TEDx ChapmanU–August 20, 2015

Be curious. Open your mind. Challenge yourself to listen and learn. Respectfully explore new perspectives. Discover your own inner Icon\Genius\Maverick.

Great advice in any setting. Prerequisites for attending a TEDx event….

TEDxSoldOut

Be curious. Open your mind. Challenge yourself to listen and learn. Respectfully explore new perspectives. Discover your own inner Icon\Genius\Maverick.

Great advice in any setting. Prerequisites for attending a TEDx event.

Here’s a summary of this year’s talks:

Stella Young—I’m not your inspiration, thank you very much. Stella was born with a disability that limited her growth, and confines her to a wheelchair. Is it difficult being disabled? Yes. Is she special because she’s disabled? She doesn’t think so, and her goal is that you won’t either.

Stella told a story that happened when she was about thirteen. Her parents received a call from a representative of their town council saying they’d like to give Stella an award for her community achievements. That was puzzling to her parents (and her), since she hadn’t really achieved anything for the community. She was more interested in watching Buffy the Vampire Slayer, and Dawson’s Creek than actually doing anything for someone else.

The real reason for the award was that she was disabled and could be an inspiration to others. But that’s just it. She says that being disabled shouldn’t be something special, or an inspiration. After all, isn’t the inspiration we feel based upon the silent (and instant) comparison we make to that disabled person’s difficulty…and our relief that it isn’t us? By comparing ourselves to someone we think should have lowered expectations, we give ourselves permission to have our own higher expectations, at their expense.

Stella can’t wait for the day when being disabled isn’t special: the day when we take our inspiration and lessons from the good within people, whether they’re disabled or not.

Dan Pallotta—The way we think about charity is dead wrong. How much should a charity spend on fundraising? How much overhead should they have? Is it better to have a bake sale and raise $375 with no overhead, or spend $350,000 to produce an event that raises $5,000,000? If you’re an MBA graduate, should you go to work at a for-profit company, or a non-profit?

Dan says the way we approach these questions, and the ethical standards we put on charities and non-profits, is shackling them and reducing their ability to grow. We should be focused on what they are raising, how successful they are at providing their services, and not their overhead rate.

He provided a number of examples of the ways we apply different standards to for-profits, compared to non-profits. And yet, for all the advantages that for-profit organizations have in terms of access to capital, access to talent, permission to make mistakes, and their ability to focus on growth; they are not equipped or motivated to provide the type of assistance (economic and otherwise) that’s required in the lowest 10 percent of our society. Philanthropy is the marketplace for love. We need a robust and well-funded non-profit community to meet the very real needs of those less fortunate.

To get there, we need to upend the way we think about non-profits. We need to remove the shackles and give them the room they need to grow and succeed.

Mina Morita. What you value is defined by what you risk. Mina’s mom risked everything to come to America from Japan when she was 20. Mina gave up her corporate job to pursue her love of theater. Through many twists and turns, she is now the Artistic Director of Crowded Fire Theater. She’s fulfilled and happy. Not because her life is perfect. It’s fairly messy.

She gets to tell stories and create unique moments that can only happen in theater. Theater fulfills dreams. It’s a place where failure and judgment are in the flesh…every night. She has missed a lot of life’s joys, sacrificed special moments with family and friends. But, she’s happy because her life is what she wants it to be. What you value is defined by what you risk.

Brian Vellmure. Brian is a management consultant, but his talk wasn’t about that. It was about how to prepare our next generation for the challenges that lie ahead. What does he recommend? Team sports and adventure travel.

Team sports show us how to work with others, how to rise to a new challenge, how to go beyond what’s expected. Most importantly, team sports show us how to respond and bounce back from failure…and the fear of failure.

Adventure travel makes us all kindergarteners again. We don’t know anything. We don’t know the language, the customs, the food, or the geography. Outcomes are uncertain. It’s perfect practice for dealing with the challenges that our future will bring.

Why do some people succeed while others fail? Brian says successful people have three things above all else. Curiosity. Grit. Character.

Ryan Gattis. Ryan is an author, but more than that, he is an explorer of life. In 2009, his life had bottomed. He boiled it down to a series of numbers and stats, and none painted a good picture.

As a storyteller, Ryan told us that every good story has five elements:

Hooks

The Unexpected

Cause & Effect

How did it feel?

Concrete specific detail.

All of these elements are nothing if the story (and the author) lacks authenticity. Authenticity is the invisible power that makes a story matter.

Ryan weaved three stories together that contained all of the elements. We heard about the depths of his despair in 2009 and the course he charted to climb out, followed by an intense meeting with a Los Angeles area gang leader, asking permission to do research for his next book, All Involved: A Novel of the 1992 L.A. Riots. The third story, and also an unexpected element within the first two, was something that happened when he was seventeen. He wound up on the receiving end of a punch from a football player named Lump. The punch destroyed and relocated all of the cartilage in his nose to an area on his cheek, without breaking a bone. Two reconstructive surgeries later, he was fluent in pain.

It was that pain that gave his stories their authenticity, along with all the other elements. He discovered that once he opened up to his pain, his prose opened up as well.

Doug Woo. Doug is the president of the Smart Display Division at FUHU. FUHU focuses on providing digital solutions for families and kids. They have a line of tablets, aimed at the unique needs of families. Their Big Tab displays are as big as seventy inches. They resemble large flat screen TV’s, but they act like tablets.

Their innovation was to create a whole new category, based on something that everyone thought they already knew. Tablets. Innovation is practical change, driven by desperation or inspiration. FUHU went “big,” and focused on how to connect the family with their technology. Their cause was bigger than just the technology. Togetherness, collaboration, sharing. These were their motivation, and the Big Tab displays are the result.

These tablets don’t isolate family members. Instead, the entire family shares in the immersive experiences that only the Big Tab can provide.

Dotsie Bausch. In the first minute of Dotsie’s talk, we learned that she was a fashion model, a cocaine addict, bulimic, and attempted suicide twice. This was all before she entered three years of therapy. As she made progress, her therapist recommended she take on a new activity, and she chose cycling on a whim.

By 2012, she had become an Olympian track cyclist. She won a silver medal in the team pursuit event. She says that she has a voracious appetite for winning.

But, that wasn’t the subject of her talk.

Her talk focused on the benefits of a plant-based diet. It all started when she watched a documentary about factory farms, and witnessed the cruelty that animals face on their way to slaughter. She considers it an act of Olympic-level compassion to eat a plant-based diet.

She says that a person who eats only a plant-based diet is consuming 200,000 less gallons of water per year than someone who eats a meat-based diet. Athletes who eat plant-based diets recover 50% faster than their meat-based counterparts.

She asked each of us to go meatless for one day to start down the path toward a plant-based diet.

Todd Irving. Everyone is someone’s child. Todd says this should be the dominant thought in education at all levels. Parents send their most precious possession to school, and they should be treated that way. Todd is the teacher, now principal, that we hope all of our kids get. What makes the most difference to a kid? Taking time to make a connection with them. Getting to know them, their dreams, and their fears…one-on-one. Every child needs to have hope, and that’s the job of every educator, and each of us in the community.

Lesley Fightmaster. Yes, that’s her real name. Lesley is a yoga instructor. She led us in a short, guided meditation. We started by focusing on our breathing and our posture. With our eyes closed, breathing a little more deeply, she guided us through a series of peaceful thoughts that we directed out to the world and then back within ourselves.

Meditation helps us focus on the present moment. This moment is great. Be there. Namaste.

Dr. Anthony Chang. Dr. Chang started his talk with some sobering statistics about the relative happiness of physicians in the US. Nine out of ten physicians wouldn’t recommend their profession to others. Only 6% are happy with their careers. We are creating a perfect storm for reducing physician morale. They are under pressure to see high volumes of patients in a short amount of time. They are inundated with data gathering, data entry, and billing challenges.

Dr. Chang gets his inspiration from his patients. He told us about three of his patients, Hanna, Elsie, and Shirley. Hanna helped him renew his idealism for his profession. Elsie showed him how important it is to take all the data we have and somehow turn it into wisdom for patients…intelligence in medicine. Shirley reminded him about the importance of innovation in medicine.

Dr. Chang wants to integrate artificial intelligence into the practice of medicine. When we were learning to fly, we watched birds. Our first attempts tried to mimic their method, and didn’t work. Only by learning the underlying characteristics of flight, were we able to solve the riddle of flight in our own unique way.

It’s the same with artificial intelligence. Rather than attempting to mimic the way our brains function, the best approach is to extract the lessons we can learn and create our own unique methodology for bringing intelligence to various fields, like medicine.

Dr. Brenda Wiederhold. Dr. Wiederhold is a clinical psychologist and entrepreneur. She uses virtual reality to create transformative therapies for her patients. Therapies that free her patients from the bonds of fear and anxiety, and help them regain control.

Virtual reality is an excellent tool for transporting a patient into another reality. A reality that scares them, paralyzes them, or holds them hostage. Once the patient enters this reality, Dr. Wiederhold can work with them in this safe environment, showing them how to control their emotions, and ultimately their subconscious mind. This frees the patient to use what they’ve learned in the virtual reality environment, in the real world.

Phu Hoang. Build your dreams over time. Phu is the co-founder and CEO of Virtium Technology. He says there are two types of entrepreneurs. One is the “reckless abandon” type that makes a breakthrough and dives into it without really knowing which way he’s going. We’ve heard of many of them, yet there are only a few of them.

Then, there’s the rest of us.

Phu’s advice is to always have a dream, but also a belief in ourselves. He always believed that if he put time into learning about something, he could master it. By continuously improving, he could become the best. Choose a niche in something that is already growing rapidly. Look where the big guys aren’t looking and take that bite size niche. Become number one in that niche and build from there.

It’s okay to build someone else’s dream while you’re building your own. When you’re ready, make the leap and work full-time on your own dream.

Rob Seitelman. Rob is the speaker coach for Chapman’s TEDx. His talk was a letter to his daughters on the power of failure. Everything worthwhile has to cost something. Sometimes that cost is failure. Create a fall-through plan, not a fall-back plan. Sometimes you can do everything right and it still doesn’t work. The reality is that life is all about family, friends, and most importantly, love.

Never let someone else dictate your happiness. There is such a thing as best, but it’s only what’s best for YOU that matters. What’s best for someone else isn’t necessarily best for you. Think about the “why” of things. The most important “why” is: for the benefit of those who will come after us.

Ahmed Younis. Ahmed is an Assistant Professor at Chapman University. He focuses on the architecture of social change, youth employment in the Arab World, global Muslim public opinion and Islamic reform for social change. He started his talk by saying that he’s been working on terrorism for the past fifteen years. But, he hit a wall about a year ago.

He began to lose faith. A vessel can only pour what is within it, and he feared that his vessel was empty. It’s his job to articulate hope, and yet he was out of hope. He went on a search for hope and found it in a surprising place. He found hope in graphic novels and comic books. His favorite comic books? Pride, Cairo, Captain America, Black Panther, and Ms. Marvel.              

Each tells a story where hope triumphs amidst tragedy and conflict. Each is a story of heroes rising up from nothing to take on a world of ugliness and darkness.

How we engage the ugliness determines our hearts, and gives us hope.

Mandy Len Catron. Mandy published an article in the New York Times in January of this year, titled, To Fall In Love with Anyone, Do This. It highlights a study done more than twenty years ago by Dr. Arthur Aron. It’s an experiment built around the intimacy that comes from sustained, escalating, reciprocal, personalistic self disclosure.

Here’s the premise (from the article): A heterosexual man and woman enter the lab through separate doors. They sit face to face and answer a series of increasingly personal questions. Then they stare silently into each other’s eyes for four minutes. The most tantalizing detail: Six months later, two participants were married. They invited the entire lab to the ceremony.

Intrigued, Mandy tried this experiment with an acquaintance. After they had asked each other the 36 questions, they stepped outside the bar where they were for the evening, and onto a bridge. They then stared silently into each other’s eyes for four minutes.

Did they fall in love? Yes, but that’s not the whole story.Her story received over 8 million views. Suddenly, she was an international news story. Unfortunately, so was her new relationship. The most asked question she receives is, “Are you two still together?”

She doesn’t think that’s the question we should be asking.

When you admit to loving someone, you admit to having a lot to lose. What she wants from love, and probably what most people want, is a guarantee that this love will last forever. That’s why everyone asks if they’re still together.

Falling in love and staying in love are two different things. Love is terrifying, and there aren’t any guarantees. That’s part of the deal.

Are they still together? Yes.

 

If there was one overarching theme from all the talks, it is that hope is precious. Without it, life becomes ugly. With it, everything else becomes possible.

Past Chapman TEDx summaries:

2013

2014

 

Real People. Not Actors.

Are real people supposed to be more honest than actors…

There I was at the gym, climbing the StairMaster (it’s what competitive stair climbers do for fun), and I noticed a commercial on one of the TV’s.  I don’t know what the commercial was trying to sell.  I only know that the people who looked so excited were Real People. Not Actors. That’s what it said on the screen.

I wonder if actors like being thought of as not real people.

Are real people supposed to be more honest than actors?

Don’t we all act just a little bit everyday?  If that’s true, who’s the real person, and who’s the actor?

Real people choose to act in a certain way, everyday.  They may choose to act unhappy, irritated, belligerent, impatient, frustrated.  Or, they may choose to act happy, supportive, patient, welcoming.

We’re all actors…and real people.  We choose how we act.

When we choose, it’s real for everyone, including ourselves.

ASSUME…The Most Powerful Word in Leadership

Assuming a leadership role is much more than merely accepting the new position.

Bad-News-Bears

I remember the first time I saw someone dissect the word, assume.

It was in The Bad News Bears (the Walter Matthau version in 1976).  The Bear’s coach, who would later be replaced by Coach Buttermaker (played by Matthau), was lecturing the team on his philosophy of coaching.  He wrote the word ASSUME on a chalkboard.  He said they should never assume.  “Whenever you ASSUME, you make an ASS out of YOU and ME.”

To my pre-teen mind, this sentence was amazing on two fronts.  It showed that a cuss word can be buried inside a regular word.  Quite a revelation.  It also showed that one should never assume anything in life, because, well, you know the rest of the sentence.

Since then, I’ve learned there’s a lot more to the word ASSUME.  In fact, it is the essence of becoming a leader.

Consider some phrases that describe a new leadership position:

-She took on the new team lead position.

-He received a promotion to supervisor.

-She was hired to replace the manager who just left.

-They created a new management position for him.

-We are happy to announce we’ve brought on Jeff Smith, who will be our new General Manager.

Sure, all of these describe important leadership roles.  There’s some person filling each slot.  We know whose name is in which box on the org chart.

But, can we assume they are a leader?  Maybe, maybe not.  Remember what happens when we assume.

Leaders are those who assume the mindset and perspective needed to actually lead others.  When a leader assumes their role, they’re stepping into the ownership position.  They own their role.  They own the direction.  They own the outcomes.  They spend their time on offense, rather than preparing their defense.

More importantly, when they assume their leadership role, they become the servant to those they lead.  They realize that nothing happens without the people they’re leading.  They look for opportunities to multiply their efforts and the efforts of those they lead.

Assuming a leadership role is much more than merely accepting the new position.  In fact, it often has nothing to do with your current position in the organization.  You can (and should) be a leader long before you’re granted the position by someone else.

Look around your organization.  Who are the true leaders?  You’ll probably notice that they’re the ones who have fully assumed the role.

 

 

What’s it Gonna Take?

The biggest cost often isn’t in dollars…

Questions that (should) open our thinking to new possibilities:

  • Why?
  • Why not?
  • How might we?
  • Why don’t we?

Questions that point us toward solutions:

  • Which strategy fits best?
  • What if we…?
  • How do we get started?
  • How can we make this work?

The real question to be answered before anything actually happens:

What’s it gonna take?

What’s it gonna take to:

  • Start?
  • Find the girl (or boy) of my dreams?
  • Buy this house?
  • Get the job I want?
  • Forgive?
  • Get this project moving?
  • Get this person hired?
  • Run a marathon?
  • Find the real meaning in life?
  • See the Eiffel Tower?  Iceland?  The Northern Lights?
  • Stop pretending we have it all figured out?

Each decision, each action, and each direction you choose carries a cost.

That cost will be in dollars, time, energy, commitment, pride, comfort, or a combination of these.  There’s also the opportunity cost associated with choosing one direction over another.

The biggest cost often isn’t in dollars.  It’s in our pride and comfort.

How much time will you give to an idea?  What if you’re wrong?  Are you willing to risk embarrassment?  Is it worth thousands of dollars to see the Eiffel Tower?  Are you willing to step outside your comfort zone to try something new?

There’s no such thing as a free decision.  And, the decision not to decide carries its own costs.

The challenge is understanding what it’s gonna take, and having the willingness to pay.

Discuss or Defend?

The search for alignment, a conclusion, a decision, or an all-out victory often trumps everything else…

Discussing involves active listening.  Curiosity.  Openness.  It requires genuine interest in ideas, even if they contradict your own.

Defending involves taking and holding a position.  Looking for openings to argue against another idea.  Preparing your response, while you should be listening.

Discussing takes time.  Discussing requires courtesy, respect, and patience.  Defending, not so much.

Most discussions we see on TV, or hear on the radio, aren’t discussions at all.  They’re exercises in defending.  Questions and answers are metered out in an attempt to defend one position or another.

It’s often the same in a business setting.

The search for alignment, a conclusion, a decision, or an all-out victory often trumps everything else, including a meaningful exchange of ideas.

How often do you defend, instead of discuss?  Be honest.  We’re just discussing here…no need to get all defensive.

What if you went through an entire day without defending?  Think you could do it?

 

Years of Experience

The school of hard knocks never issues a diploma, but it does yield a lifetime of experience…

knowledge-vs-experience

“I’ve been with this company for 35 years.”

“I’ve been in this industry since it started.”

“I remember when we used typewriters to fill out those forms.”

“I’ve forgotten more about this, than that new guy will ever know.”

“I’m not sure how things are supposed to work.  I just started a couple of years ago.”

“I hope they give me a raise soon.  I’m the only person who knows how to process all the claim types.”

“There’s no way someone will ever figure out how to replace me.  I wouldn’t even remember all the steps if I had to tell someone.  It’s automatic for me.”

Experience counts.  There’s no replacement for the lessons learned by doing, succeeding, failing, recovering, making it up as you go, reinventing, punting, switching directions, and trying again.

There’s no shortcut to learning how a business or industry ebbs and flows throughout a year, or through the ups and downs of the economic cycle.  A business that’s a no-brainer during the up-cycle can, and will, turn into a nightmare in a down-cycle.  A person who can lead a business through an entire up and down cycle can’t help but learn all the ins and outs of that business (and its industry).

But, what’s the true value of all that experience?  Nope, that’s not it…

The real value comes when you teach and mentor others.  It’s relatively easy to master something for yourself.  The real challenge, and deepest learning, is in teaching others.  Not just the raw facts and steps to something, but connecting and passing on the passion that you have and watching your “student” define their own passion about the topic.

Consider your years of experience doing something.  Maybe you’ve been in a particular job for twenty years.  Can you honestly say that you’ve had twenty real years of experience, or twenty one-year experiences?

What’s the difference?

The difference is whether you’ve merely stacked the same one-year experiences on top of one another, or built and connected a compounding level of expertise in your twenty years.  It means looking back at the (hopefully) countless people you’ve helped along the way to become the best versions of themselves.  It means that you’ve found ways to multiply yourself and your impact by working with, and teaching, others.

The school of hard knocks never issues a diploma, but it does yield a lifetime of experience.  That experience only counts if you take the time to pass it on to someone else.

 

 

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Ego and Leadership

“A leader is best when people barely know he exists.  When his work is done, his aim fulfilled, they will say: we did it ourselves.” –Lao Tzu

Which is more important?

Being the leader everyone knows is in charge, or

Being the leader who helps others take charge?

The only way any leader can succeed is to multiply themselves with the help of others.  Only by helping others take charge does the engine of multiplication come to life.

How can you best create ownership within your organization?

Giving commands, or

Asking questions?

This is an easy question.  It’s also one of hardest for many to put into action.  Asking questions is the answer.

What matters most?

Planting your ideas with others, so those seeds of thought take on a life of their own, or

Receiving accolades for your brilliant ideas?

Accolades are nice, but there’s nothing like the quiet satisfaction of seeing your ideas surpass your wildest expectations in the hands of others.

What’s the secret to answering each of these questions correctly?

Realizing the difference between confidence and ego.  Ego is like a wall that separates each of us from truly limitless potential.  Ego is fueled by fear and envy.  Ego worries about embarrassment.

Confidence is what you get when you find a way to leave your ego at the door.  Confidence isn’t afraid, or envious. Confidence loves to explore.  Confidence is happy to let go of itself.  Confidence is willing to be wrong, or look foolish, without embarrassment…especially when pursuing the biggest truths in life

A leader driven by ego is powerless, without realizing it.

“As we look ahead into the next century, leaders will be those who empower others.” –Bill Gates

 

The Power of Elevated Thinking

Imagine the value of the person who looks for ways to help, instead of…

MarianneWilliamsonQuote

 

“The last IT guy had a diagram of the network, but since he left, I haven’t updated it to reflect the changes we’ve made.”

“The system was setup before I got here.  It’s not a good fit, but I’ve just been making do since I took it over.”

“This process ran pretty smoothly last year.  I don’t think the new guy has a clue about how it should work this year. This has failure written all over it.”

“I’ve seen it all in my time.  They’ve tried a bunch of new ideas to make things more efficient, but they never work.  I try to tell them they’re wasting their time, but nobody listens to me.”

“I wonder when the VP is going to notice how screwed-up this project is.  Everyone knows it’s a disaster, but him.”

“The more things change, the more they stay the same around here.”

How many times have you heard (or said) versions of these quotes?

It’s easy to point to problems with “the system.” It’s easy to blame the other guy, the other department, your boss, your employee, the customer(!).

Avoiding ownership is the easy way out.  It’s also the quickest way to ensure mediocrity and failure for yourself and your organization.

Imagine the possibilities if just one person in these hypothetical situations chose to elevate their thinking.  Imagine if they decided to own the search for the right solution.  What if they actively participated in making someone else’s solution a success?  Imagine the value of the person who looks for ways to help, instead of looking for ways to criticize.

There’s nothing stopping you from being that person…except maybe yourself.

 

By the way, have you read my book?  100’s have already (thank you!).  If you’re one of them, please do me a favor and tell your friends about it.  If not, it’s time to take ownership, and get yourself a copy!

All of my proceeds are going to two awesome groups who embraced the opportunity to take ownership of a problem:  Mothers Fighting for Others, and the Scleroderma Research Foundation.

 

Photo Credit

Finding Your Authentic Swing

What about the inevitable shanks, worm-burners, wicked slices, massive hooks, and just plain misses?

BaggerVance

 

“Yep… Inside each and every one of us is one true authentic swing… Somethin’ we was born with… Somethin’ that’s ours and ours alone… Somethin’ that can’t be taught to ya or learned… Somethin’ that got to be remembered… Over time the world can, rob us of that swing… It get buried inside us under all our wouldas and couldas and shouldas… Some folk even forget what their swing was like…”

-Bagger Vance

The Legend of Bagger Vance is filled with good stuff.  It’s a movie that moseys along with a subtle, southern rhythm.  It conveys a depth of meaning without trying.  The movie challenges each viewer to look at themselves as much as the characters.

I do agree that our authentic swings can get buried under the wouldas, couldas, and shouldas of life.  They can just as easily be uncovered by the leaps, possibilities, why-not’s, and I’m-in’s.

That being said, I must disagree with Mr. Vance’s notion that we each have one true authentic swing.  I rather think we have more than one authentic swing, if we choose to search.  Not only that, we have a lot of clubs in our bag.  We have an almost infinite number of authentic-swing-and-club combinations to choose from when our time comes to stand over the ball, and deliver.

What about the inevitable shanks, worm-burners, wicked slices, massive hooks, and just plain misses?

The best among us are the ones who find a way to recover, and swing again.

Will Smith at his best…

 

 

 

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The Four Most Important Letters in Leadership: L-O-V-E

It’s no coincidence that these letters spell out love…

It doesn’t matter whether we’re talking about business, politics, sports, charities, social clubs, or just about any other area where human beings come together to accomplish something.  The most important determining factor in an organization’s success is the quality of its leadership.

What makes a strong leader?  Is it the one with the loudest voice?  The guy who makes the best speeches?  The one who puts in the most hours?  Is it the dude ordering people around the most?

Of course, it’s none of these.

The best leaders focus on the four most important letters in leadership:  L-O-V-E

L—Listen and Learn.  Strong leaders are curious.  They never stop asking questions.  They have two ears and one mouth so they can listen twice as much as they talk.  A strong leader listens to employees, customers, competitors, “the market,” and any other source of information available.  A true leader is constantly learning, and knows he doesn’t have all the answers.

O—Observe and Organize.  Leaders make time to observe what’s really happening.  They don’t rely solely on the stories people tell.  They measure the reality.  Leaders organize for success.  They delegate responsibility and authority to others within their organization.  They define processes that multiply their efforts, and the efforts of those they lead.  Ronald Reagan coined the phrase, “trust, but verify,” and strong leaders live by this maxim to ensure their organization is as efficient and scalable as possible.

V—Visualize.  Where are we going?  How will we get there?  These are the two biggest questions leaders face.  The leader’s ability to visualize the future, define and articulate the mission, and steer toward success will make or break their organization.  Look too far into the future, and they may fail to see the short-term obstacles and challenges.  Look too closely at the short-term obstacles, and they may steer their organization off-course and miss its ultimate objective.  Visualization isn’t an independent activity.  The strong leader makes time to help others take emotional ownership of the vision and connect it to what they do each day.

E—Encourage and Execute.  Ultimately, success is all about execution.  A strong leader knows that nothing happens without the people he’s leading.  Encouraging others to give their maximum effort in pursuit of the organization’s vision and goals is the primary role of the leader.  Encouragement comes from the leader’s words and actions.  People will watch and listen to see if their leader’s values and moral compass are something they can support.  They will learn quickly whether their leader cares about their well-being, as well as that of the organization.  A strong leader is sincere in defining what it will take to succeed, and excels at encouraging their team to make it a reality.

It’s no coincidence that these letters spell out love.  It’s the attitude a strong leader brings to their work each and every day.

 

Shameless plug:  If you want to improve your leadership game, check out my new book, Leadership Starts (and Ends) in Your Head…the rest is detail.