Byron's Babbles

Hailey’s Energy Bus

Several years ago I read the great book, The Energy Bus, by Jon Gordon. It is an outstanding book written as a fable. The book is written from the perspective of a middle manager (George)  who is leading a team heading nowhere. Through a series of events he ends up riding a city bus with a positive motivation guru at the helm and a group of “energy” converts in the seats. After riding the bus for two weeks he has learned 10 lessons.

I was reminded of this book this past Thursday night while working with our Carolinas 3D Leadership participants in Kannapolis, North Carolina. The participants were working on a creative activity of putting 10 of the top influencers of leadership in their lives into a collage. Low and behold as I’m circulating I find Hailey’s Energy Bus. It immediately took me back to The Energy Bus book. Hailey Wade Odum realized that these leaders who influenced her, gave her energy. The energy to be a great teacher leader and K-5 STEM Lab instructor at Cabarrus Charter Academy Elementary School. She even tweeted, “Hop aboard the #Leadership #EnergyBus.” Jon Gordon would have been proud!

This really made me think about the ten lessons in The Energy Bus. They all applied to Hailey’s picks of her top ten influencers. Here’s the ten lessons (rules):

  1. You’re the driver of your bus.
  2. Desire, vision, and focus move your bus in the right direction.
  3. Fuel your ride with positive energy.
  4. Invite people on your bus and share your vision for the road ahead.
  5. Don’t waste your energy on those who don’t get on your bus.
  6. Post a sign that says, “No Energy Vampires Allowed” on your bus.
  7. Enthusiasm attracts more passengers and energizes them during the ride.
  8. Love your passengers.
  9. Drive with purpose.
  10. Have fun and enjoy the ride.

All of these rules I’m sure went into Hailey’s picks of her influencers, but in listening to her report out I believe that rules 2, 3, and 9 were pretty important in the decision. It’s all about personal responsibility. We are each responsible for the direction of our lives. And the direction of our lives is shaped by each day, each thought, and each person we use as a mentor or exemplar. If we are complacent in our lives we let others drive for us. We need to be driving our own energy bus. Have you ever felt out of control? Well, it’s time to take charge and drive your own bus. In my experience, the realization that my efforts now can reap big rewards in the future has always been very empowering.

The other thing we spent time visiting about is that people are constantly being added to our bus. As our lives evolve and we continue to iterate and reinvent ourselves, some of our influencers will change. Unlike like the real Mount Rushmore that is literally carved in stone, our personal Mount Rushmorean leaders should be molded such to be constantly evolving. Who’s on your ENERGY BUS?

Be You!

Last night at our Carolinas 3D Leadership gathering I was struck by a phrase that Stephanie Klingler, the Assistant Principal at Cardinal Charter Academy, put on one of the projects we were working on. The project was identifying Mount Rushmorean leaders and the influence other leaders have on us. Her statement was:

“Be You! Stay strong. Get up! Be the example to others.” ~ Stephanie Klingler

Super powerful, don’t you agree? If Leadership is about influence then this is the example we want to be and what we want modeled for us. It’s about being authentic and doing what Machiavelli taught us: to declare. Who we are is how we lead, pure and simple. Being a great leader is really the simple act of being you. It’s about putting your experiences and what you believe into a package that guides how you lead and the example you are. Stephanie’s statement says it all: be you, be strong, be an example, and keep getting up. It is who she is.

Stephanie is on the left with her mobile office for being a leader of learning!

If we want to lead and be a Rushmorean (yes, I made that word up) leader, then we must know ourself. Being ourself means being authentic. It is okay to be you. It’s really the only person we can be. As my friend Sally Hogshead teaches us, you need to be the best you you can be. The fascinating you! The best way to become an effective leader is to find congruence between what you think, say and do. That said, in order to become an effective leader you have to know who you are: your values, your strengths, what you stand for, why you stand for it, and what your ethics are. Then act on them with conviction and without apology. This is what I believe Machiavelli meant when he says we must “declare.”

Are you being YOU?

What’s In Your Leadership Toy Box?

IMG_4980A week ago I facilitated one of our 3D Leadership gatherings in Florida. We used a Leadership Toy Box through line and had the participants pick a toy at the beginning and describe what leadership traits the toy possessed and how they could use the toy for great leadership. From that discussion we came up with a great list of leadership traits to focus on:

  1. IMG_4978Flexible
  2. Big
  3. Supportive
  4. Balanced
  5. Resourceful
  6. Wise risk taking
  7. Celebrate
  8. Confident
  9. Results driven
  10. Perspective
  11. Approachable
  12. Resilient
  13. Humble
  14. SynergisticIMG_4979
  15. Listens
  16. Caring
  17. Vulnerable
  18. Encouraging
  19. Purposeful
  20. Empathetic

Pretty incredible list, don’t you think? If you aspire to lead, but fill effective leadership roles whose vision will inspire, these are the leadership skills to answer. There are many other leadership traits that could be listed here, but these are certainly traits that, if mastered, would make a pretty effective leader.

The trait that came up the most in all our discussions was flexibility. Flexible leaders are those who can modify their style or approach to leadership in response to uncertain or unpredictable circumstances. Flexible leaders have the ability to change their plans to match the reality of the situation. This flexibility can be helpful when pushing through change. Dr. Ron Heifetz, Harvard University, was the first to define the distinctive theory of adaptive leadership. Adaptive leadership is about mobilizing others to make progress addressing the gap between the way things currently are and the desired state you are striving toward. Additionally, adaptive leadership is a way of reading the situation and understanding what is needed to work with others.

To fully get our minds wrapped around this we need to recognize there are two types of opportunities (challenges): technical and adaptive. With a technical opportunity there is an exact answer that is already known. Adaptive opportunities involve a human component and multiple viewpoints, opinions, attitudes, or diverse set of stakeholders. I believe if a leader takes the 20 items from above and applies them to an adaptive challenge she would be well served and in a position to lead effectively. This is why I am such a believer in creating an open environment for learning about leadership. It enabled the discussions, which started with toys, to get to learning about 20 skills for developing as a leader. What traits/skills would you add to the list?

Leading Like Mr. Incredible

Screen Shot 2019-03-06 at 2.05.58 PMAt our most recent 3D Leadership gathering in Florida we had the participants make name tags because our group size was around 80 individuals. But you know me, I couldn’t just have them make a normal boring name tag with a name, they also had to put the name of the superhero that they would most want to be. Then during some presenting out they had to tell us why. Great activity and way to get to know others! I was blown away, however, by one person, Bradley Warren, Assistant Principal at Waterset Charter School, who put Mr. Incredible AKA Byron on his. I was honored and asked the person why and he said, “You remind me of Mr. Incredible.” I’m pretty sure he was kidding, but… So, I had to do some studying on, you guessed it, Mr. Incredible.

IMG_4985Basically my research revealed that Mr. Incredible started out like any other superhero by saving the world several times. Then I found that he and other superheroes were forced to suppress their superness (yes, I made up that word). During this time it was tough for Mr. Incredible because he was looking for ways to be great and help others. Also, during this time he got married and started a family. Sounds like a lot of us, right? This reminded me that God intended us all to be leaders, fight for what is right, to win, and to defend. I try to live up to this call every day.

The big thing that stands out about Mr. Incredible to me is the fact that for him to realize it was not all about him was that he had to end up with a real family with the real day to day challenges and tribulations we all face. In thinking about it, all of the Thansuperheroes are real people with real challenges who lead real lives. It’s easy to be Mr. Incredible, or any other superhero for that matter, when you have super powers. It’s much harder to be a dad and husband, like the real Mr. Incredible, Robert Parr, who works each day and raises kids to adulthood has to do.

“No matter how many times you save the world. It manages to get back in jeopardy again.” ~ Mr. Incredible

We all need a challenge and we all need to do our part to save the world. Whether that is in the world of education, like in my case, or wherever your passion and purpose takes you. We must all choose to lead. We need to all realize we are valuable whether we can leap tall buildings (which we can’t) or not. We can, however, make a huge difference just being who we are.

What great leadership lessons I learned from a simple name tag. Thanks Bradley, for making me evaluate and reflect on whether I am living up to the Mr. Incredible standards. Do you have any Mr. Incredible insights to add?

Displaying Leadery

Screen Shot 2019-02-23 at 6.10.31 PMSo, those that know me know I love coming up with new words. I am OK with making new words that end up getting the dreaded red hash-marked line under them (meaning it is misspelled or doesn’t exist). Today at our February Carolinas 3D Leadership gathering in South Carolina, the group came up with a new word: “Leadery”. I was all over it immediately because of my love for creating new words. Why can’t we create new words, anyway? Who is the new word police? What is the process for creating a new word? Well, I did a little studying.

It turns out any of us can create new words. In fact the term for someone who coins a new word is a neologist. If you say you knew this you are lying! Shakespeare is often held up as a master neologist, because at least 500 words (including critic, swagger, lonely and hint) first appear in his works. Experts, however, are not sure whether he personally invented them or was just transcribing things he’d picked up elsewhere. I’m guessing with his creative mind he invented them. From what I could find there are about 1,000 new words added to our language each year.

Back to “leadery”. In this case adding the ery to the end of the noun, leader, makes it an adjective. This is pretty cool because I would compare it to bravery. How many times have you heard that someone displayed great bravery? Or, she conducted herself with bravery? Or, the General led his troops with bravery? Probably a lot, right?

Well now we have a term for the act of practicing great leadership: “leadery”. Think about these potential sentences:

  • She showed leadery when taking on the principalship of the failing school.
  • It took tremendous leadery to do what was right.
  • It took a great deal of leadery to change the culture of the organization.
  • If we stay focused on self, others, and the wider world we can lead with leadery.
  • She instilled leadery in the team.

There’s a good chance that “leadery” won’t become one of the 1,000 new words for 2019, but it has sure been fun to learn about the development of new words. Why not have a word that compliments “lead” or “leading” the way that “bravery” compliments “brave”?

Final question: Can it be said you are displaying leadery?

“Innovation Happens Between The Ears”

I heard a great phrase from a retired U.S. Air Force General today. He said, “Innovation happens between the ears.” This quote was in reference to the story of the young Lieutenant George S. Patton developing a plan for making newly invented tanks into an effective tools for war in World War I in 1917. Tanks had not been effective yet because no one had taken the time, nor had the creative genius to figure out how to use the big, slow, machines that got stuck easily. Thus, innovation is not about the gizmo (in this case a tank); innovation is about how the gizmo is used to change the world.

I believe that the tanks mentioned above were just inventions, or worthless gizmos, until Patton got ahold of them and used them to innovate. In doing a little studying I came across the work of Canadian historian Benoit Godin. Godin attributes the differentiation between inventions/creations and innovation to a 1939 definition offered by Austrian economist Joseph Schumpeter. He defined invention as an act of intellectual creativity undertaken without any thought given to its possible economic import, while innovation happens when individuals figure out how to craft inventions into constructive changes in their organizations, personal lives, or to change the world. This is why some believe, while use of the word innovation is at an all time high, actual innovation is on the decline.

It has taken innovation to take many creations, inventions, and failures into complete successes. There is a very thin line between brilliant innovation and absolute failure, and there are many famous examples. Examples that include: penicillin, slinky, Wheaties, plastic, pacemakers, and my favorite, Post-It Notes. The creation of a weak glue when Spencer Silver of 3M was trying create a super strong glue in 1968 was revolutionary. It took till 1980, however for the first Post-Its to be distributed. It took a little while and another 3M employee, Art Fry, for Spencer’s mistake creation to become an innovation that has certainly changed our world. Let’s face it, Post-It notes are everywhere.

In the context of change, innovation does not happen for innovation’s sake, but to find more effective ways of doing things. How about you? Are you creating gizmos and procedures, or innovating to create social change and break the status quo?

Self-Awareness

The following is an excerpt from The 9 Dimensions of Conscious Success.

 

 

Self-Awareness

By David Nielson

 

Patrick Lencioni wrote in the Foreword of the book Emotional Intelligence 2.0:

Not education. Not experience. Not knowledge or intellectual horsepower. None of these serve as an adequate predictor as to why one person succeedsand another doesn’t. There is something else going on that society doesn’t seem to
account for.

 

I believe that “something else” is self-awareness.

When the film Animal House was released in 1978, some of my closest friends from college were convinced it was a “documentary” based on their real fraternity experiences. As entertainment, it contains many funny scenes, lines, and some great performances by popular actors of the day. I’ve always thought it was a very funny film and it certainly highlights many elements of college-level humor and bad behavior for that time. That’s clearly part of the “funny factor.” It’s designed to entertain, not to be a model for young people to follow. That said, the film can teach a lesson about the consequences of stumbling through life in a totally carefree, reactive manner (notwithstanding the humorous futures identified for the key characters at the conclusion of the movie, especially Bluto, John Belushi’scharacter).

 

The characters didn’t seem to demonstrate a very conscious intent with high awareness. The characters were not unconscious (except maybe after the toga party), but they certainly were not totally conscious either. Being clear about the various consequences of their choices was not much of a priority. I have to say I probably operated similarly at times when I was that age.

 

My simple definition of self-awareness is having the capacity for introspection and knowing at any point in time what is going on with you. It means you can see yourself as separate from others and the environment and can focus on your thoughts, feelings, physical state, and belief systems. This capacity or ability creates the solid foundation for much of life.

As my mentor John Jones used to say, “Awareness precedes meaningful choice.” From an early age, making good choices is a big part of life. It’s near impossible to make great choices with no self-awareness. As someone who has been in the business of helping others with their own development for many years, I can say that it truly is impossible to improve yourself without self-awareness.

 

 

About David Nielson
David Nielson brings over four decades of corporate, Fortune 500, and private consulting experience in organizational change management, leadership development, and training. David has helped guide large-scale change initiatives and business strategy driven by ERP, mergers, restructuring, and the need for cultural change. He’s been a featured and frequent speaker at PMI, Project World, Chief Executive Network, Management Resources Association, TEC, IABC, Training Director’s Forum, and the Alliance of Organizational Systems Designers.

David has worked around the world delivering training and consulting Services. In all those years, those countries, those clients; David has observed, learned and collected great experiences and teaching points. David decided to work on a way to “give back.”  His latest book, The 9 Dimensions of Conscious Success helps readers identify their definition of purpose professionally and personally to achieve conscious success.

 

When Leaders Go Bad

This guest post originally appeared on the Giant Leap Consulting Blog.

When Leaders Go Bad

By Bill Treasurer

 

 

 

When you think of the word “leadership,” what comes up?

 

Most people view leadership as connoting the best of the best, the demonstration of high ideals, and living and acting with high integrity.

 

But as long as there have been leaders, there have been leaders who compromised their integrity.

 

In fact, the very first story ever put to the written word, The Epic of Gilgamesh, centers on immoral leadership. Gilgamesh, the king of Uruk, brings us the idea of droit de seigneur, or “lord’s right”, which is the right of the leader to exercise jus primae noctis – the king gets to deflower the community’s virgins on their wedding nights. Why? Because he could, that’s why.

 

It’s the behavioral latitude, the “because I can” freedom, that necessitates the joining of morality to leadership. Just because you can do things that non-leader’s can’t, doesn’t mean you should. But it is also the “because I can” freedom that cause some leaders to lead in a compromised and self-serving way. The unwritten understanding that leaders and followers share is that when you’re the one who set the rules, judge others’ performance, and doles out the rewards, you have more power and freedom than those who don’t get to do these things. Others serve at your pleasure and are accountable to you, not the other way around.

 

Leadership is massively important, particularly during times of intense challenge and change. But leadership is also massively seductive. Leaders are constantly being told how special they are. Think, for example, of the privileges that leaders are afforded that non-leaders don’t get. Leaders get bigger office spaces, more agenda airtime, better perks, more deference, and fatter salaries. They also get less flak when they show up late for meetings, interrupt people, or skirt around policies or processes that everyone else has to follow. Even the simple fact that there are far fewer leaders than followers illustrates their comparative specialness. The fact that not everyone gets to be a leader suggests that they are born of a different cloth, a cut above the rest of us mere mortals.

 

Followers, too, as the hands who build the pedestals that leaders sit on, contribute to, and often enable, the embellishment of the specialness of leadership. Every time followers bite their tongues, say “yes” when thinking “no”, mimic their leaders’ style, or capitulate to unethical directives, the specialness of leadership is reinforced. Very often, the more special followers treat leaders, the more leaders start to believe in their own specialness. It feels good to have one’s ego stroked by eager-to-please followers, and, before long, some leaders start surrounding themselves with suck-ups and sycophants just to keep the pampering going.

 

Given how special leaders are told they are, is it really surprising that some would be seduced into thinking that they are “better” than everyone else, that they deserve more of the spoils, or that they should be free to act with impunity?

 

Should it really catch our attention that some leaders are more concerned with the privileges that they can get by being a leader, instead of being grateful for the deep privilege it is to make a positive and lasting impact on people’s lives when you’re entrusted with leading them? Is it really shocking that some would succumb to thinking that they are the focal point of leadership and not the people that they’re charged with leading? There really isn’t anything surprising or shocking about it. Hubris is what you get when a leader becomes spoiled.

 

While all of the real-time costs of hubris are high, perhaps none is as costly as the sheer loss of potential for all the good that could have been done–and all the lives the leader could have positively impacted–had he not become so enamored with his own power. The most damaging impact these “leadership killers” have is on a leader’s potential legacy.

 

The primary job of a leader is to develop other leaders.

 

Above all, leadership is a tradition that is carried and passed from generation to generation. A leader’s legacy is built by nurturing and developing the talent and skills of the people who are doing the work on the leader’s behalf during his tenure.

 

At the core, a leader’s most important job is not to acquire more power, but to help empower others so they, too, can find their leadership and do some good in this world, thus extending the tradition of leadership. The potential to inspire new generations of leaders gets snuffed out when the “leadership killers,” including hubris, are calling all the shots.

 

THINK ABOUT: How are your actions today going to affect your legacy tomorrow? What will those whom you’ve led in the past will say about you long after you are gone?

 

About Bill Treasurer: 

Bill Treasurer is the founder of Giant Leap Consulting and author of five books on courage and leadership, including the international bestseller, Courage Goes to Work. His latest book The Leadership Killer is co-authored with CAPT John “Coach” Havlik, U.S. Navy SEAL (Retired).

 

Giant Leap has led over 1,000 leadership programs across the world for clients that include NASA, Saks Fifth Avenue, UBS Bank, and eBay. More at: CourageBuilding.com. 

Leading With Natural Self-Expression

Apple 🍎 Instead Of Potato 🥔

Mr. & Mrs. Potato Head are great examples to use as models for leadership development activities. The idea for the original Mr. Potato Head came from a Brooklyn-born toy inventor by the name of George Lerner.  He developed the idea of pronged like body parts that could be pinned into fruits, and vegetables.  He sold the idea to Hasbro toys in 1952 and they developed his idea into Mr. Potato Head which sold for 98 cents. We love using Mr. & Mrs. Potato Heads as a model to use during our first gathering of each cohort of our Noble Education Initiative 3D Leadership Program. I am also proud we are one of the largest distributors for Hasbro of Mr. & Mrs. Potato Heads. Pretty cool to get pallets of these great toys delivered.

Our sixth President, John Quincy Adams, said, “if your actions inspire others to dream more, learn more, do more and become more, you’re a leader.” I would like to change this and say, “If you have been inspired to dream more, learn more, and become more, you’ve been engaged in a 3D Leadership gathering.” This is how I always feel, and I believe the attendees do too, after one of our 3D Leadership gatherings.

This past week was no exception. I was in Florida and at the last gathering I facilitated in Apollo Beach, Florida one of our teachers redid the configuration of his Mr. Potato Head and really inspired the group and myself. He took an apple from the table (we always have fruit available for eating) and used it as the body instead of the provided plastic potato.

His explanation is what blew us away. He told us he not want to be constrained as a leader by using only the standard, provided pieces. He did not want to be constrained by the pre-made holes for the then pieces to be placed – with the apple, he could put them anywhere. The key to what he was saying was “constraint.” I love that he realized he needed to break the shackles of what has always been done. He did not want to be constrained by the “standard” Mr. Potato Head design. He had not let himself be constrained and took chances to run with an idea that allowed for maximum success.

When we do not let ourselves become constrained by the standard ways that things have always been done, or the way things have always been thought about then our personal way of being and acting will result naturally in our being our best. This is really an ontological approach to leadership. Personally, I want to be a part of developing leaders that leaves the individuals actually being leaders by exercising leadership effectively as their natural self-expression.

By thinking about natural self-expression, I want participants to understand we all have a way of being and acting in any leadership situation that is a spontaneous and intuitive effective response to what we are dealing with. We also want leaders whose world view is not constrained by what already exists and uses symbols and ideas to foster meaningful change. I believe our young teacher leader was exhibiting these leadership dispositions.

Leadership development should always be future oriented. We need to continue to think outside the normal pieces provided in the standard package and look for ways to develop our own effective natural self-expression leadership skills.

We Must Listen For What Is Not Being Said

img_4774One of the things I love most about facilitating our Noble Education Initiative 3D Leadership gatherings is when participants say things that really make the group dig in and think. This is heuristic learning at its best. Last night one of our central Florida participants made the comment that as a leader she needs to “listen for what is not being said.” This caused a good discussion around the idea of why was something not being said or were the things not being said even known about to be said. That’s quite a mouthful, don’t you think?

So, how does one get better at paying attention to what is not being said? Good question, right?

Sometimes the challenge is on the end of the person or group communicating with us. If you think about it, we’ve all been in this situation, or at least I have. There are times when we just don’t have the knowledge, words, or correct vocabulary to express what we are thinking. Additionally, the other person does not have the emotional self awareness to convey what they are feeling to get their needs on the table for discussion. Furthermore, there are times when people are just afraid or uncomfortable to intimate their honest thoughts, opinions, and feelings.

We must, as leaders, listen for avoidance of topics, vague communication, or lack of knowledge. These are all cues that something may not be being said that should be. We can combat this by doing more listening than talking. Also, we need to listen to understand, not listen to respond with an answer. We should think more in terms of what is the right next question. Word clues are great to listen for. Finally, we need to pay attention to body language and other non-verbal cues that tell us the person or group we are convening with has more information that is not being told.

In our discussion, we decided there is to perfect equation for listening for what is not being said, but that we must be curious and listen for underlying issues or topics. We need to ask clarifying questions to make sure we we understand before moving on from a topic. Listen and clarify!