Blog - Page 31 of 60 - Wheeler Coaching Systems

Jul

2020

Learning More from A Leader: Dana Pittard

As I said in my previous post, I still had more to share from my time with Two Star Major General (retired) Dana Pittard. Allow me today to share two thoughts and a shift Dana went through.

Thought 1

“Positive optimism is a combat multiplier.”

When in a difficult situation maintaining your positive mindset with a choice to maintain optimistic is critical. Whether leading in a military situation, on a sports field, or in the board room there are times leaders get worn down by the battle. That battle is the fight for the vision.

I have heard it said that “vision leaks.” This occurs most often in those without complete buy-in to the vision. The leaking creates combat for the leader because of the challenge to continually share a vision that sticks. If the vision brings hope and others can see themselves in it, buy-in is stronger. This starts with the leader maintaining his or her appropriately optimistic perspective.

A Shift

While talking, Dana mentioned how early in his career he made a shift from focusing on position promotion to understanding the most important thing was leading people. He described leadership from two opposing perspectives:

Lead to get – this is a sprint mentality.

As a leader you are seeking to get as much as you can for yourself. Though outwardly the focus may be on the mission and others in reality you see the position as a stepping stone to something else you want to get.

Lead to lead – this he said is a marathon mentality.

As a leader you are focused on long term results. For example, you are building other leaders so when you are gone what you built lasts. You are building into and valuing people because they matter most.

Thought 2

During our discussion Pittard said:

“In order to have great growth you have to take great risks.”

After making this statement we discussed the difference between a risk and a gamble.

Risk – something we can recover from.

We evaluate the option and determine the possible loss and gain and ask if we can bounce back from it. Businesses do this constantly as they launch new products. They have researched and see a potential need, invest, launch . . . and at times fail, but it does not destroy the business.

Gamble – something we cannot recover from.

If you go to a casino and put half your savings down on red eight on the roulette wheel and lose . . . you lost. The casino is not going to feel bad for you and give you money back. If as a leader you make a decision that can lose it all, you are gambling and better make sure all the key stakeholders are on board and aware of what could be lost.

Whether a gamble or a risk, Pittard emphasized the importance of getting the right people on the team and having everybody on the team on the same page. Together you can work through risks and prevent gambling.

All three of these ideas have a common theme: mindset. Having a positive mindset, embracing risk, and maintaining the long view help us lead at a higher level. Do you get stuck in your mindset? How can you get unstuck? Would you benefit from someone helping you think into what has got you stuck? Contact me for a thirty-minute thinking partner session at no cost so I can help you think into your results. In the meantime, Lead Well.

Jul

2020

Leading Humbly in a Noisy World

The music is blaring, the crowd is raucous and everybody’s having a great time. Maybe this reminds you of a concert you once attended. This makes me think of something else.

Every day I check one of my e-mail accounts and I am reminded of all the noise vying for my attention. There is trending news which seems to change regularly, Facebook posts, Instagram, Twitter, Snap Chat and whatever new social media platform now exists since I wrote this sentence. They all have great benefits, but I struggle with the reality that they provide constant noise and self-promotion.

I was reading John Maxwell’s book Good Leaders Ask Great Questions and one idea struck me. In his chapter that explores the concept of self-leadership, one question looks at the concept of humility. In this particular section he states:

“Humility doesn’t mean being weak. It just means thinking of yourself less. It means being realistic and grounded. It means valuing others and their contributions. People like working with a leader with those characteristics.”

After reading this statement I thought: can I be successful as a leader when in the corporate world it seems humility is viewed as weakness and social media seems to emphasize the importance of promoting yourself? After some thought I have decided absolutely any of us can be successful as leaders with humility. A humble approach may seem to some as a lack of confidence, but in reality it brings out at least the following three qualities that demonstrate a quiet strength:

Selflessness

Let’s face it, the most important person in the world to us is the individual we look at in the mirror. We constantly worry about our problems and fail to consider the needs of those around us, but when we do it demonstrates humility. If you ask “how are you?” take time to listen

to the reply and ask more questions. In the process people will know you care and maybe the challenges you are facing will not seem so daunting. We want to follow people who think more of others than themselves so developing this attribute will be a step in growing our success.

Teachability

A phrase comes to mind in regard to this idea: if you stop growing, you sto

p going. I am sure I probably heard this from someone, but the principle is true. The greatest challenge for elite athletes is to keep their “edge” and continue to improve. There is always a new younger, better talent coming up so their challenge is to continue to be teachable and grow otherwise they will get passed. This is no different for any leader. If we quit growing then someone else will soon hold our position. Listening to those we lead, seeking opportunities for personal development, and being teachable are part of that growth process.

An Empowering Mindset

As a recovering control freak this area is both greatly rewarding and challenging. This quality demonstrates valuing others as John mentioned above. A humble leader will realize when they are out of their strength zone, let go of control and seek someone else to lead in that area. Maybe you run a small business and have been doing the marketing for years, but have realized there are others who can do it quicker, easier, and better than you . . . empower them and see them grow, your organization excel, and your time open to focus on what makes you more effective.

What about you? Do you feel the pressure to constantly self-promote? Is part of you tired and stressed from trying to keep the world revolving around your agenda personally and professionally? When you look at these three qualities what is one step you can take right now to grow in any of these areas? Awareness is the first step, the second is one small change. As I am learning, the less I think about me and instead think about how to serve others the better I lead both myself and others. Lead well with humility.

Jun

2020

Three Keys to Building a Team

I was providing a leadership training to a local company and someone afterwards asked about sport coaching because of my past experience. As we talked I reflected on how some teams I had been around were very successful and some never got traction. Talent is a factor and work ethic, but three key components came to mind that impact every team regardless of talent or work ethic.

People Skills

“I have yet to find the person, however great or exalted his station, who did not do better work and put forth greater effort under a spirit of approval than he would ever do under a spirit of criticism.” Dale Carnegie

Many of us have had task oriented leaders . . . unfortunately I know I have been that person. That is ok, but as leaders we develop our ability to connect as we grow our people skills. As John Maxwell says in his book Everyone Communicates, Few Connect, connecting requires energy.

Leadership is inspiring and influencing others and that requires the ability to connect with others. Once I was talking to a leader who was starting a new position and as we discussed what he was doing as he began the role he said “building relationships.” As a task-oriented person that was a huge reminder to build an effective team I must connect with those I will lead and lead with. The ability to form strong relationships will strongly influence the second element.

Culture

Sports leadership expert Jeff Janssen in his excellent book on culture How to Build and Sustain a Championship Culture reminds us multiple facets exist in a culture, but provides a simple definition:

“At its very basic level, culture is as simple as how things are done in your program. It is your program’s typical Way of doing things.”

Some teams I’ve been around created a culture where talented players started regardless of their effort in practice or elsewhere. This ultimately led to the demise of the team. On the other hand, I’ve seen teams create a “we” culture where everyone contributes their strengths to the common goal and they become champions. Be aware of your team or organization’s culture because it critically impacts results.

Leadership Style

In his book Primal Leadership Daniel Goleman discusses various leadership styles that either draw people in or repel them. He states: “Optimistic, enthusiastic leaders more easily retain their people, compared with those bosses who tend toward negative moods.” Maybe you’ve heard it said another way: people don’t leave companies, they leave leaders.

I explained the various leadership styles Goleman discussed in a previous post so I will not go in detail here. We all have a natural style, but does it serve us in every situation and what impact does it make on our organization?

People skills, culture and leadership approach are not mutually exclusive. They integrate to create the team. How aware are you of your organization’s culture, your people skills or even how you lead? Could it help you to have someone come alongside you to help think into these areas so you can improve both your personal results and the results of your team? If so, contact me.

Where we are now is not where we have to remain. If we are willing to be uncomfortable, stretch and grow then we can take our team to new heights. Lead Well.

Jun

2020

What Gladiator Taught Me About Leading

I enjoy a good drama. Maybe I am unique because I have a hard time not thinking during a movie instead of simply turning off my brain and taking in the movie. I look for a couple themes in movies that I am striving to grow in: 1. Leadership 2. Fatherhood. One of my top five all-time favorite movies is Gladiator starring Russell Crowe as the general Maximus. Before going any further I must remind you that the movie is fictional although based on some true characters.*

Noble Warrior

Maximus is the General of the Roman army during the time of Emperor Marcus Aurelias. He is a very noble man who longs to be home with his wife and son. As you watch this movie you see a man who leads by example and puts others before himself. All you can gather about him as a father is that he is a very loving a caring father who probably cares for his family in the same way he cares for the soldiers he leads.

Wise Sage

Marcus Aurelius also is characterized as a very noble man. He was known for his wisdom and how he ruled by reason. We see a humble man who let his people do their jobs and empowered them. He led by principle, yet felt he was a failure to his son. The movie does not reveal the nuances of this father’s relationship to his son, but I get a sense there was a great disconnect because of the difference in values. This difference grew into a favoritism of Maximus to the point of virtually rejecting his son.

Wounded Leader

Aurelius had a daughter and a son. Lucilla and Commodus. Lucilla was a strong and principled woman who agreed with the Roman ideals, but Commodus was driven mad by his ambition and hunger for power. This feeling of a lack of love from his father appears to drive the ambition for power as if it will fill the void of love in his soul.

Which are you?

Three men, all leaders, two of them fathers. This movie reveals three different types of leaders. The wise sage who leads from a far, but cares for his people as we see in Marcus Aurelius. Maximus, the courageous and noble warrior who uses that same courage and nobility to lead gladiators to unite against a common enemy instead of only fending for themselves. A wounded leader who appears to fill the empty void in his soul with a drive for recognition, power, and fame which all allude him no matter how hard he tries.

The question for all leaders is which of these do you lean to? A wise sage who has made mistakes? Are you the courageous and noble warrior? Maybe the wounded leader? Whether you are a father or a mother you could fall into any of these areas. As a leader myself I can be each one at times, but I hope to be a man who demonstrates the courage of Maximus, the wisdom of Marcus Aurelius and the appropriate and healthy amount of selfless ambition unlike the selfish ambition of Commodus. How will you lead with courage, wisdom, and selfless ambition to add value to those around you today? Lead Well.

*For the facts there is a short bio on Marcus Aurelias, but it may be a spoiler for you if you thought Gladiator was true. http://www.biography.com/people/marcus-aurelius-9192657#challenges-to-his-authority

Jun

2020

Learning from Leaders: Dana Pittard

I was talking with West Point graduate and author of the book Hunting the Caliphate. Major General 2-star (retired) Dana Pittard had spent time in 85 countries and served the United States in many ways. My objective was not to learn his many stories, but learn the leadership principles he has determined work for him over the years.

At a young age Dana gravitated toward relationship roles such as running and attaining the role of class president as a freshman in high school. This desire to lead was not centered around a hunger for power, but from a desire to care for people. This theme is evident in his top three leadership principles.

Compete against a standard not a person

He had me thinking immediately on a competitive versus creative mindset as we discussed this idea. While discussing this he shared that if everyone competes against a standard it creates four benefits:

Everyone can win. When the standard is common for all team members the goal can be achieved by all and even exceeded.
If people are not fighting for one reward and are ultimately working toward a common goal, this will encourage an environment of teamwork.
Servant leadership. Every member has the same goal so the leader assumes the role of chief helper. The leader is continually asking his people and himself “how can I help.”
Combine all three of these and team members learn the skill of negotiation. Instead of seeking win/lose they compromise to find a win/win.

People and Trust

As we talked, he highlighted the reality that leadership is all about trusting OF people and trusting IN people. As leaders our job is to not control, but guide everyone toward a common direction. When defining leadership Mr. Pittard said leadership is:

“unifying a group of people for a common purpose whether they want to go there or not.”

Unifying.

This requires building trust and solid relationships. When discussing this concept, we explored the idea that as a leader receives more authority because of their position they should be more of a servant. The leader’s goal is to help everyone else be successful and by laying down our need to control or have all the credit we are able to achieve that goal. Through genuinely serving others leaders will naturally demonstrate their trust of and in the people they lead.

Inclusion

I had not heard the story of the spider versus the starfish, but this illustration clearly demonstrated the difference between a long-term leadership approach and the opposite. Think of a spider and a starfish. If you cut off the head of a spider . . . it dies. On the other hand if you cut off the arm on a starfish it regenerates. Which type of leadership lasts?

Starfish because it is not completely dependent on the leader. The flat structure lasts and maintains continuity even in organizations with high leadership turnover such as the military. This flat structure creates an inclusive environment where communication flows easily and everybody’s skills and talents can be optimized.

These are Dana’s top three principles. There is more. . . . his most important lesson learned, but I will have to save that for another post. My question to you is: which of these three do you need to work on? How are you at creating a culture that values people and if you are doing well at this, what can you do better? Not sure, let’s talk and discover if a tool like The Leadership Game could help you evaluate your team in a non-threatening and engaging way. In the meantime, lead well.

Jun

2020

We Must Lead With This . . .

Over the past week I have been processing and asking myself what am I to say, if anything? My problem is that I recognize I cannot make any type of ripple to change this deeply systemic and horribly wrong problem that exists in our nation. I will not say I can personally understand, because I can’t, but what I can say is racism is wrong and the systemic change starts with those of us people who make up the system. What can those of us who are people of influence, or leaders, with or without a position do?

Listen

I was listening to a leader explain what he had done over the past week. He had done exactly what any good leader will do . . . listen. He asked the hard questions to understand from others’ perspective and listened. As leaders within our homes, communities and workplaces we need to create an environment where with care and candor these difficult conversations can be had and we need to be quiet. Seek to understand and feel with others what this injustice feels like.

Be Honest

This is a look inward. Over the past few days I have been processing with multiple people. As I was having conversations one person close to me pointed out an unintentional way I communicate that adds to the problem. I have to be honest with myself and open to understanding what I say and do and how it can impact others. As leaders we must look at ourselves and the organization or team culture we create. Does it promote respectful honesty about important issues? If not and we are the leader, it starts with us.

Change

The application. Why am I slow to say anything? Change takes time and transformation starts with each of us individually. As we listen and are honest light will shine on what we need to change. The first change must start with me and then ask what is my role in making a impact, even if small, to the system of injustice that I can impact? Rosa Parks one small action made a significant impact that started in her community. What is the one small action, or big, we leaders must take to address the system?

Care and Love

This is a problem that is much deeper than the color of one’s skin. The solution is deeper than superficial adjustments, saying different things, or creating a new policy. At the core of the solution is love and care.

While implementing the above three steps will we allow ourselves to be transformed into people of love and care who consider the needs of one another not just in crisis, but daily? One of my favorite books describes how we show care best in its description of love. Whether in the home, community, or marketplace more of the following will serve to make a small ripple to transform this systemic problem.

Love is: patient, kind, does not envy, does not boast, is not proud, does not dishonor others, is not self-seeking, is not easily angered, keeps no record of wrongs, does not delight in evil, finds joy in truth, protects, trusts, hopes, and perseveres. If we seek to lead with this list in mind we will be leading justly and creating homes, workplaces, and communities where people are valued.

How can you and I lead more justly today? Lead Well.