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When to Charge Ahead

And When to Leave it Alone

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When to Charge Ahead

How do we determine when we are to charge ahead as leaders or leave it alone and deal with it another day?

Never put off until tomorrow . . . 

We have all been taught in elementary school that we should not put off until tomorrow a kindness that we can do today. But what about a tough decision that we must make as a leader? Is there ever a situation where we would want to put that off for another time down the road? 

When? That is the question!

When is it right to charge ahead and take the bull by the horns and lead in the midst of a difficult situation? And when is it right to stand back and leave the issue alone and take a more relaxed and non-confrontational approach? These are legitimate questions that I have wrestled with in my own mind for many years. I have been guilty of rushing in too hard, too fast, or too soon. And I have been equally guilty of ignoring or turning away from a situation that had a whole lot of downside and very little upside that would drain all of my mental or emotional energy.

The problem is in knowing when to charge ahead and seize the moment. And knowing when to relax and take a more measured approach to the issue that faces us.

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More Than Goal Setting

One of the Myths of Leadership

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More Than Goal Setting

I was walking back to my hotel room today to check out from a weeklong conference that I have been attending. And I overheard two people walking directly in front of me. One said to the other, “You know, the key to great leadership is goal setting.”

I wanted to stop them in their tracks and open a conversation with them. But, I am tired. And I am sure they are tired from this conference. I wanted to tell them that leadership is so much more.

So much more?

Yes! If it was as simple as just setting goals, then we could just boil the process down to a mathematical formula. Assign a numerical value to each of an organization’s objectives and put them in order. That will give you your organization’s goals in a ranked priority. Simple. But, leadership is not about “goal setting” as much as it is about “goal planning”, then “goal execution”, and finally “goal achievement.”

So, what is a leader to do?

Leadership has a lot of responsibilities regarding goal setting. Consider these:

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Is It Still Worth A Try?

Coming Back from Exile

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Is It Still Worth A Try?

Is it still worth a try? I believe that it is still worth it. At least I think so. What is the “it” in this statement? The “it” is the desire to return from exile.

Two weeks ago I looked at the issue of Leadership in Exile. We discussed the fact that many leaders are self-exiled. And that they are such by their own choice based on their own experience or circumstance. And I concluded that article with some example of some leaders who were self-exiled and some examples of what they did during that period of their lives.

Why were you in “exile” in the first place?

It is worth a quick look back at some of the reasons some have been in exile.

  • Exhaustion — You got really tired. Have you gotten some rest?
  • Frustration — You got really frustrated with your situation. Has it changed at all?
  • Lack of Followship — You looked around and no one was following? Have you figured out why that was the case?
  • Lack of Support — You had no support from your leader. Is there new leadership above you? Or have they gotten better as a leader?
  • Viewed as a Threat — You were viewed as a threat to existing leadership or the status quo. Has the situation changed or has your leader gotten more confident in themselves or in your ability to lead without feeling threatened?

Is it time to return from exile?

If we have self-exiled, then we have the power to re-enter the leadership arena, right? The question we constantly ask ourselves serves as the title of this article — “Is it still worth a try?”

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The Lost Art of the Handshake

And why it really matters.

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The Lost Art of the Handshake

You wouldn’t think this sort of article would be necessary, would you?  Unfortunately, it is.  It seems that men shaking hands is a bit of a lost art.

Consider the handshake.  Historical customs indicate that the handshake is commonly done upon meeting, greeting, parting, offering congratulations, expressing gratitude, or completing an agreement. In sports or other competitive activities, it is also done as a sign of good sportsmanship. Its purpose is to convey trust, balance, and equality.

Let’s Start With the Basics

Handshake 1This is a handshake.

Handshake 2This is not.

Handshake 3Neither is this.

Handshake 5I don’t even know what this is!

Why does a handshake matter?

The importance of a good, strong, firm handshake cannot be overstated. When you shake hands with a leader you figure out pretty quickly what kind of person that you’re dealing with. If you are dealing with a confident person, a serious person, and a person not to be “trifled” with you will receive a solid, firm and strong handshake and you will receive direct eye-contact. If you experience something other than that, you may have doubts about the person you are greeting.

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Leadership: Aspire to Inspire . . .

Some thoughts from the perspective of multiple careers

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Leadership_ Aspire to Inspire

I have been given a golden opportunity to share my thoughts on leadership from the perspective of having two very different and fulfilling careers. I will take this opportunity to discuss with you two words that mean a great deal to me and to the legacy we leave behind in this world. Many people believe that in our younger years we work hard since we aspire to great things.

Some call this effort our “inner drive” to be the best we can be. How does that aspiration “grab hold?” How do we know when our aspirations are realistic, achievable and worthy of commitment? Therein lies the rub! In my opinion, we feed that aspiration through inspiration.

When we have great leaders, mentors, friends or family that inspire us and guide us through life-giving opportunities that we are blessed with every day, we begin to feed those aspirations and give strength to that aspirational drive. Inspiration is such a beautiful, and often, a spiritual trait. Although inspiration is available to all, at times it seems that only a few people seem to truly recognize and avail themselves of this precious gift to make life better for themselves and for others. There are, however, people in our midst who live quiet lives of integrity, trust, and faith. They inspire, often without words, through their example. These people, whether they know it or not, are able to inspire others through their strong sense of faith and to help others to see the best in themselves and to be and to live “inspired” lives.

I have been so fortunate to have had two wonderful careers.

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Leadership in Exile

Where have all the leaders gone?

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Leadership in Exile

If that title doesn’t grab your attention, then nothing will. Our political and social structure here in the U.S.A. provides little context for the concept of being an exile. The closest thing that many in our society or culture can come to the ethos of being an exile is the practice among some cultures where one is shunned under certain conditions. But, even that does not really comport with our modern sensibilities.

What do I mean by “Exile”?

So, what do I mean when I use the word “exile” in the context of leadership? To be clear, I am not using that word within the context of a forced departure or a violent takeover that leaves the deposed leader nowhere to go but into hiding in a barren land or to the relative safety of a benevolent benefactor. Instead, I think that I really should be using the term – “self-exile.” Because I believe that there are many leaders who have taken themselves “out of the game” when it comes to leadership. They have opted to, in a sense, go underground and not seek to be a visible or vocal leader. 

Why are they Self-Exiled?

Perhaps that is the greater question? Why are they choosing to vacate their responsibility or opportunity to lead? Consider the following as some reasons that leaders have self-exiled.

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Remember These As Well

Some unconventional leaders to consider on Memorial Day

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Remember These As Well

I have seen all week on many of the social media sites that I frequent, that it (Memorial Day) is “not about the BBQ.” And that is certainly true. Today is so much more than an excuse to frolic in the pool and eat as much red meat as possible.

It is easy to get caught up in the activities around Memorial Day and to forget exactly why the holiday was created: to honor those American men and women who died during combat. To put it as succinctly as I can, Memorial Day is for the American troops who didn’t get to come back home and drink a cold Coca-Cola at a homecoming party or march in a parade in their little hometown.

There are many out there like me that never wore the uniform of our Nation and never served on the battlefield. And I, like many, do not know with specificity the experiences and feelings that you have had. So, I will simply say “Thank you!” from one member of this grateful nation.

But, remember these as well

But, we would do well to remember some other fine examples of leadership. Two are no longer with us. And one is still alive today. We would do well to reflect on and remember some historic leaders outside of the U.S. Military that have made an impact on this world and on the cause of freedom, liberty, and prosperity. Consider just a few today.

Margaret Thatcher — She was was Britain’s first female prime minister. She was known for her tough uncompromising, conservative political views, and became nicknamed “The Iron Lady” as a term of both reverence and derision. She, along with Ronald Reagan, forged a relationship with Mikhail Gorbachev that brought the Cold War to a peaceful conclusion.

Consider these words from Margaret Thatcher. —

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The Importance of Values to Leadership

Can one exist without the other?

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The Importance of Values to Leadership

Can you have real leadership in a “value vacuum”?

What do I mean by that? By that, I mean a leadership context that is devoid of values or morals. In an article on “Heroic Leadership” earlier I opined the following: “Values are an integral part of good leadership. To be a true leader, you must take a stand on issues. And that stand must be a moral stand. As leaders, we should be mobilizing and motivating our organizations to higher moral ground even when that may not increase the organization’s profit margin or bottom line”. 

What’s goin’ on out there?

Upon further reflection, I am wondering if in addition to a leadership crisis in our society, we just actually be having a moral or values crisis. Could it be that there are just not enough of those who see values that are worthy enough that would make us want to lead others to strive toward reaching those same values? Conversely, could it be that there are not enough of us who see things that have such potential for harm that we will lead others away from those dangerous moral pitfalls?

I would not suggest that only the morally pure would be qualified to lead. For to do so would disqualify all candidates. Nor would I suggest that values-based leadership would be infallible. But, I do believe that leadership is in and of itself a value. Society today would say, “To each his own” or “Live and let live”. Today’s culture does not necessarily see a value in “values-based” leading or in choosing whom they are following based upon a moral assessment of the leader’s character. But, like so many today, I am looking for leaders to rise up with values and morals as their foundation and say “Follow me and I will lead you to higher ground!”

How does this relate to me and my leadership?

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Leadership Lessons from T-Ball

At least from a Papa’s Perspective

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Leadership Lessons from T-Ball

I have remarked many times before that you cannot predict from whence inspiration will come. Such is the case today as I reflect on my youngest grandchild’s recent first year of Junior T-Ball.

We are not baseball fans by nature. I am much more of an ice hockey fan than a baseball fan. But, thanks to some very dear and patient friends, I learned the game of baseball almost 15 years ago. Nowadays, I thoroughly enjoy the game.

The fact that Jr. T-Ball bears little resemblance to real baseball is not the subject for today. Rather, it is to consider the leadership lessons (and really, life lessons) from watching our grandson’s first season.

Observations and an Application to Leadership

T-Ball can be a little scary. — Most of the little ones were a little scared to be out there on the field by themselves. Mom or Dad was always welcome to stand alongside the player. Shoot, the little player could actually ask anyone to stand not the field with them to help them feel more comfortable out there. I was drafted several times by my grandson to stand with them as they played the field. But, you know what, we were able to share great times together. And guess who taught him to say “Hey battah, battah, battah!” while he hunched over trying to be as ready as he could?

Leadership can be a little scary at times as well. We just may need to reach out and draft someone to come stand beside us from time to time. Not only will it be a comfort to us, we can also learn some things while they are standing by our side if we are open to a little ad hoc mentoring.

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Data – Don’t Ignore It

How do YOU feel about it?

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Data - Don't Ignore It

Data. Love it or despise. Just don’t ignore it. There are often equal amounts of art and science when it comes to leadership. So, let’s take a look at the more scientific side for a few moments.

A Tale of Two Organizations

I often split my time between two very different organizations. One is completely data driven. It measures every little aspect of its operation. It can tell you what is happening at any given moment at any of its far-flung operations that are even at the fringes of civilization. It can tell you how its people and products are performing in absolute real time.

The other is the farthest thing from it. It can’t tell you with any real degree of certainty how many people attended its last event. It does a fairly decent job of the financial reporting of contributions. But it often has no clue how its people or programs are performing.

Now, in complete transparency, one is a commercial venture and one is a non-profit venture. But, just because a venture is set up to be a non-profit, does that mean that their demands for data and data-driven decisions would be any less than the profit-making one?

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