Martin Luther King, Jr and his Vision

King inspires with his vision, clarity, and courage to speak truth. Here's another:

We shall meet your physical force with soul force.
Do to us what you will, and we shall continue to love you...
One day we shall win freedom, but not only for ourselves.
We shall so appeal to your heart and conscience
that we shall win you in the process,
and our victory will be a double victory.'
-Martin Luther King, Jr., Loving Your Enemies

MSU President Leads the Way

Michigan State University President Lou Anna K. Simon was the featured speaker at the March, 2009, Howell Chamber "Good Morning Livingston."

She was refreshingly positive and candid about MSU, their role in the higher educational landscape, and the current mindset of the current culture.

:: MSU - She reminded us of their founding principle, "Good enough for the powerful, open to the poorest." She referred to MSU as the "Magic Johnson" of universities. Magic was a fantastic scorer but he was also a key player who wanted to see his teammates succeed by providing them with assists.

:: Current Mindset and approaching solving problems - We need to adopt the philosophy of having Silver Buckshot solutions in a Silver Bullet world where people want immediate solutions. When we simply shoot with buckshot we will hit (solve) what we can and make mid course directions to solve the next one.

Choosing a Bright Outlook

Marcus Buckingham reflects on making the choice to be positive:

Thinking back on President Obama’s inauguration speech, I feel like it really set the tone for 2009 and thereafter. The first line of his speech—“I stand here today humbled by the task before us”—was a solemn reality check. His mention of the “gathering clouds and raging storms” that greet his new administration was clearly a warning that the road ahead will not be easy.
And yet.

And yet the speech was ultimately optimistic: “The challenges we face are real, they are serious and they are many... But know this, America: They will be met.” Along with the new president, I too believe that we can succeed even in these daunting times. And I assure you, the fastest way to overcome the obstacles we face now is for people to offer up and contribute the very best of themselves to their country, their organizations, their teams, their families. President Obama signaled that he will put the need for service front and center in his presidency, encouraging those who demonstrate “the spirit of service: a willingness to find meaning in something greater than themselves.”

It will take hard work, a redoubling of our efforts. Now is not the time to cry, “woe is me” but rather, “what more can I do? How can I help? How else can I serve?”

In closing his inaugural address, President Obama reminded us that “there is nothing so satisfying to the spirit, so defining of our character as giving our all to a difficult task.” You could say that it’s the mission of the Strengths movement to make everyone see the truth of that statement.So in the coming year, know that the commitment to give your all, and more importantly, to give the best of you, will strengthen our economy and strengthen our collective spirit. The challenges will be met.

Lencioni's One Piece of Advice

If you were to give a new team leader one piece of advice what would it be?

(Lencioni)  Take the risk of being vulnerable with the people you lead.  That means, be open about who you are, what your concerns are, what your strengths and weaknesses are.  Be human, and they will trust you.

Lencioni on Poorly Performing Team Members

That depends on whether the person has a true performance problem or a behavioral/values one. Most of what I’m about to say pertains to behavior, though it could also be used, with a little modification, for those who are just not producing.

First piece of advice to a manager: tell the team member he is underperforming. So many times people are not aware of their situation because managers shy away from giving them direct feedback, especially if it’s negative.

If, after direct communication, the situation doesn’t improve, make sure the underperformer knows that you’re willing to make a change to the team—that is, let him go—if things don’t improve. Do it kindly, helpfully, but clearly.

When people know that a leader is willing to make radical changes—like booting someone—they’re more likely to focus on improving. When they think they are indispensable or that the manager would never pull the trigger, they have little incentive to change.

One of three things should happen next. Either the employee will improve, he will leave the organization on his own because he sees that he can’t be successful, or he’ll need to be helped out the door. In most cases, one of the first two situations will happen, and only rarely will a manager have to fire someone.

Finally, throughout this process, communicate with the underperformer with the assumption that he really wants to improve. In most cases, that’s the reality. Doubting someone’s intentions only increases the likelihood that he won’t see the possibility of success.

BTW...What's My Job?

There's not many things more frustrating for any employee than to not know the expectations of the job or role function. What type of clarification is needed? No matter the type of job there are some important aspects to consider:

The specific tasks and how to perform them with excellence. Making sure you know how and where to aim your efforts.

The decision-making authority with the job. Every job has some type of empowerment granted and it's essential to be clear what it is.

The personal accountability of the employee. Having a desire to know how to judge your success as well as know how your superiors will hold you accountable.

The reporting requirements and how they are communicated. A desire to be taught how and what to report to your supervisor in a manner which will enhance your personal and the company values.

Being a Student and a Teacher

Kids tease other kids about being a know-it-all. As they grow up the sentiment doesn't change much. While we like to seek opinions from experts in individual fields, it still holds true that know-it-alls aren't all that respected. Leaders are in the unique position of influence and carry the important role of being perceived as a constant learner.

Jack Kahl, Manco, Inc. and author of Leading from the Heart writes, "The essence of real leadership is to allow your people to see your need and desire for learning. Your actions speak more than your words. Today's leaders must be students of change first, before they become teacers of change to others."

What Makes a Good Leader?

I just read an article from Executive Leadership by Air Force Reserve Maj. Gen. William A. Cohen , a professor of leadership at California State University. He lists eight (8) characteristics that set apart good leaders from great leaders:

1. Maintain absolute integrity
2. Know your stuff.
3. Declare your vision.
4. Show uncommon commitment.
5. Expect positive results.
6. Take care of your people.
7. Put duty before self.
8. Stand out in front.

Of particular interest to me was #3, Declare your vision. He expands on this, "In fewer than 25 words, can you recite to yourself how your organization makes money and where you plan to be in five years."

I would add, Can you recite your Personal Mission Statement in fewer than 25 words?