Byron's Babbles

Community: Aggregating For Innovation

IMG_3385Last week I had the opportunity to be part of a webinar with Peter Block, author of Community: The Structure of Belonging, 2nd Edition. I already blogged once about this webinar hosted by  Becky Robinson at Weaving Influence in honor of the release of the second edition of this book last week. Click here to read, Why Does Community Matter?

During the webinar I had the opportunity to ask a question of Peter Block. My question was, as a public policy maker, how can we scale the use of community and convening of people to really solve the issues at hand; in my case in education? You can listen to Peter’s response to my question here:

This was such a deep and thoughtful answer from Peter, don’t you agree? I had to do some follow-up study to really get my mind wrapped around all of the thoughts he presented here. First of all, this idea of aggregation. There are so many ways you can use and think about the idea of an aggregate. Many times the aggregate is thought of as the whole, like a country, and then the community as part of that whole. Peter challenged me to think about aggregating as opposed to bringing something to scale. He said, “When I aggregate I bring big things and people together that do not need to be alike.” This was powerful and made me think about aggregates like components of a composite material that resist compressive stress. In other words, we need to aggregate people who are co-creating what education, in my case, needs to look like.

Peter was also very clear that legislation follows the innovation phases; you can’t legislate innovation. You innovate through experience. As I was putting this thought process together I realized the aggregation theory was so powerful because by aggregating we are developing by the merging of the differences of the people we are bringing together. Therefore, when we aggregate people together, we get a great deal of experiences to draw from. Peter also pointed out we need to make visible the people who are doing great and important things with the idea of replication. I believe an aggregate can also be made up of many different communities with diverse experiences. Across the country, we find a wide array of communities. However, when you put all of them together, we get an aggregate or the whole.

IMG_3386Then we need to begin aggregating for co-creating for education (in my case), and we then get people talking to each other.  I love the question that Peter suggested we should be posing when convening, “Who wants to participate with us by making it real for you?” Two other things I have learned from Peter Block are to always ask, “What can we create together?” and elected officials and policy makers need to be conveners and not problem solvers. I have always tried to take this very seriously and convene communities with no preconceived solution. This idea of aggregating really drove home the value in convening groups with a wide array of experiences and then valuing those differences – not being afraid of them.

As you can see, this was a very thought provoking webinar that caused a lot of reflection. Here is the entire webinar for you to watch:

 

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Leadership Traits Of A Farmer

Screen Shot 2018-07-30 at 8.39.13 PMLast week was one of my favorite times of the year. It was the week of our county fair, Besides loving helping my son prepare his dairy show cows for the 4H and open shows, I love visiting with community members. My favorite visits, though, are with former students. It is like a big reunion. All of my former students are special, but I have one former student that always schedules some time to sit and have a very quality visit. I end up blogging about our visit every year. I value this time because I learn so much. He always wants to know about what is going on in my life. This year, like every year, he had advice, words of wisdom, and encouragement that I will use in my professional life. Click here to read last year’s post entitled I Have Paid For An Education With My Mistakes about Andy Clark. Andy easily makes it to the top of my list of most respected students. He has truly become an outstanding agricultural leader.

IMG_3330During our visit this year I became even more proud of Andy than I already was. He has done an outstanding job of improving, expanding, and innovating his family farming operation. As we visited I realized what a great leader Andy had developed into. The impressive part to me is that he continues to develop himself and grow professionally. He does not settle for status quo. We had the chance to visit for about five hours sitting at our cattle stalls and I picked up on six leadership traits that Andy has really developed and honed that would make many CEOs jealous. I’d like to share these traits with you here:

  1. Innovating – Innovation is a very important leadership trait. Andy has created different paths for producing for markets with specific needs. These specific needs offer a better chance at evening out the peaks and valleys of commodity marketing. Amazingly, once he has innovated in one area, he is already looking for the next.
  2. Resourcefulness/Adaptation – Andy clearly has a handle on looking for ways to improve efficiency, make use of byproducts, and reformulating to keep the farming operation on a progressive track.
  3. Managing Time and Leading People – I was so impressed when Andy was describing his plans he had recently put in place to retain and develop his employees. His wage/compensation plan has made it possible for him to retain and attract employees and have them where they need to be, at the time they are needed. A large part of his operation is in forage making for dairies. Anyone who has ever made hay or chopped silage knows you must harvest when the crop is right. Andy has developed his leadership skills for maximum employee efficiency. He understands that the achievements of our workforce are crucial to the successful delivery of strategy.
  4. Financial Management – Every dollar saved in expenses is a dollar that directly benefits the bottom line. While expense control is time consuming and tedious, great farmers spend the time to reap the benefit. Living expenses, equipment and machinery purchases, decisions related to using contracted services (like custom chopping of silage), spending habits, areas where can you cut back, and investments that aren’t the best ideas today. These can be the differences between breaking even, losing money or just eking out a profit. Andy knows to the exact penny what it costs to produce a bushel of grain or ton of forage.
  5. Attention To Detail – During our visit, Andy pulled out his cell phone and began to give me a tutorial lesson on JDLink™. This allows Andy to see critical and timely information about his machines, online, and better yet, on his cell phone. By using the MyMaintenance™ app, he is able to move data to and from his machines – easily, securely, and wirelessly. This enables Andy to support his machines and employees, thus keeping the operation running smoothly and efficiently. We talk a lot about SMART Manufacturing and Industry 4.0, but this is truly Agriculture 4.0. Andy is on the pioneering side of using it.maxresdefault
  6. Growing Professionally – I don’t think I know anyone who is constantly learning to the extent that Andy Clark does. He was like that in high school – always studying something and thinking about the next thing he might want to do. He’s like the farmer version of Curious George®. Andy stays connected to knowledgeable sources of the latest information and innovations. He is very interested right now in robotics and wants to be a pioneer in the use of robotic equipment. The bottom line is that Andy is motivated to learn – a characteristic of a great leader.

As you can see, Andy Clark has developed into quite farmer and leader. Every year when I visit with him I become prouder of him and more impressed with him. We are planning to get together before another year passes and I hope we do because I learn and grow every time I have the opportunity and sit and visit with Andy. Do you have leadership traits that you need to develop and hone?

Show Me A Leader

cupmc51wyae0csxBy now, most of you know that the great rock band, Alter Bridge, has changed my life in the last year. The release of “Show Me A Leader” has rocked my world and the way I think about leadership. Click here to watch the video I made of “Show Me A Leader.” Here are some verses/phrases from the song that have really resonated with me:

  • “Well they’re selling another messiah here tonight; But we’re all way too numb and divided; To buy it”  – we should never put our leaders in a position of needing to be a messiah, or the chosen one. Nor, should we ever consider ourselves, as leaders, above others and in messiah status. According to my faith, there is only one of those and there will not be another.
  • “Show me a leader that won’t compromise” – we cannot as leaders compromise our values.
  • “Disillusioned and tired of waiting; For the one; Whose intentions are pure unpersuaded; We can trust” – we need to earn trust and make sure our intentions are always pure and unpersuaded by self interest and are for the good of the whole.
  • “‘Cause a promise is never enough” – pretty self explanatory; don’t promise what you cannot deliver, period.
  • “It’s getting harder to fight out here on our own” – Sun Tzu taught us the skillful leader subdues the enemy without any fighting. This means we need a leader that will help us have the conversations of what we can do to create the future. The communal possibility rotates on the question “What can we create together?” This emerges from the social space we create when we are together.
  • “Show me a leader that knows what is right” – To do “the right thing” means to make a choice among possibilities in favor of something the collective wisdom of humanity knows to be the way to act. Great leaders must call upon a broad band of intuitive knowledge and use it to give guidance and direction. If a person comes to a position of power as a leader in an organization or in society without knowing how to do the right thing, then the people under his or her influence are in for a bad time. At worst they will find themselves plunged into brutal conflict with outside forces, or at best they will spend a lot of time and energy struggling with internal disharmony and damage control.
  • “Show me a leader so hope can survive” – Great leaders often earn their credentials before they become successful. Often, it’s during the times of darkness and hardship that the greatest leaders are born. Hope is the ingredient to which failure knows no answer. And great leaders instill this belief to help the others around them. Hopes and dreams can become real. But often to do so they need life consistently breathed into them. To keep them alive until they are transmuted into reality. Great leaders do this by consistently communicating their beliefs to their followers in the form of visions. They take every opportunity they can – through being a role model, meetings, presentations and writing to describe their visions as crystal clear as possible.
  • “We need a hero this time” – There are leaders, there are great leaders, and then there are heroic leaders. The best of the best put others before themselves. They sprint into danger. They pay dearly for their courage, and they often go years, if ever, without the recognition they deserve.

screen-shot-2016-12-01-at-11-21-39-amThese bullets have become guides for me and benchmarks for some of my personal core values. Particularly this thought of not compromising. Click here to read my thoughts on compromise in “There Can Be No Compromise!

Furthermore, the music video for “Show Me A Leader” is amazing. Click here to watch the video. In fact, I have now used it three times to lead discussions on leadership. Throughout, and at the beginning of this post are graphics done by Mike Fleisch of the sessions we have facilitated on this great song and video.

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Be A Leader!

screen-shot-2016-10-16-at-8-25-23-pmIf you aspire to be a great leader, the first requirement is that you look and listen, so that you can find out the true needs that a situation demands to be fulfilled. It seems to me there is a general myth that leaders are born rather than made, that somehow nature produces a peculiar species of human being who is bigger, more powerful, smarter, braver, and more charismatic than the rest. During this presidential election year I have been reflecting more and more on this. I have caught myself saying, “Is the right person even out there to lead our country for continued greatness?” A democracy, more perhaps than any other form of government, needs great men and women to lead and inspire the people. Now, there are lot’s of different theories out there as to why we might lack great leaders, such as:

  1. Our system of government does not always lend itself to the best people being elected to office.
  2. We seem to linger in a perpetual leadership vacuum.
  3. Are we open to having dialogue with leaders who are going to bring the spark of creativity to the situation?
  4. Are we open to having dialogue about new and tranformative ways of doing things?
  5. Ego causing leadership failure.

Americans, however, myself included, maintain that when the hour comes, it brings the right person. For example, it brought Abraham Lincoln. When he was nominated by the famous convention of 1860 his name had been little heard of beyond his own state. But he rose at once to the level of the situation, and that not merely by virtue of strong clear sense, but by his patriotic steadfastness and noble simplicity of character. If this was luck, it was just the kind of luck which makes a nation hopeful of its future, and inclined to overlook the faults of the methods by which it finds its leaders.

I believe we can all be great leaders, with all the rewards this carries, while still serving the needs of the whole group. We must, however, take an introspective look at ourselves and the areas for improvement we need to make. Having looked and listened, you will know the situation you are in and the need that is crying out to be fulfilled. This deep listening coupled with the criterion values and not compromising those values shapes a model of successful leadership.

We also need to have someone else…share with us the way they experience us…because it’s hard to see our own blind spots or limiting assumptions. We need to get feedback from trusted folks we either know or do not know. Here is my challenge to you: Connect to your top professional priority. Ask yourself: What is the one thing I could get better at that would help me most with my most important professional priority? Create a personal improvement goal around this professional priority. Does the goal implicate you? Your goal implicates you if it is clear that you must get better at something. Your goal should focus on something you can control. It should focuson something specific about yourself that you want to improve. Let’s all own being a better leader.

2016-2017 Welcome Back

Posted in Education, Educational Leadership, Uncategorized by Dr. Byron L. Ernest on August 22, 2016

victoryfieldAs Head of Schools for the Hoosier Academies Network of Schools, I want to extend a warm welcome to our returning students and family members and those of you who are new to the Hoosier Academies Network of Schools. Thank you for partnering with us in the education of your children. Many of us here are also parents and we understand the huge responsibility we have for ensuring that all children find success at every level of their academic experiences.

I am so excited to welcome you back to school today.  I have told others that this is the most excited I have ever been to start a school year. In fact Mr. Hurst, our science/biology teacher, was so excited that he could not sleep last night – think about this; he has been doing this for 41 years and he still gets nervous. I’m excited because of our new vision, mission, and core values we developed last year and the implementation around these that will guide us this year.

Our vision is “Success for Every Student in Indiana.” We define success using the definition of Dr. Felice Kaufman – “Knowing what one wants in the world and know how to get it.” We understand that success looks different for every student.

Our new mission is “Hoosier Academies Network of Schools Engages Students in a Customized and Accessible Education by Collaborating with Parents and Families for Student Success.”

We have five core values:

Students First for Success

  • We are implementing the National Family Academic Support Team with fidelity this year in order to give students and families the support needed to be successful in our schools.
  • We started the Insight School of Indiana in order to support students who are behind or need extra support to be successful.

Educating, Supporting, and Empowering Teachers, Staff, and Families for Success

  • This year we are implementing the National model for Instructional Coaching. Our teachers will be getting regular coaching in order to help them reach their full effectiveness in facilitating learning for your children.

Safe Environment for Success

  • We will continue our anti-bullying campaign.
  • We will have drug awareness programs.
  • We will be using our Raptor (instant background check) system here at our Franklin Road 7-12 Learning Center and at our Caito Road k-6 Learning Center to ensure that everyone that comes into the building has had a background check. We have alarmed our doors so we know no-one is coming in or going out that should not be. Students are assigned to a teacher for every minute of the day and instruction will be happening from the minute the students come on campus until they leave. We have implemented our School Master attendance program so that attendance is being taken with fidelity. I have set the goal of no less than 95% attendance for all of our schools, but particularly hybrid days. I believe you will find that the ship has been tightened at our hybrid centers. We must take full advantage of the face to face time that your children have with our teachers.

Strong Community Relationships for Success

  • We have had many Back to School Expos across the state and a few more to go. Check the website for other community events where you can connect with staff for support you may need.
  • Hoosier Helpings is a food pantry that can help families in need access food, toiletries, clothing, pet supplies, and some household items. Click here for  information for support if needed.

Accountability for Success

  • With our new Academic Plan we have put in place improvements to make sure that your son or daughter is receiving the support necessary for academic performance and achievement.
  • We are clearly communicating expectations
  • We are supporting a culture of continual improvement

You will be hearing more details about many of the initiatives I have touched on here during your specific school convocation break outs, but please know I am excited for us to be back together for an exciting year of learning.

Imagine A Place Where Everyone Is A Leader!

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Greatest Waitress Ever Jenn Becknell With David Marquet and I!

Earlier in the week I had the incredible honor of having dinner with my friend and leadership “idol” David Marquet. David is the author of Turn The Ship Around and developer of Intent Based Leadership™. He is making a cross country bike ride with a group and had a rest layover in Indianapolis, so it enabled us to get together. In a later post I will probably talk more about our great conversation and all the insight I gained from this great man, but for now I want to tell you about our dinner and the insights we gained.

David has a great thing he likes to do when at a restaurant – let the waitress pick his entrée’s. I knew this so I suggested we do this for our meal. I was hoping he would agree even though we were at my very favorite restaurant and Indianapolis icon Harry and Izzy’s. David agreed immediately and gave our waitress, Jenn Becknell, his intro that he is a control freak and that part of his treatment is to let the waitress pick his meal. I have to set you straight though; David is not a control freak and is the inventor of Intent Based Leadership™. He is anything but a control freak. Anyway, he gave the waitress his one boundary and I told her that I really didn’t have any boundaries except maybe not being the fondest of chicken.

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Harry & Izzy’s Shrimp Cocktail!

At first Jenn looked at us a little funny and was a little taken aback, but quickly warmed to the idea. We could then very quickly tell that she was going to have fun with this. I was so impressed with David because when asked about a drink he even told Jenn to pick his wine. Now that is Intent Based Leadership™ at its best. We had truly empowered Jenn to serve us and put the best foot forward for Harry and Izzy’s for my friend who was from Florida and eating there for the first time. Long story short, it was the best and most enjoyable meal I have ever had. We had no idea what Jenn would be bringing us and each time she came out with something different it was incredible. Keep in mind we didn’t even look at the menu. We started with the signature Shrimp Cocktail, of course. I am going to ask Jenn to add a comment to this blog and tell you what she brought us out to eat. The point is, however, that as David and I walked back to my truck we both commented that there was no way we would have picked as great a meal as Jenn did. Particularly, we would not have picked the bread pudding dessert that just put us in heaven to end the meal.

FullSizeRenderSo what does it mean to practice intent based leadership? I have included a slide here from David Marquet’s website that gives all the important points of intent based leadership, but I believe there are two that really apply here for both Jenn Becknell and Harry and Izzy’s. First of all it is obvious that Jenn has been empowered to: “Feel inspired, by pushing control and decision-making down the organization people take responsibility and have the authority to rise to the occasion, even during times of change.” Jenn certainly rose to the occasion and was a tremendous ambassador for Harry and Izzy’s. Thus providing David and I the time of our lives. This was such powerful evidence as to why intent based leadership works.Indy_Downtown-sml

Furthermore, Harry and Izzy’s are modeling that, “the organization’s success should be on the shoulders of all people and not simply the top “leaders” of the organization.” It is clear that this top Indianapolis restaurant has empowered their entire staff to “make it so” for customers. I can tell you a large portion of Harry and Izzy’s success is due to the great staff! Harry and Izzy’s is about great food, but is even more about the experience. Do your people feel valued and proud of the work they are doing for your organization?

Why is ESSA so Fascinating?

POTUSessa1I am so proud to be our Indiana State Board of Education’s representative to the task force, formed under HEA 1395, and charged with studying the new Every Student Succeeds Act (ESSA) and our ISTEP+ summative high stakes Indiana test. Ever since the bill was signed into law on December 10, 2015 by President Barack Obama, I have been fascinated with the possibilities that lie ahead for our children. I have the opportunity to speak about my views and thoughts on ESSA and most recently spoke at the District 9 Meeting of the Indiana Association of School Principals and led off discussing my own and the nation’s fascination with ESSA. But why? Why am I and so many others so fascinated with ESSA?

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Speaking to District 9 Principals of the Indiana Association of School Principals

I believe there are a three big reasons for this fascination:

  1. The historic nature of this law that started back with President Lyndon B. Johnson, was revisited in the President George W. Bush era, and now with ESSA being signed into law by our current President Barack Obama. President Obama told us that when ESSA goes into full effect with the 2017-18 school year, we will be maintaining Lyndon B. Johnson’s civil rights legacy of the Elementary and Secondary Education Act (ESEA), which turned 50 last year. The Elementary and Secondary Education Act of 1965 (ESEA) was originally passed as part of the Lyndon B. Johnson administration’s War on Poverty campaign. The original goal of the law, which remains today, was to improve educational equity for students from lower-income families by providing federal funds to school districts serving poor students. Since its initial passage, ESEA has been reauthorized seven times, most recently in January 2002 as the No Child Left Behind Act (NCLB). Each reauthorization brought changes to the program, but its central goal remains: improving the educational opportunities and outcomes for children from lower-income families.
  2. It was also historic and fascinating that ESSA passed by a huge bipartisan margin after eight years of debate. ESSA passed by a vote of 359 to 64 in the U.S. House of Representatives and a vote of 85 to 12 in the U.S. Senate. President Obama acknowledged No Child Left Behind (NCLB) law and the work of President George W. Bush, but also said the NCLB “often forced schools and school districts into cookie-cutter reforms that didn’t always produce the kinds of results that we wanted to see.” He went on to say that ESSA “creates real partnerships between the states, which will have new flexibility to tailor their improvement plans, and the federal government, which will have the oversight to make sure that the plans are sound.” I believe this opportunity for collaboration between states, including state legislatures, state boards of education, communities, families, schools, and all other external and internal stakeholders, and the federal governments fascinates us and has us dreaming of the possibilities.
  3. Finally, I believe we are fascinated with the opportunity to invent unexpected solutions. Innovation is a major pillar of fascination. Senator Lamar Alexander, Republican – Tennessee, and a key architect of ESSA said it best when he stated “What I believe is that when we take the handcuffs off, we’ll unleash a whole flood of innovation and ingenuity classroom by classroom, state by state, that will benefit children.” Ingenuity and innovation – now that is fascinating and we in Indiana and every other state need to take full advantage of the opportunities that ESSA provides for our students.

With this fascination comes responsibility. As I stated earlier, we have the opportunity to invent unexpected solutions – in other words, INNOVATE. Many talk about the POWER going back to the states under ESSA and even as a card carrying fan of my hero, Patrick Henry (who was an advocate of individual and state’s rights), I would rather say “RESPONSIBILITY back to the states.” Power guides action, so we have the responsibility in Indiana to guide the action and bring all internal and external stakeholders together for a true collaboration to develop innovate for great solutions for the children of Indiana and our Nation.

 

Here and Now

indexContrary to popular belief, human beings cannot multitask. You just can’t effectively attend to two things at once – even the superficially automatic ones. So, how do we stay in the moment? The first thing to recognize is that, try as we might, we really can only do one thing at a time, so we ought to do that thing wholeheartedly. Sometimes that one thing is paying attention to those we lead. Really paying attention and listening to those we lead. Most of our time is spent in the past or the future, rather than the present moment. What we end up doing is passing through the here and now on the way to somewhere else and, in doing so, we miss the moment. Sometimes these are important moments with our team members, whether in individual conversations or group meetings.

“…being in the moment with your team, those you must regularly influence in your leadership, will boost your ability to lead effectively and ultimately drive better results.” ~John M. Manning

Have you ever been speaking to someone and found that they are distracted by something and not really listening to you? You probably thought this was annoying, frustrating, and disrespectful. At that point you may have even become angry or shut the conversation down. In Lesson #22 of The Disciplined Leader (2015), John Manning taught us that great leaders are always fully engaged. When listening pay attention not only to the words but the tone of voice, facial expressions, and body language. This will give you information that will be as important as the words themselves. Most people are thinking of how they are going to reply when someone is talking. Instead of doing that, try to focus completely on what the person is saying.img_1643-1

Active listening is one of the most-important things you will do as a leader. Turn off your computer and your phone, shut your office door, and truly listen to the employee that is expressing their concerns. You may want to make some notes during the meeting – I still take notes on a pad of paper. Furthermore, I am a believer in an open door policy. By keeping yours open as much as possible, you’ll help show your willingness to be part of the team—not above it.

Come On In Doorway Invitation Greeting Guest

 

 

A closed door not only muffles the communication on both sides, but it blinds a manager to the general vibe and energy of the group. Leaders are expected to lead, mentor, and support—things that become pretty tough to accomplish when your employees are afraid they’ll bother you with questions – they will feel this way if the door is always closed. There will obviously be times when a closed door is necessary. I’m a believer it is perfectly acceptable to close your door if necessary to get some things done. But use that perk sparingly and you’ll help cultivate a more collaborative and respectful environment in the office. Not to mention, help give some credibility to that open door policy we’ve all heard so much about.

The bottom line is we need to eliminate distractions and not just show that we on engaged, but be engaged!

References

Manning, John (2015). The disciplined leader: Keeping the focus on what really matters. Berrett-Koehler Publishers. Kindle Edition

Existential Needs

Posted in Uncategorized by Dr. Byron L. Ernest on November 22, 2015

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How do we make ourselves useful to others? How do we make ourselves useful to ourselves? These were both questions that Peter Drucker believed were important us to think about. He also believed organizations needed to think about this for both the people working for the organization and those it serves. We share immensely in the products of prosperity, including better health care and longer life experiences (Maciariello, 2014). These lead us to a whole new range of conditions and choices, especially the opportunity to move from success to significance. IMG_0640

Drucker (2014) argued that the products of prosperity do not create fulfillment, and this becomes very apparent as we achieve prosperity. Drucker recognized that the term “existential” was not only difficult to define, but more difficult to comprehend. The term existential, as used by Drucker, meant the universal need for inspiration, effectiveness, and hope. This definition, I believe, is consistent with that of Kaufmann (1968), who believed “Existentialism”, therefore, may be defined as the philosophical theory which holds that a further set of categories, governed by the norm of authenticity, is necessary to grasp human existence. Please let me be clear, this is not a post about existentialism, but I like Kaufmann’s view of authenticity. We talk about authenticity in leadership all the time. If we go back to Drucker’s view of the need for inspiration, effectiveness, and hope does that not sum up how to be authentic? We need to recognize our own existential needs for inspiration, effectiveness, and hope. Additionally, as we strive for significance, we must strive to provide the existential needs for those we serve and the greater community.

“Here I am in the twilight years of my life still wondering what it’s all about… I can tell you this: Fame and Fortune is for the birds.” ~ Lee Iacooca

While the needs are important to fulfill throughout our lives, they are especially important to fulfill as we try to make the transition from success to significance. Drucker (2014) believed that an important existential need of personhood is to integrate the two dimensions of existence – life in the present and life in the spirit. Organizations need to offer opportunities for meaningful service in the community while also providing a greater sense of purpose for the volunteer. We, as authentic leaders, have the responsibility to bring inspiration, effectiveness, and hope to those we serve and to society. We also must help those we serve do the same thing. Our world’s survival and happiness depend on it!

References

Kaufmann, W., 1968. Existentialism from Dostoevsky to Sartre, Cleveland: Meridian Books.

Maciariello, J. A. (2014). A year with Peter Drucker: 52 weeks of coaching for leadership effectiveness. New York, NY: HarperCollins Publishers.

Stewardship of Affluence & Influence

Posted in Uncategorized by Dr. Byron L. Ernest on November 21, 2015

  

In an ideal world, social science research would provide a strong basis for advocacy and social
policy. However, sometimes advocates misunderstand or even ignore scientific research in pursuit of their policy goals, perhaps especially when research pertains to controversial questions of social inequality. This past week’s lesson in A Year With Peter Drucker dealt with using affluence and influence to become passionate advocates of change and important initiatives. In other words we must be good stewards of affluence and influence.   
Drucker (Maciariello, 2014) believed we must be passionate advocates for innovative projects. These projects could be within our organizations or for social change. Drucker (2014) believed in using pilots. Neither studies nor market research nor computer modeling are a substitute for the test of reality. Everything improved or new needs, therefore, first to be tested on a small scale, that is, it needs to be piloted. In other words, we should pilot innovative projects on a small scale before introducing them on a larger scale. 

Common Mistakes In Introducing Change

 A big advantage to pilots is the ability to identify unintended consequences on a smaller scale. This is especially important for complex government programs that often experience many unintended consequences of well intended legislative programs (Maciariello, 2014). Public administrators should learn from experience, and piloting is a way to gain experience. 

Enough Is Enough!

 Reference

Maciariello, J. A. (2014). A year with Peter Drucker: 52 weeks of coaching for leadership effectiveness. New York, NY: HarperCollins Publishers.