1). When we say 'no,' we are actually modeling the type of professional discourse we need. Far too often we blindly agree with everything because it's easier to say 'yes.' If we want people to push us in our thinking, then we must be willing to do the same, which means we need to be able to say 'no.'
2). Compliance doesn't equal commitment... an organization driven to compliance is being driven by fear. True commitment requires intrinsically motivated passion and autonomy for all those involved in the organization.
3). Knowing the difference between 'just tell me what to do,' and 'just tell me what to do...' The first 'tell me what to do' is out of unyielding loyalty with someone whom trust has been built and a relationship has been developed. The second 'tell me what to do' is someone who is just giving in and rolling over only to talk negatively behind your back about the initiative.
4). Who to blame and point fingers at is never a multiple choice question. We can either try and blame those with whom we work, or we can help them understand. Blaming almost always guarantees a negative response which only results in setting things back even further.
5). Always be working to develop, nurture, and groom your successor. We should always be focusing on growing our future potential replacement to ensure a smooth transition in the event of our departure.
6). Leaders don't get to stand on the sidelines. We need to be in the middle of the game in both the good times and the bad.
7). If there are a lot of 'sacred cows' in your organization, then it's time to have a good old-fashioned BBQ.
8). If an initiative you started fizzles out after you leave the organization, then it was never a part of the everyday set of expectations. If the projects, initiatives and programs that occured during our time can't sustain themselves and endure in our absence, then they were never fully entrenched in the culture of the organization.
9). 'Leadership' is having a position & having authority... 'leading' is a disposition that values and empowers others.
10). Most importantly... leadership is about developing more leaders, not accumulating more followers... it's that simple.
2). Compliance doesn't equal commitment... an organization driven to compliance is being driven by fear. True commitment requires intrinsically motivated passion and autonomy for all those involved in the organization.
3). Knowing the difference between 'just tell me what to do,' and 'just tell me what to do...' The first 'tell me what to do' is out of unyielding loyalty with someone whom trust has been built and a relationship has been developed. The second 'tell me what to do' is someone who is just giving in and rolling over only to talk negatively behind your back about the initiative.
4). Who to blame and point fingers at is never a multiple choice question. We can either try and blame those with whom we work, or we can help them understand. Blaming almost always guarantees a negative response which only results in setting things back even further.5). Always be working to develop, nurture, and groom your successor. We should always be focusing on growing our future potential replacement to ensure a smooth transition in the event of our departure.
6). Leaders don't get to stand on the sidelines. We need to be in the middle of the game in both the good times and the bad.
7). If there are a lot of 'sacred cows' in your organization, then it's time to have a good old-fashioned BBQ.
8). If an initiative you started fizzles out after you leave the organization, then it was never a part of the everyday set of expectations. If the projects, initiatives and programs that occured during our time can't sustain themselves and endure in our absence, then they were never fully entrenched in the culture of the organization.
9). 'Leadership' is having a position & having authority... 'leading' is a disposition that values and empowers others.
10). Most importantly... leadership is about developing more leaders, not accumulating more followers... it's that simple.
