What is my point?

The thrust of my thoughts today is that although there are tons of things that we think someone should have told us, we probably would not have believed them if they had tried to tell us.

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Coaching

What is it?

coaching

One of the great things about being involved in leadership development and coaching is the opportunity to be constantly learning and developing your own skills in these areas. They say that you teach that which you need to learn the most. Although I don’t subscribe to that theory, there is a thread running through it that resonates within me because of the learning that often goes along with the teaching.

If you’re like most of us, you have probably noticed the buzz word “Coaching” being thrown around a lot in the corporate world. I am a leadership and life coach. But what does it actually mean? Sometimes when dealing with abstract concepts it is easier to define it by describing what it is not.

Coaching is not leading. — Leadership Voices, LLC is all about leadership and about the many ways that leadership is defined and employed. And great leaders will often provide guidelines and advice on how to succeed in certain areas. Typically they will be seeking to help you reach a certain goal, or they wish to rally you and your colleagues to reach this shared goal. Great leaders will often also be great coaches; however, it is still important to understand the differences in the conversations with them.

Coaching is not mentoring. — If you’ve ever been a coach or have been coached, and the conversation has steered towards advice on technical or job specific concepts, then you aren’t being coached – you are being mentored.

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The Leader in the Second Chair

What kind of leader do you aspire to be?

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We are in an ugly political season. In fact, it may be the ugliest one in my lifetime. So, in light of that and from a political perspective, one of the political leaders that I admired the most was Sen. Howard Baker of Tennessee.

I have been giving a lot of thought about the topic of “Leading from the Second Chair”. Although I have not yet read Bonem and Patterson’s book by that name, I have seen a lot of that type of leadership in my own life and in the life of some of those who I admire greatly.

His was the very first presidential campaign that I worked on was as a young volunteer. Unfortunately, I was a part of his unsuccessful attempt to become President in 1979. I admired Sen. Baker on multiple levels. Others admired him as well. Known in Washington, D.C. as the “Great Conciliator”, Baker is often regarded as one of the most successful senators in terms of brokering compromises, enacting legislation, and maintaining civility across the aisle. A story is sometimes told of a reporter telling a senior Democratic senator that privately, a plurality of his Democratic colleagues would vote for Baker for President of the United States. Unfortunately, in my opinion, not enough Americans apparently shared that same sentiment.

Some of the times during his career that I admired him the most were his days as White House Chief of Staff for Ronald Reagan. Reagan was the opponent who defeated him early in the primary season and caused him to drop out after the Iowa Caucuses and the New Hampshire Primary.

Baker did not seek re-election in 1984. However, as a testament to Baker’s skill as a negotiator and honest and amiable broker, Reagan tapped him to serve as Chief of Staff during part of Reagan’s second term (1987–1988). Many saw this as a move by Reagan to mend relations with the Senate, which had deteriorated somewhat under the previous chief of staff, Donald Regan. It is interesting to note that in accepting this appointment as Chief of Staff, Baker chose to skip another bid for the White House in 1988. He would never run again. Who knows if he would have been successful? I, for one, would have loved to have seen him elected in 1988 over the alternative that year.

The Leadership Principle

So what is the leadership principle that I admired in Sen. Baker? Well, I think it is embodied in these two principles.

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Be Compelling

Leadership Basics

be-compelling

I think that I have mentioned before that I just love a good quote. Today, I return to a quote that I wrote about several years ago. It deals with the need for us to be “compelling” leaders.

Here it is:

“So why do we remember him? We remember him because nothing is more compelling than a good man in an evil time.”

Just let that sink in a moment.

The speaker was Charles Chaput, the archbishop of Philadelphia. And I was listening to a speech given on July 8, 2013, at the National Shrine in Washington, DC. In his speech, he centered his thoughts around a well-known military and political leader.

He quotes from this leader’s own words written while on a military campaign Germany. Apparently, he kept a diary. And some of his words are worth sharing today because they gave rise to Archbishop Chaput’s words that so captivated me.

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Developing Young Leaders

This works for any NEW leaders also!

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I have been on a bit of a “Leadership Development” track lately. That is especially true as it relates to young leaders. Training the next generation of leaders in your organization may be the most important thing you do as a leader. It has been said, and I agree, that the goal of leaders is  not to create more followers but to create more leaders. Now, we can debate what that single most important thing is. But, I think that we can all agree that training the next generation of leaders is certainly in the top three!

With that in mind, let’s get right to it 

Here are the things that I feel we need to be doing to keep producing new leaders. This list is not exhaustive. But I firmly believe that if we take these seven ideas to heart and begin to employ them in our relationships with young leaders, then great things will happen.

Train Young Leaders to Respect Authority – To effectively be in authority you must first learn to be under authority. They are “young leaders”. There are certainly some “gray leaders” around who have the scars and the experience to guide these young leaders. And these young leaders must learn to respect those in authority over them.

Play to the Strength of Young Leaders – These young leaders have immediately identifiable talents, skills, and abilities. Play to them and allow the young leader to experience success early and often in their developmental process.

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Leadership Comes From Experience

NOT from Exposure!

leadership-comes-from-experience

As a leader, I am always seeking experiences that will make me a better leader. As a “follower”, I crave experienced and proven leaders. What we need is something that prepares men and women to actually lead and not just to think about or read about leadership.

Young developing leaders need opportunities to actively and personally explore and/or experience what they should have already learned in an academic setting or observed in a practical setting. These opportunities should be “performance practicums” and represent a safe environment for young leaders to grow and gain the practical experience that we as followers desperately want them to have. How else do we develop and grow the best young leaders in our organizations?

A Perspective on Experience

Frequent readers of this blog will know how much I love a great quote. And, it is said that John F. Kennedy produced a notable one as he was battling perceptions that he had a marked deficit of leadership in his 1960 presidential campaign. He is quoted as saying:

“Experience is like tail lights on a boat which illuminate where we have been when we should be focusing on where we should be going”.

That is a great quote, isn’t it? And it is highly inspirational. Especially to the young and to the up and coming.

Another Perspective on Experience

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