Leading Like St Nicholas
Merry Christmas! Yesterday I was reading a great piece in History Facts entitled Was St. Nicholas a Real Person. It was a great article and reminded me how important myths and these sub-creations were to what has become part of our culture. I realize I have broached a topic that there are many different thoughts and beliefs about, when it comes to myths and Santa Claus, but hear me out. First, we know there was a real St. Nicholas of Myra that was born around 280 CE and died around 343 CE (that date is disputed). What we do know is that he was a benevolent man and that much of the mystical wonder of Santa Claus was probably myth being created using the example of the real St. Nicholas.
J. R. R. Tolkien believed that myths and fairy tales were essential forms of art because they tapped into deep truths about human experience and the nature of existence. He viewed them as “sub-creations,” meaning that they allowed authors to create their own worlds and realities, reflecting the divine creativity inherent in the act of creation itself. For Tolkien, these narratives served not only as entertainment but also as a means of exploring profound themes like heroism, sacrifice, and the struggle between good and evil. He believed that through these stories, we could better understand our own lives and moral choices, making them invaluable to the human experience.
These sub-creations allowed us to capture the traits of the real St. Nicholas, known for his generosity and kindness, particularly towards children and the less fortunate. Here are a few leadership lessons and themes we can learn St. Nicholas:
- Generosity and Kindness: St. Nicholas was known for his acts of giving without seeking recognition. He secretly provided dowries for poor girls to protect them from being sold into servitude, emphasizing the importance of helping those in need.
- Compassion for Children: He had a particular affinity for children, which is reflected in modern Christmas traditions that focus on gift-giving to kids. His legacy inspires the idea that the holiday season is a time for joy and generosity toward younger generations.
- Miracles and Charity: Stories of St. Nicholas performing miracles, such as reviving three children who had been killed, highlight his role as a protector. This theme of miraculous acts evolved into the magical aspects associated with Santa Claus today.
- Cultural Adaptation: The figure of St. Nicholas has been adapted and transformed through various cultures over centuries, leading to the creation of Santa Claus. His image became more jolly and festive, embodying the spirit of Christmas.
- Symbol of Hope: St. Nicholas represents hope and the spirit of giving, reminding us that even small acts of kindness can have a profound impact on others.
These lessons emphasize the values of love, compassion, and community that should be central to our everyday life and not just during the holiday season.
A Purrfect Blend: How Kittens Inspire Creativity and Collaboration in Leaders
I have blogged about kittens and cats many times, and now must add another. We have a new litter of kittens in the barn (see featured photo) that I am mesmerized by every morning and evening. You’ll notice in the photo, two of the kittens are exploring a broom and have made it into a toy. These kittens are the poster felines for curiosity and exploration. Kittens are naturally curious and often explore their environment without fear. We can learn a lot from them on how to embrace curiosity, encourage exploration, and remain open to new ideas, which can lead to innovation and growth. Combine that with play and observation, and we have summed up how kittens learn.
Kittens engage in play, which is vital for their development. For us, as leaders, incorporating playfulness and humor into the work environment can enhance team morale, foster creativity, and strengthen relationships among team members.
We can also learn from kittens the art of observation and importance of openness to learning. Kittens learn by observing their surroundings and each other. We can benefit from being keen observers, taking time to understand team dynamics and individual strengths, allowing us to make informed decisions.
I love watching these kittens play together. Play is a very important part of them learning important social skills and how to interact with others. Effective leaders should promote collaboration and teamwork, when possible incorporating play, helping individuals understand the value of working together towards common goals.
Finally, kittens are amazingly resilient. They can bounce back quickly from falls or mistakes during play. This resilience is essential for leaders; setbacks are inevitable, but maintaining a positive attitude and learning from experiences can lead to personal and professional growth.
Embracing The Incomprehensible
I am reading the great book by Noam Chomsky, What Kind of Creatures Are We? A Deep Exploration of Human Nature, Language, and Consciousness. In the book, Chomsky taught us that “…sometimes the greatest breakthroughs come from accepting what initially seems incomprehensible.” For example, when Sir Isaac Newton first discovered gravity and proposed the idea that invisible forces could pull objects toward each other in empty space, Newton himself thought the idea was ridiculous.
Additionally, Chomsky critiqued systems of power and governance, often advocating for clearer communication and understanding within social structures. Leaders can draw from these insights by encouraging open dialogue and critical thinking within their teams, which can lead to innovative solutions in the face of challenges.
The idea about breakthroughs arising from embracing the incomprehensible can be incredibly valuable for us, as leaders. Here are a few ways to integrate this concept into our leadership approach:
- Foster a Culture of Curiosity: Encourage our teams to ask questions and explore ideas that may initially seem confusing or out of reach. Create an environment where curiosity is celebrated, which can lead to innovative solutions. It’s all about becoming a learning organization.
- Embrace Uncertainty: Accept that not all challenges have clear or immediate answers. Acknowledging the complexity of certain situations can encourage open dialogue and collaborative problem-solving among team members.
- Encourage Diverse Perspectives: Seek input from team members with different backgrounds and experiences. This diversity can illuminate aspects of a problem that might not be obvious at first and could lead to creative breakthroughs.
- Promote Risk-Taking: Support calculated risks when exploring new ideas or strategies. Leaders should communicate that failure is a natural part of the learning process and can lead to significant discoveries.
- Continuous Learning: Commit to lifelong learning, both personally and for those we serve. Engaging with new theories, concepts, and practices—even those that seem daunting—can inspire growth and innovation.
- Reflect on Past Experiences: Encourage teams to reflect on previous instances where initial confusion or challenges led to valuable insights or successes. This practice reinforces the idea that navigating through complexity can yield positive outcomes.
Chomsky’s emphasis was on the idea that our understanding of the mind and language is not as clear-cut as physical laws; instead, it involves deeper cognitive processes that require exploration beyond simple models. This highlights his view on the necessity for a nuanced approach when studying complex systems like human language and behavior.By applying these strategies based on Chomsky’s perspective, we, as leaders, can adapt more effectively to challenges and inspire our teams to embrace complexity in the work.
Practice Makes Permanent
Last week during one of my Focused Leader Academy gatherings we did an activity around “mantras” as part of our core values series. We all have a mantra whether we know it or not. Those things we believe in and the values we always act on. Others we serve even develop mantras that they use when describing us. Mine, from when I was a principal, was “Make it so!” I always wanted everyone in the school to be empowered to think through what they needed so when they told me what they intended to do I could say, “Make it so!”
One of the participants at Silver Creek School Corporation last week, Grant Condon, was really engaged in this activity and it even created a productive struggle for him. He knew what he valued and what he believed he displayed as a teacher leader, but was having trouble putting it all together – he wanted to get it right. He asked if he could take the development of his mantra as homework. The teacher in me was loving it; he was asking for homework. I love it!
True to his word, Grant did the homework and sent his thoughts to me. His work on the mantra was outstanding and I asked his permission to share. 🎤 Get ready for the mic drop, because his response is a great lesson for us all. Here it is:
Good morning,
I have been thinking a lot about the mantra that I could not decide on during our last meeting on Wednesday. I wanted to focus on effort for it, which I am, but I think I was too set on having the word “effort” in it. The more I thought about it, the more I realized that I already know of the perfect one, and it doesn’t have the word “effort” in it.
When I was on the 5th grade basketball team we had two coaches. One of them was my dad and the other was the dad of one of my best friends. The two of them taught us a lot of fundamentals and foundations of basketball, but they both used the same quote all of the time. In life, you hear a lot of people that say “practice makes perfect”, but they made a twist to that quote that I really like. They always told us that “practice makes permanent”.
I love that for my mantra because it goes right along with giving effort. If you practice by sitting there and doing nothing, then that’s what you are going to bring to the table during a game(or test). Developing habits is what we do in practice. I like to think of classwork and homework as the practice, and the tests/quizzes as the game. When students won’t ask questions, pay attention, or even attempt the work given to them, that is practicing poor effort that will become permanent habits.
I am sure that I have plenty more that I could say about this topic, but I will save that for another time!–
Grant Condon
Silver Creek Middle School
8th Grade Math
Building a Legacy: The Impact of Recognition and Tradition
I just recently became a part of the Yellowstone television series craze. These past couple of weeks as the Paramount Network has been showing all the episodes, I’ve been doing some watching. This is a fascinating show with quite the complex set of through lines. In one of the episodes, a Four Sixes Ranch cowboy told Rip (Cole Hauser) that “When he’s gone, we’re all out of legends, with no one wanting to be the next one.” The cowboy was speaking of a legendary maker of metal tack, after Rip returned from the metal-working shop with a bit and spurs. In this context, the quote from Yellowstone reflects a sense of loss and the significance of legacy within the context of the ranch and its traditions.
When the ranch hand mentions “when he’s gone, we’re all out of legends,” he is implying that the person in question holds a legendary status, likely due to their experiences, skills, or contributions to the ranch’s history. The absence of such a figure creates a vacuum where no one feels equipped or inspired to step into their shoes or create their own legendary narrative.
For me, this speaks to a broader theme of how important role models and leaders are in maintaining the identity and culture of a community. Without these figures, others may feel discouraged or unmotivated to pursue greatness, leading to a fear of losing the rich heritage that defines their way of life.
As leaders, we can apply these themes from Yellowstone in various ways to enhance our effectiveness and inspire those around us. Here are a few key points to consider:
- Embrace Authenticity: Just as the characters in Yellowstone are defined by their strong identities, we should strive to be authentic leaders. This means being true to our values and principles, which can inspire trust and loyalty among our team members.
- Cultivate Resilience: The challenges faced by the characters often require them to adapt and persevere. As leaders, we must demonstrate resilience in the face of obstacles, encouraging our teams to remain steadfast and focused on our goals.
- Serve as Role Models: Like the influential figures in the series, we have the opportunity to lead by example. Our actions set the standard for others, so it’s important to embody the behaviors and attitudes we wish to see in our teams.
- Foster Community and Belonging: The sense of community depicted in Yellowstone is pivotal. As leaders, we can create an inclusive environment where everyone feels valued and connected. This strengthens our collective identity and motivates individuals to contribute actively.
- Encourage Growth and Mentorship: Just as characters mentor each other, we should cultivate the next generation of leaders by providing guidance and support. This not only helps others grow but also reinforces a culture of excellence and achievement.
- Recognize and Honor Heritage: Acknowledging the traditions and history of our colleagues or industry is crucial. By celebrating achievements and learning from the past, we create a richer narrative that connects us and empowers future endeavors.
From Vision to Reality: Mastering Change Leadership
In the awesome book I just finished reading, Rethinking Positive Thinking: Inside the New Science of Motivation, Gabriele Oettingen introduces the concept of “free-floating fantasy” as a form of unproductive daydreaming. This is when individuals indulge in positive fantasies about their future without any concrete planning or action towards achieving their goals.
For example, someone might fantasize about landing their dream job or having a perfect relationship without taking any realistic steps to make those fantasies a reality. While this kind of thinking can feel good in the moment, it often leads to disappointment and inaction because it lacks a focus on practical efforts and obstacles.
Also, “free-floating fantasy” refers to an idealized vision or dream that lacks a concrete foundation in reality. In the context of change leadership within an organization, this could manifest as a leader who has a grand vision for the future—say, transforming the company into a market leader through innovative technology—but doesn’t establish a practical plan to achieve it.
As another example, let’s say a CEO dreams of their organization being at the forefront of sustainability in their industry. They passionately communicate this vision to their employees, inspiring them with the idea of being environmental champions. However, if this vision remains a “free-floating fantasy” without actionable steps—like implementing specific sustainability practices, investing in green technologies, or training employees on eco-friendly processes—the organization may struggle to make any real progress.
Oettingen contrasts free-floating fantasies with her WOOP technique (Wish, Outcome, Obstacle, Plan), which encourages people to not only dream about their desired outcomes but also to recognize potential obstacles and create actionable plans to overcome them. This method helps ground one’s aspirations in reality and promotes a more proactive approach to achieving goals.
This bridging of the gap with WOOP will help to ensure that goals are not just fantasies by preventing:
- Employee Disillusionment: If team members feel excited by the vision but see no tangible actions behind it, they may become disengaged and skeptical. This can lead to a lack of trust in leadership.
- Misallocation of Resources: Leaders might allocate resources toward initiatives that are aligned with the fantasy but not grounded in feasibility or practical application, leading to wasted time and money.
- Resistance to Change: Those we serve may resist changes if they perceive the leadership’s vision as unrealistic. They might prefer a more step-by-step, practical approach rather than a lofty, unattainable goal.
To harness the power of this visionary thinking while avoiding pitfalls, leaders should complement their exciting visions with a well-defined strategy.
Meeting Ourselves Where We Are
The other day, I heard someone comment that they were learning to meet themselves where they were, not where they thought they ought to be. This is pretty profound and a very healthy attitude to take. Meeting ourselves where we are means recognizing and accepting our current feelings, circumstances, and state of mind without judgment. It’s about being honest with ourselves about our realities, rather than imposing expectations or judgments based on where we think we should be in our lives—whether that relates to our emotions, career, relationships, or personal growth.
This mindset encourages self-compassion and understanding. Instead of feeling pressured to reach an ideal or a perceived standard, we can acknowledge our present situation. This acceptance can foster growth and healing because it allows us to build on the foundation of who we truly are, rather than one that is based on comparisons or unrealistic standards.
When we’re feeling overwhelmed, instead of telling ourselves we should be more productive or happier, we would be better served to acknowledge those feelings and address them directly. This approach can lead to clearer thinking and more effective action moving forward. I know I am going to try to do a better job of meeting myself where I am, not where I or others think I ought to be.
My Experience as a Rapper and Leading with Authenticity: The Power of Mystique and Openness
This past week I tried something new at the request of some National FFA Organization National Teacher Ambassadors. Actually, I was being mentored by three Mentor Teacher Ambassadors. I rapped an introduction of Kasey Naylor from Texas and Emma Huber from Wisconsin for a workshop in San Antonio, Texas. Kim Clark, from Kansas, who was serving as the host of the workshop, was the one really spurring on my debut to the hip hop scene. Of course, when I pushed back a little (okay, a lot) they threw my own teaching in my face: “You’re always telling us to not be afraid to try something new and it is okay if it fails.” They were right, you know, I do advocate for that! It was time for me to practice what I preach. I rapped their intro. I called it a fail. They said it was good. They were just being nice! I was watching the crowd – it was an epic fail.
I did, however, try my hand at rapping again that evening for a National FFA Teacher Ambassador dinner with a little more success. This time I made sure that Kasey, Emma, and Kim were my “backing vocalists” (see the featured photo). And yes, before you ask, “backing vocalist” is a term. Their job was to build hype. I was not much better. Actually, I was still terrible. I’ve got to tell you, though, this whole rap and hip hop thing was causing me to do a lot of thinking.
I considered, like rap artistry, how having a touch of mystique can enhance a leader’s presence and appeal. Just like in rap lyrics, where artists often employ metaphor, storytelling, and layered meanings to convey deeper messages, we, as leaders, can benefit from a certain level of intrigue. This mystique can create curiosity and draw people in, making them want to learn more about our vision or approach.
Conversely, though, it is important for us to balance mystique with transparency. Too much distance can create disconnect, whereas a well-placed element of mystery can inspire and engage followers. Those that know me know I do like to build hype. Ultimately, it’s about finding the right mix that aligns with their authenticity and the message they want to communicate.
Rapping can indeed be seen as a leadership skill in several ways:
- Communication: Rappers must effectively convey their messages and emotions through words, which is a vital leadership quality. Even though we are obviously not conveying the same message or story, clear communication helps leaders articulate their vision and inspire their followers.
- Storytelling: Good rappers often tell compelling stories in their lyrics. Again, I recognize it might not be the kind of story I want to convey. Nevertheless, storytelling is a powerful tool for leaders to engage and motivate people, making complex ideas more relatable and memorable.
- Influence and Inspiration: Rappers can influence their listeners and culture at large. Similarly, leaders inspire their teams and communities to achieve goals and embrace change.
- Adaptability: The hip-hop landscape is constantly changing, and successful rappers must adapt their styles and messages accordingly. Effective leaders are also adaptable, responding to challenges and opportunities as they arise.
- Collaboration: Many rap artists collaborate with others, showcasing teamwork and partnership, which are crucial for strong leadership.
Moral of this story: don’t be afraid to try something new. Putting a story into rap form can be an interesting way to think about a topic or make an introduction. A couple of things I learned: 1. Just like any other public performance, a rap must be practiced; and 2. The rap needs to be developed using the voice (expressing your own passions and core values) of the one doing the rapping. One thing is for sure; you will get a laugh and a few roles of the eyes. And you will for sure be better than me at it!
Reflexivity And The Unfolding Drama
Earlier today I blogged about reflexivity and being curious in Reflexivity and Curious George. As I continued to think about this topic I wondered about the work of Patricia Pritchard, who wrote two of my favorite leadership books, The Drama of Leadership: Artists, Craftmen, and Technocrats and the Power Struggle That Shapes Organizations and Societies (1997) and Artists, Craftsmen, and Technocrats: The Dreams, Realities, and Illusions of Leadership (1997, 2nd edition). I wrote about Pritchard and these books in Leading With Artisanship. I learned from Pitcher that as an artist I will, at times, have vague, indefinable, long-term visions that get clarified by action and remaining open to new insights. In other words I’m being curious and reflexive. Artists know where they are going, but sometimes it’s vague and more a trip that destination.
“I claim that the visions of the visionary [artist] leader are no different in form or origin than those of an artist. If you ask a great painter what he or she’s going to paint next, it’s a rare one who will have a detailed answer and if he or she does, I doubt he or she satisfies the definition of great.” ~ Patricia Pitcher, 1997, The Drama of Leadership, kindle location 196 of 2456.
Reflexive leaders focus on the nuances of our environment, harness creativity, and foster a sense of authenticity in relationships. We are skilled in navigating complex interpersonal dynamics, much like artists who interpret and respond to their surroundings in unique ways. Reflexivity fits into Pritchard’s framework as it encourages leaders to engage in self-examination and awareness of their actions, thoughts, and the broader context in which they operate.
In Pitcher’s view, reflexivity allows leaders to step back and critically assess our roles, decisions, and the impact of our leadership style on others. This self-awareness is crucial for understanding the “drama” that unfolds within organizations, as it helps leaders recognize how our behaviors and perceptions shape team dynamics and organizational culture.
By fostering a reflexive approach, we can better navigate the complexities of our environments, respond to challenges with greater agility, and inspire their teams by modeling openness and adaptability. Reflexivity aligns with Pitcher’s emphasis on authenticity, communication, and the importance of relationships in effective leadership.
Reflexivity And Curious George
Yesterday, I had the opportunity to do a workshop for our National FFA Teacher Ambassadors of the National FFA Organization at the National Association of Agricultural Educators’ Annual Convention that is a part of the Association for Career and Technical Education annual conference here in beautiful San Antonio, Texas. It has been a great week of learning, renewing friendships, and making new ones. For me it’s about always being curious. In fact, that is what our workshop was about: “Engagement Begins With Being Curious.”
Of course, there had to be a through-line using Curious George. Which also meant I had to get into character. Emoni White, Program Specialist, Educational Development on the National FFA team, even made sure I was able to truly be “the man in the yellow hat” and transformed herself into Curious George (see featured photo). It is great to work with people like Emoni who want to be curious and help me be curious about making sure we do great workshops and making sure the proper supplies are made available.
As I was listening to the reflections from our wonderful ambassadors yesterday, it made me reflect on what being curious is all about. It also made me think about reflexivity in leadership. Reflexivity, the unsettling comfortable viewpoints, is an important aspect of leadership. By challenging established norms and encouraging critical thinking, leaders can foster an environment where team members feel safe to voice diverse perspectives and question the status quo. This process may initially create discomfort, but it ultimately leads to deeper insights, innovation, and growth.
Leaders who embrace this discomfort contribute to a culture of continuous improvement and adaptability, which is essential in today’s rapidly changing world. They demonstrate that it’s okay to reassess beliefs and approaches, creating space for meaningful dialogue and collaboration among team members.
Curious George is a great example to illustrate reflexivity in a lighthearted way. The character of Curious George embodies a natural curiosity and an eagerness to explore the world around him. His adventures often lead him to situations where he needs to think on his feet, reassess his approach, and adapt to new challenges.
For leaders, this kind of mindset—much like that of Curious George—can encourage openness to learning from experiences, whether they lead to success or unexpected outcomes. Leaders who model curiosity and a willingness to learn from mistakes can foster a culture where team members feel safe to try new things, share their ideas, and engage in meaningful discussions about how to improve and innovate.
Reflexive leaders are often seen as more authentic and trustworthy. Their willingness to acknowledge mistakes and learn from them can strengthen their credibility and foster a sense of safety within the team. Finally, When leaders model reflexivity, they promote a culture of learning within their teams. Team members feel empowered to reflect on their own practices, leading to innovation and growth.
Byron's Babbles 
leave a comment