Leadership

Apr

2019

Learning from the Leadership of a CFO

I was waiting for a meeting with a small business owner and was early. After waiting for a minute I introduced myself to a gentleman getting his day started as he sipped his coffee on this early Friday morning.

We started chatting about what each other does and eventually the conversation shifted to one of my favorite topics: leadership.

Mr. Riddle is the CFO of Gordon Marketing. During our conversation I asked him what leadership looks like from his perspective since his role is very analytical and numbers driven. He provided an excellent definition of his position.

As a CFO he is the historian who documents what has happened within the organization. I found that definition interesting and we explored how that “historian position” interacts with some of his guiding principles as a leader. Mr. Riddle has a few principles that guide how he leads from his position:

Set a good example.

Regardless of the role one plays in an organization or on a team, you must be an example worth following. This principle has nothing to do with the role he is in, but everything to do with the life he lives. He must as if he is an example worth following? More importantly, are we?

Team player.

In his position he feels a responsibility to help others see that as they win whether that is improving their sales, creating an effective marketing strategy or any other win, the whole organization will win. When people come to him with questions on finances he has to help individuals see the bigger picture and ask how this expense/investment can help both that department and the entire organization win.

Bring clarity.

As CFO, Mr. Riddle uses data to help clarify what is important. The numbers will inform what is working and what is not. He filters through the numbers to help team members understand the important metrics that will inform the organization as they strive to accomplish the mission. From his seat he has a responsibility to ask some of the difficult questions such as what is important? Is this strategy good or bad? Combine this data with these questions and he helps provide clarity for the organization.

CFO As a Pacecar?

As we talked, an image came to mind. The CFO is like the pace car for an organization. A pace car slows down the race to prevent further injury when the track is not as safe because of accidents. A pace car also gets out of the way when the track is clear. As a leader he helps set the pace by answering the question: based on what happened is that where we want to go? As he thinks on this question it helps him guide the organization on how to respond to challenges and opportunities.

As a leader are you setting the pace where you can? Is your example worth following and modeling a team vision? How do you need to bring greater clarity to your organization? Need help thinking into these questions? Contact me for a free 30 minute coaching session. In the meantime, lead well.

Apr

2019

An Easter Leader

Easter.

This day may just mean bunnies and chocolate or be a deeply personal day tied to your faith. I am a person of faith and the latter is what it is to me, but that is not what I am going to talk about nor am I trying to push my beliefs on you. Let’s look at the leadership of the man behind that day.

There was a man who walked this earth and was an outstanding leader. What one believes about who he is/was is irrelevant to what I am talking about, but let’s look at some key leadership traits in this man leading up to the end of his life.

Jesus on multiple occasions took on the religious leaders of the day and challenged their beliefs. One day he knocked over the tables in the temple because they were turning a holy place into a business. Another time he entered into a long discourse on how the religious leaders were hypocrites. Was he trying to create a rebellion, no, but he was not afraid to speak truth about the situation and how it did not align with the vision of how it should be.

Humility

If your boss gave you a very difficult assignment that you really didn’t want to do, what would you do? Jesus was in the Garden of Gethsemane sweating blood as he thought of the next step toward fulfilling his purpose. If you read the story you will see he really didn’t want to go through what was next. With humility and focus on his purpose, he was willing to put aside his agenda and take the next step.

Courage

Leaders constantly enter uncharted territory and must endure the positive and negative feedback that accompanies leading change. Change of any kind will draw criticism and leaders cast vision for and implement change. This requires courage to persevere amidst adversity. Jesus’ mission was clear and even as he endured physical and emotional abuse, he demonstrated a leader’s courage.

Sacrifice

Multiple times during the last years of his life Jesus put aside what agenda he may have had to serve others. Frequently a large crowd or individual would come with a need and instead of putting them off he met their physical, emotional, and even spiritual needs. This was an example of sacrifice. Leaders are busy, but sometimes we must sacrifice our agenda to help someone else develop as a leader and ultimately help the move the overall cause forward.

Love

Many of us have heard the idea: “people don’t care how much we know until they know how much we care.” This idea is a statement of love. This may feel a little too “soft” for a leader. Think of the best leaders you knew. They probably had incredible drive coupled with a humble caring spirit. Behind everything Jesus did in the last years of his life was genuine love for others.

What about you as a leader? If these were embodied in your leadership how would it transform your team? May I encourage you to pick one of these areas and take one step to grow and improve in that area. As you seek to grow in that area see how it impacts those around you. Lead well.

Apr

2019

Leadership and Basketball

Virginia and Texas Tech. Who would have thought?

I must confess I don’t follow basketball much, but I do enjoy March Madness. I know enough to know the two teams in the final game for men’s basketball were unexpected for someone with limited knowledge like me.

I’m not going to discuss my thoughts on these two teams, but instead I pulled off my bookshelf books written by two legendary college basketball coaches. One still coaching and the other no longer with us: Duke University’s Coach K and UCLA legend Coach Wooden.

These two books have a wealth of wisdom to gain when it comes to leadership and if basketball and leadership interest you they are worth the small investment as I am going to share only a few principles I have learned.

DISCIPLINE

In Coach K.’s book Leading with Heart* he defines discipline as: “doing what you are supposed to do in the best possible manner at the time you are supposed to do it.” What I find interesting about this definition is the suggestion that we perform “at the best possible manner.”

As a recovering perfectionist this is freeing to read. Discipline does not mean perfection, but doing our best when we are supposed to. As leaders do we give our best possible with the awareness and ability we have and do we hold others to that same standard of excellence allowing room for appropriate failure?

SUCCESS

Now that I have mentioned failure, I have to share the thoughts each man has on success. In John Wooden’s book Wooden on Leadership* he reflects on success in his career. He states:

“Did I succeed? Yes, but only because I can look at myself in the mirror and honestly say, ‘I did my best – near 100 percent – to become the best of which I was capable.’”

This man saw success as being the best he was capable, but similar to Coach K, he realized he couldn’t be perfect hence his statement “near 100 percent.”

Coach K has had a very successful career in basketball and seems to be a very competitive coach yet says:

“Your definition of success should have more depth than the equivalent of winning a national championship. It should be whatever passion moves you deep in your heart.”

As leaders are we doing our best to perform for a trophy or recognition that tells the world we are “a success” or are we leading from a place of significance? When we lead with a deep purpose and passion pursuing a cause larger than temporary reward then we are gaining true success.

A LEADERS PURPOSE

“It’s my job as the team’s leader to remove any obstacle that can impact our team’s performance.” Coach K.

For many years I functioned as a strength and conditioning coach. At times athletes came to me with an ache or pain. My job in part was to help them determine if this was something that needed attention from the athletic trainer or more of a mental obstacle. As leaders we need to be aware if we are creating or removing obstacles for those we lead. At times we have to point those we lead to another source for help like I did when athletes had a physical pain.

“Personal greatness for any leader is measured by effectiveness in bringing out the greatness of those you lead.” John Wooden

One athletic director I worked for told me as the strength coach I had to be “master psychologist.” I would suggest all great leaders understand this. Effective leaders determine what is important to those they lead and those individuals’ strengths. Once they figure this out and position them to excel in their greatness the leader wins, the person led wins, and the entire team wins.

What about you as a leader? Do you realize you can be a legendary coach in your own right? How do you need to grow in your discipline as a leader? Is success more than wins and losses or deals made and the bottom-line results? What are you doing today to serve those you lead and bring the greatness out in them?

I haven’t watched a lot of March Madness, but I do know that behind every successful team is a great leader and John Wooden said it best:

“When you unleash the desire in those you lead to attain their own personal greatness – day after day, month after month – you’ll find unexpected talent springing up all around you”

Unleash the greatness in yourself and those you lead and please contact me if I can help serve you and your team in this process. Lead well.

*As an Amazon Associate I earn from qualifying purchases.

Apr

2019

How do We Change Our Habits as Leaders?

I roll out of bed each morning, say thank you for a new day and slide my feet across the carpet as I head to the bathroom. Next I turn on the water to let it warm up in preparation for my morning shave. Later I sit at the kitchen table reading, journaling and eating my oatmeal.

This routine has been in place in some way or another for over twenty years. What is the point? Am I obsessive compulsive . . . maybe a little, but it creates a habit that provides the reward of improving my focus for the entire day.

I recently read the book The Power of Habit* In this book he describes how we form and change our habits. The beginning of the book contains a cycle we follow to develop habits which you can see below.

https://lancegoyke.com/book-review-the-power-of-habit-by-charles-duhigg

I do not have the time to go in depth on this discussion, but want to explore one aspect and how it impacts the way we lead ourselves and others.

CUE

As leaders something moves us forward toward the goal we are pursuing. That something may be financial reward, seeing lives transformed, a goal for the team, or any number of other triggers. Maybe we are not on target to hit our revenue goals or personally we are sick of being overweight. These frustrations create a cue that ties to an emotion and moves us into action.

REWARD

This is the goal we are pursuing such as a decrease in weight for improved health. Maybe the reward is a bonus check when we hit a revenue goal or another incentive. If you lead in the non-profit sector maybe the reward is some form of transformation or meeting a need. Something keeps us in motion once we have received the cue.

ROUTINE

This is where change occurs. Does your organization have a routine of taking coffee breaks frequently to get a mental break, but in the process productivity decreases? Duhigg suggests this is the area where we change our habits. People need breaks, but how can that break be modified into a different habit that maintains productivity? What if the break were an exercise break or a team brainstorming session or a walk to clear your mind?

Maybe the routine is personal. When I get bored, I have to be consciously aware if I am eating out of boredom or hunger. Instead of eating I have to create a new routine such as engaging with my family or a friend. If I have to choose between eating junk food and reading a book obviously one is a routine that will benefit me in the long term more than another.

One aspect of changing a habit is to introduce a new routine that will provide the reward you want. So what routine do you need to change? What is the first step? What habits do you have as a leader that may be derailing you and your team? Change is possible and starts with awareness. Allow me to come alongside you to help you think into your leadership results. Lead well.

*As an Amazon associate I earn from qualifying purchases.

Mar

2019

Leadership Lessons from a Former MLB Player

Only a year or two ago the man I was sitting across from in the office of his sports performance business had been in the dugouts of teams such as the Padres, Diamondbacks, Angels, and Astros. There was nothing but humility and a genuine authenticity that I sensed in him.

Over a year ago he and his business partner, who had been his trainer when he played, opened ProX in Westfield, IN. This facility exists to help athletes of all sports develop athletic performance, strength, and skill. I was not there to learn about their sports performance or even Mr. Thatcher’s career in baseball. We were there to talk about leadership.

After learning a little about his professional career in baseball and his business we discussed his three keys to leadership. As he talked, Joe drew from his experience in sports and the example of those who led him. At the core of his leadership are three principles that helped him realize his central theme.

Respect of Teammates

Three principles guided Joe as he sought to gain the respect of his teammates and guide him as he seeks to maintain the respect of those he leads.

Consistency

As an athlete he attempted to always be consistent both in performance and attitude. Having spent years around athletes personally, I understood how moody inconsistent players can be a drain and difficult to respect. While leading his organization, Joe strives to be consistent in his performance as an example to those he leads and bring stability to the organization.

Hard Work

In athletics as well as any other pursuit in life those who work hard gain the respect of their peers and colleagues. Joe served as a reliever in his baseball career and his consistent hard work earned the respect of the All-Star players that surrounded him. As the leader of his organization as those around him know he is working hard for the entire organization they respect him and often strive to work at a similar level.

Put the Team First

Baseball is a team sport and the pitcher must trust those behind him every time he throws the ball. When the pitcher takes the mound he can be concerned about his stats or the team’s result. This idea ties into Jim Collins concept of a level 5 leader in his book Good to Great. Collins describes a level 5 leader as an individual with great drive and humility. Both are required of a team player who gets results. A pitcher or a CEO that gets results has the drive to get the work done, but the humility to realize the team or organizational goals are the highest priority.

We explored a little more in detail what putting team above self looks like in an organization and he mentioned three practical areas:

Employees – consider their needs
Laid back environment – they need to get results, but are creating a people first atmosphere
Family First – trust your employees to get their work done until given evidence otherwise and allow them space for family

Before concluding our time Joe shared a common leadership principle he learned from Buddy Black (Padres manager) and AJ Hinch (Astros manager):

Hire the best people you can and let them do what they do best . . . stay out of the way . . . provide what they need and let them run with it.

Joe values embracing the journey which helped him during his baseball career and will continue to help him as a business leader. What about you? Are you putting your people first as you try to align them with your organizational or team vision? Is your example one worth following? Do your principles or your emotions drive you? Take a minute and reflect on your leadership at work and home and write down one step you can take to grow your leadership and therefore your results. Need help thinking into your leadership results then contact me for a no cost to you one on one coaching session. Keep leading well.

Mar

2019

Leadership Lessons Learned

I had the opportunity to learn from some great people last week at the International Maxwell Certification event. I learned from John Maxwell, Carly Fiorina, Dr. Cialdini and more. I wanted to share some of the principles I learned from my experience so you too could learn and grow.

Refresh Yourself

Carly Fiorina shared a key to effectively leading is finding people who lift you up. Life is full of critics and encouragers. Those we spend more time around will influence our energy level. Negative people drain us while others bring life to us. Who is in your life that will lift you up when you are down and help you recharge your batteries? What habits help you to recharge?

Vision

While sitting in on a session led by Mark Cole, CEO of the Maxwell Enterprise, he discussed gaining clarity on your personal vision. One of the many statements he made that impacted me was “people need to determine who they want to be before they determine what they want to do.” We are human beings not human doings with that in mind we need to get clarity on who we are in order to live and lead at our full potential. Having clarity on our strengths, passions, and purpose will enable us to say yes to the best and no to the rest. There was so much more in this area, but I’ll have to share that another time.

Leaders vs. Managers

During the session with John Maxwell and Carly Fiorina they discussed how managers produce results within existing restraints and conditions while leaders change restraints and conditions and challenge the status quo. Both are necessary and after reflecting on this idea I realized often I function as a manager because it feels safe instead of appropriately pushing boundaries and leading. Leadership requires courage and I know this is an area for my growth.

A Leader’s Focus

“Leaders don’t focus on position or title, but make things happen.” How often do people think if they get the title or corner office then they are a leader. This simply is not true. We develop our leadership ability as we move toward a goal and bring others along in our pursuit of this common vision. Leaders think and act to get results. Thoughtful action should be the leader’s focus.

The Gap

“The widest gap between successful and unsuccessful people is how they think.”

John C. Maxwell

We go to the dentist and he or she encourages us to regularly floss our teeth to keep the junk out. John presented the idea of “mental floss.” Do we regularly clear the garbage from our brain because how we see something often is how we see everything? This ability to guard our thoughts and focus our thinking on the right things impacts our ability to achieve success.

These are just a handful of the lessons learned from my time at the International Maxwell Certification. I didn’t have the time to include Dr. Cialdini’s seven steps of influence or steps of pre-fluence. I hope these stirred your thinking as you read them. Which of these do you need to apply? How can you live and lead to your fullest potential today? Write down one application from these ideas and implement it within the next 48 hours. If you need help thinking into your results contact me for a coaching session at no cost to you. In the meantime, lead well.