Byron's Babbles

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What’s At Your Core (Value)?

Where to begin? There is so much I want to say! Yesterday we had a great gathering of our Florida 3D Leadership group outside Orlando at Renaissance Charter School at Boggy Creek. I love going there and spending time with this group. Yesterday’s topic was core values. We spent the morning setting the stage with some cool activities (Emoji tattoos, making graphic mantras) and discussions around core values and what they wanted to do with their lives and what they wanted their legacy to be.

Then, the coolest thing happened – Lunch!

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Our lunch was delivered and catered from Fuzzy’s Taco Shop. First of all, as the truck, bright yellow, pulled up, it caught my eye out the window I had immediately seen the shiny object and was off topic. Check out the picture of the truck and you will understand what I am talking about. So, as they were setting up at one end of the room we were in, I asked one of the workers, Mariah Miller, whether she liked working at Fuzzy’s Taco Shop and if she did, why? Well, let me tell you, she jumped right into our core values discussion and said that she liked it because her boss did not act like a boss and did not want to be called a boss. He wanted to be considered a coworker.

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Graphic Recording by Amy Reynolds

Then her coworker (boss), or leader, as he likes to be called came in, not having heard me ask the question. I called him over and asked him what his workers would say his mantra was (this was a core values discussion from the morning). He then basically reinforced everything Mariah had told us. We were amazed by the message that David Morales had for us in what became an outstanding extemporaneous luncheon keynote, literally.

IMG_8404David explained he had ended up in Florida, via Texas, because he quit his job, and I quote, “because my core values did not match those of the company I was working for at the time.” Of course I am beaming at this point and everyone was looking at me like I had set this up, which I had not. We had discussed how individual and organization core values needed to match. I had said earlier in the day that is was just a fact that if at any point your own core values become much different from the organization you work for, that it was time to quit. He was affirming everything we had talked about earlier in the day, but with the flare of personal experience and a lot of passion.

IMG_5535He then told us about looking for a job and finding Fuzzy’s Taco Shop. He told us how he cut the deal for Fuzzy’s Taco Shop to cater for the Dallas Cowboys and Texas Rangers. He told us about how he has opened 29 businesses. Finally, he explained how core values build communities of commitment. We had been discussing how core values communicate what is important, influence behavior, and inspire people to action. We had also talked about how core values enhance credible leadership. David Morales from Fuzzy’s Taco Shop had become our exemplar. We did not need to spend very much time with his employees to know he was credible.

…it is clearly necessary to invent organizational structures appropriate to the multicultural age. But such efforts are doomed to failure if they do not grow out of something deeper; out of generally held values.” ~Vaclav Havel

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Graphic Recording by Amy Reynolds

Core values are what support the vision, shape the culture and reflect what an organization values. They are the essence of the organization’s identity – the principles, beliefs or philosophy of values. Many organizations focus mostly on the technical competencies but often forget what are the underlying competencies that make their organizations run smoothly — core values. Establishing strong core values provides both internal and external advantages to the organization. Clearly, Fuzzy’s Taco Shop and David Morales have mastered this.

Needless to say, we were amazed at this outstanding example of a company and it’s employees living out shared core values. Would you, your organization, or school have been able to extemporaneously keynoted our lunch today with the same level of authenticity related to core values as David Morales, Mariah Miller, and Fuzzy’s Taco Shop were able to?

Angry Teachers

AngryTeachersIf you follow my blog you know that I am a fan of Angry Birds; both the game and the movies. I have blogged about Angry Birds on four different occasions: Teaching Like Angry Birds, Angry Birds University, The Angry Birds Effect, and “I’m Not A Leader!” ~ Red. Now I am adding a fifth post about this Rovio Entertainment created phenomenon that I love to use as a guide to great teaching and leadership.

This week I did a professional development for Mevers School of Excellence on student engagement. I have been working with this school’s teachers on professional development by customizing a series of professional development units using teacher walk through data and student data. These teachers are phenomenal and deserved a great finale to the year long work we have been doing. So, this professional development unit was titled “Angry Teachers.” Catchy, don’t you think? We certainly don’t want our teachers to be angry, but we do want them teaching using the principles employed by Rovio that have made this game such a phenomenon. The only homework prior to the evening’s professional development was to have the Angry Birds Classic game downloaded on one of their devices.

I led off with the statement, “Everything you need to know about teaching you can learn from Angry Birds.” I think some were skeptical, but I really do believe this statement. Then, of course, I had them play the game with the volume turned up and take notes about what they learned. Needless to say, they had so much fun. I had them take notes on what they were learning that could be applied to great facilitation of learning. Here is what we talked about:

  1. Make it easy to start the task.
  2. Show, don’t tell.
  3. Give useful and immediate feedback.
  4. Make it easy to recover from failure.
  5. Complicate the task gradually.

Think about it; if a teacher is getting just those five things done he or she is on the way to providing great facilitation of learning. Then after playing a little more I broke them into groups and had them develop the learning even further. Here are the graphic representations of their learning the 10 groups came up with:

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Pretty amazing work! Now, consider the following:
1. Angry Birds involves practice without penalty.
2. Angry Birds offers the opportunity to constant feedback.
3. Angry Birds inherently teaches that different tools have different purposes.
4. Angry Birds has a built in mechanism for knowledge transfer.
5. Angry Birds rewards perseverance.
6. Angry Birds gives no time limit.

No wonder we are all addicted to this game! Now if only we could ensure that our
classrooms are always safe spaces to practice new strategies, offer students a range of possibilities for how to succeed in their learning, give our students constant feedback, and support knowledge transfer within and among our courses. So, do you agree? “Everything you need to know about teaching you can learn from Angry Birds.” Our students deserve us to be “Angry Teachers!”

Play Chess, Not Checkers

IMG_5092Good Leaders Play Checkers.

Great Leaders Play Chess!

Great leaders recognize that each piece on the chess board is different. You cannot play the game (lead), much less win the game, if you do not appreciate, leverage, and deploy each of the pieces in their own unique and individual way.

So today, I facilitated a professional development session for Georgia and Florida principals that I title “Play Chess, Not Checkers.” I started off by asking two questions:

  1. What are the differences between checkers and chess?
  2. What must you be able to do to win at chess?

Since a picture is worth a thousand words, here is a picture of the notes we took during discussion:IMG_5468

Here are some quotes from the day that stood out:

“What can I attack now, and what can wait.”

“Do You have the skills to pivot?”

“We need big vision protectors.”

“The wrong player changes the entire game.”

“What happens when you hire a leader who runs it like a checker game, instead of chess?”

For this next quote I need to put up the graphic I drew:

This was such a great discussion. And, of course, we could not move on without having them create their own model the ideal leadership chess game. Check out this video of their creation:

As you can see this was a very inspirational and meaningful discussion. We gave a lot of thought to how we lead and the environment we create by using the context of playing chess. How about you? Do you lead like a chess or checkers player?

 

 

Leadership Influence Formula

The ability to influence others is crucial to a person’s success as a leader. Let’s face it, leadership is influence. All of the successful and effective leaders I have encountered developed the way they communicate and influence. After activities involving identifying Mount Rushmorean leadership influencers in their life yesterday, our 3D Leadership participants in Georgia set out to develop the top 5 list of leadership influence. This very creative group went a step further and invented a leadership influence formula.

This happened because of a lively discussion while trying to narrow the list down to five. This had taken place using one of my typical strategies of having participants fly airplanes with their personal top three influencer traits. They then glided their airplane to someone else and so on. We then compiled the list and got down to eight. As you can imagine, it got lively at this point.

The beauty of our 3D Leadership Program is that our participants come from all positions. We have teachers, facilities professionals, principals, and many others represented. This gives us the unique ability to have all vantage points represented in a discussion. This affords us what Dr. Nicky Howe and Alicia Curtis call “diversity of thought” in their great book, Difference Makers: A Leader’s Guide To Championing Diversity On Boards. They contend that what really matters are not the visible differences between people but their unique perspectives on the world.

What I believe we are creating through our cohorts of 3D Leadership participants is an organizational culture that is committed to fostering open-ended, inclusive dialogue. It is about recognizing that every person is a rich tapestry woven together from a million threads. Participants’ age, background, experiences, abilities, job responsibilities, gender, race, family story, and many other things all matter. There is a fallacy that people who look alike have the same views. Nothing could be further from the truth, though.

Bottom line is, this “diversity of thought” enabled us to develop a pretty cool leadership influence formula. Here it is: Innovative + Integrity + Compassion/Caring + Listen + Inspire = Leading By Example. Pretty powerful, don’t you think? As we decided, even you wanted to switch some traits out, if you were doing all the parts of this formula, you would be getting along pretty well.

Do you follow the additive value of this formula? If you follow these traits you will stack things in your favor to quickly become a key person of influence.

A Cup Full Of Mindfulness

I finished the great book, Overworked and Overwhelmed: The Mindfulness Alternative, by the great author Scott Eblin this week. I have enjoyed learning more about mindfulness ever since taking a mindfulness course at Harvard University. I believe in the power of mindfulness, but just not very good at it – or so I thought. Then while reading this book, Eblin taught me that some of the things I do are mindfulness activities and I just need to recognize them.

One of the things he pointed to was having objects in our offices that remind us of our core values, goals we have, or other important events or people. These serve as reminders to bring us back to a state of mindfulness. I do have objects in my office that do this, but what actually came to mind was my coffee cup collection. My coffee cup collection is extensive. But, it is not like you think. They are not all up on a shelf collecting dust. No, they are in the cupboard ready for use – a different one every day.

For example, as I am writing this post, I am drinking coffee from the cup I got when my family and I toured The Hermitage. The cup serves as a reminder of the leadership of Andrew Jackson and the importance of spending quality time with family. When I am using that cup, I am taken back to that excursion. It really does take me to a state of mindfulness.

Anyone who has traveled with me knows if the trip has been great I will be in a gift shop somewhere buying a coffee mug. Certain mugs inform about my identity or affiliations. I have mugs from my alma maters and favorite sports teams, places I’ve traveled to, conferences I been to, and organizations I’m a member of. I do not just leave selection to chance either. I actually think about what kind of motivation or mindfulness I need at the time. Just like my Clarity First coffee cup given to me by another great author, Karen Martin, reminds me of being mindful of always bringing clarity as a leader. My coffee cups become my loyal mindfulness partners that don’t judge me.

My coffee cups also earn my affection because of the hot beverage they contain. Research shows that just wrapping your hands around a warm mug can conjure up warm feelings toward others. Pair that with the mental reminders of the message or pictures on the cup and you have the environment to practice more effective mindfulness.

These mindful moments with my coffee cups set a positive tone for the rest of the day. What do you have that reminds you to be mindful each day?

Leading With No Brown M&Ms

Posted in Global Leadership, Leadership, leadership mantra, Servant Leadership, Talk Triggers by Dr. Byron L. Ernest on April 8, 2019

IMG_5234I had the chance over the weekend to live out a rock and roll legend first hand. When I got to Washington D.C. on Saturday for the National Association of State Boards of Education (NASBE) Legislative Conference I checked into my hotel, The Madison Hotel. When I got to my room I was pleasantly surprised by a bowl of M&Ms®, a bowl of peanuts, and a bottle of wine. To me the best part was the M&Ms®. As I was getting settled in I got the text below from Mizane at the hotel:

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I had already tweeted a fun message and then promptly texted a response to Mizane. Check these out here:

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Here is the response I got back, now from Jarro who was ensuring customer care:

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The story goes, and it is true, that the 1980s superstar rock band Van Halen (I went to many of their concerts, by the way) demanded, via a clause embedded in their tour contract that the dressing rooms would have bowls of M&Ms® with all the brown ones removed. This was not as David Lee Roth (band front man) described it, “a simple rock star misdemeanor excess,” but an ingenious way to know that all the details of a very complex contract were followed. The clause was buried deep in the contract and it would need to be read and followed carefully to catch it.

So now the rest of the story back at The Madison Hotel and their attention to detail. Yesterday I got, you guessed it, a bowl of M&Ms® with the brown ones removed. Of course I tweeted about it. Here is the tweet:

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The staff of The Madison Hotel certainly understand the importance of talk triggers. You know I have been telling the story all over the place to my fellow state board of education members from all around the country. Therefore, what would my talk trigger look like? First, I was texted as to how I was doing and if I needed anything. What I found was, the staff cared what I said and really was listening on the other end. How do I know this? Because even having fun and asking for another bowl of M&Ms® with the brown ones removed – I received it!

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Paolo Pedrazzini, Me, Jarro

This reflects the hotel and staff’s attitude of care and commitment to meet every need a customer puts forth. When we pay attention to the little concerns of customers, it is unlikely that many major concerns will occur. Then, at a reception this evening lo and behold Jarro came to a reception we were having to meet me. I had the opportunity to publicly thank Jarro and the General Manager of The Madison, Paolo Pedrazzini. I believe this is a great example of customer relations and care at its best.

This is not a matter of perception, but is a reality, and one with which we, as leaders, and our organizations should make peace with and do. Here is my question for you. Are you willing to remove all the brown M&Ms® for those you serve?

You’re Not a Fraud!

IMG_5200Impostor syndrome (also known as impostor phenomenon, impostorism, fraud syndrome or the impostor experience) is a psychological pattern in which an individual doubts their accomplishments and has a persistent internalized fear of being exposed as a “fraud”. This definition came from Wikipedia (retrieved 4/6/2019). To start this post I needed a definition to frame the discussion. The context for this post came from a discussion during one of our Indiana 3D Leadership sessions last year and I am just getting to it on the list of topics I want to blog about. We were discussing how sometimes individuals move quickly to different positions in schools for doing good work. These aspiring leaders were concerned, however, that sometimes they have some imposter syndrome symptoms and believe they might not be as good as others think they are. At first I wasn’t sure I was catching what they were pitching, but then in studying this I have found this really is real.

For example, a perfectionist sometimes falls into this trap. Think about it. The perfectionist sets lofty goals for themselves, tend to be micromanagers, or won’t delegate at all. Then, when things aren’t perfect, he is super hard on himself. This is also the person who had to have straight A’s and the highest scores in the class. I never needed to worry about this and am certainly not a perfectionist. My dad, conversely, was a perfectionist and actually it would keep him from getting things accomplished at times. I remember when he passed away back in 1988 I found several projects not completed around the farm because he was constantly working to make whatever it was perfect. I always said it was like the old adage “measure twice, cut once.” The problem was he kept measuring to try to get it perfect and never got the board cut. Make no mistake, I loved my dad and I respect him more than anyone, but we were very different on the trait of being a perfectionist. I’m not sure I have ever worried about being perfect a minute in my life and have certainly never worried if someone didn’t think I was perfect.

Sometimes people with this syndrome want to know it all. She never believes she will know enough. Remember, to lead a highly effective group or organization you do not want to be the smartest person in the room. Learning has to be agile. There are things we will need to know tomorrow that we don’t know today. Don’t worry about trying to second guess, just be ready to learn when the need arises (which will be always).

If you’ve ever experienced imposter syndrome you need to realize that you have gotten where you are for a reason. It may have been because of your ability to produce, chance, connections, or some other factor, and that is great. Go ahead and embrace your abilities, embrace what makes you different from everyone else, and play off of your own strengths and capabilities. You are not a fraud.