When faced with overwhelming and unwieldy tasks, the metaphor about “eating the elephant” reminds us that the only way to tackle it is one bite at a time.
Whether it’s a major project, a personal goal, or a tough decision, the key is to start. Too often, we fool ourselves and others by dancing around the elephant, procrastinating or overplanning.
This dance—making elaborate plans, seeking endless advice, or justifying delays—can feel productive but only serves as a distraction. Real progress begins with that first bite.
Start somewhere, however small, and build momentum from there.
I always encourage strong leadership. I extol the value of leaders who take bold action, make decisions, who are prepared to fail, learn, and try again…all in the pursuit of excellence.
The President of the United States is often called “the leader of the free world.”
Maybe that’s why the moment I heard that President Biden is ending his reelection campaign today, and endorsing Kamala Harris for the job, I immediately started thinking of the things a strong leader would do with this opportunity.
So, here’s my short list of what Kamala Harris should do over the next 10 days:
She must take bold and decisive steps to show that she is presidential material; that she is the leader the country needs. This will mean stripping away the layers of spokespeople, surrogates, and others who often represent our political leaders. This effort is 100% on her and her alone, as the strong leader she wants voters to see.
She should immediately schedule 30-minute live interviews with anchors of each network (ABC, NBC, CBS, FOX, MSNBC, CNN, OANN, etc.), and 30-minute interviews with the top 10 podcasts (both liberal and conservative).
Making these interviews “live” events does two things:
Shows that she doesn’t need teleprompters, jump-cuts, or any other gimmicks to handle questions from news anchors or podcasters.
Shows that she can energetically express and articulate her vision for the next four years, and competently address questions from all sides of the political spectrum.
She should travel to 7-10 of the most contentious (“battleground”) states, visiting multiple cities in each of the states to hold campaign events. She should invite each of her potential VP hopefuls to attend as well so she and the nation can see what they have to offer in this “new” post-Biden environment.
When reporters ask her about the 25th Amendment and why she hasn’t attempted to invoke it over the past year, she should state that while she hasn’t seen the need up to this point, she will be evaluating that need considering what’s taken place over the past 30 days.
This will put the nation and the President on notice that she may take action between now and January 20, 2025, if necessary. It will also allow her to step further outside of his shadow and stand on her own.
Does Kamala Harris have what it takes to show this type of strong and bold leadership? Does she have the energy and drive to pull this off?
We shall see.
She often says we should focus on “what can be, unburdened by what has been.”
Park league baseball season came to an end recently. We had four grandsons between the ages of 8 and 10 playing on teams. The teams had a few “veteran” players, but for most of the players this was their first experience playing organized baseball. They had a lot to learn…and we saw amazing improvements in all the players in one short season.
It’s clear that the lessons they learned can extend far beyond the field, if we are willing to pay attention.
Panicking When the Ball Comes
My most vivid memory from the season is seeing the panic for many of the kids when the ball would come their way. Will they catch the ball? Where will they throw it once they have it? Do they know why they’re throwing it in a particular direction? Will the player they’re throwing to catch the ball?
The drama was real. It was clear that a lot of the kids didn’t expect the ball to come toward them. I saw a few kids jump away from the ball to avoid fielding it.
As a spectator, it’s easy to see what’s happening. It’s easy to assume that surely, we’d field the ball properly, and immediately know where to go with the play.
It’s not always as easy as it looks. Unexpected situations arise, and our response (or lack thereof) can significantly impact what happens next. Learning to stay calm and doing some pre-thinking about our actions (before the play) will significantly improve our chance of success.
Understanding Game Situations
Many young players struggle with understanding the game situation—who’s on base, how many outs are there, what’s the best play to make when the ball comes to them, and how to act strategically.
This lack of situational awareness highlights a crucial lesson: the importance of context and awareness in decision-making. Understanding the bigger picture allows for more informed and effective actions. The coaches encouraged the kids to think ahead (pre-thinking) and consider various outcomes. Whether the kids listened and embraced their advice was another thing entirely.
Are you thinking about your “game” situation? The macro and micro aspects of the challenges you and your organization are facing. Are you thinking ahead and considering various outcomes as part of your decision-making process?
Learning the Basics: Throwing and Catching
It’s not uncommon for young players to throw the ball the wrong way or miss it entirely. These fundamental skills require practice and patience. This aspect of the game underscores the importance of mastering basics before tackling more complex tasks. In any field, solid foundational skills are essential for success. Nearly every pursuit or profession has basic foundational skills that need to be mastered along the way toward more advanced skills. A football analogy fits well here…it’s important to understand the blocking and tackling part of the game before you can advance to running with the ball.
Position-Specific Skills and Aspiration
In youth park league baseball, most of the hits stay in the infield. This leaves the outfielders without much to do. I heard lots of outfielders wishing they could play an infield position like second base, or catcher. None of them understood what those positions entailed, but they knew that those positions had more action.
A few of them took the time to learn about the infield positions from their coach. They showed their interest and willingness to work their way to the infield. This shows the value of preparation and skills development. It’s important to work on the necessary skills before aiming for a specific role, whether in sports or any other endeavor. It also emphasizes the value of seeing a goal and then taking the concrete steps to learn, grow, and achieve that goal.
Strikeouts Aren’t Failures
Consider that an excellent hitter in the big leagues gets a hit about 30% of the time. They may get walked occasionally, but the rest of their at bats result in fly outs, ground outs, or strikeouts.
We saw a ton of strikeouts this past season. I was always impressed with the kids who struck out and immediately came back to the dugout to ask their coach what they should be doing to avoid striking out next time. Each strikeout was a learning opportunity…but only if the player saw it that way.
We saw a few kids melt down in disappointment and embarrassment. One kid from an opposing team stomped off the field and took himself out of the game (an extremely negative response to be sure).
When things go wrong, or we don’t get the result we want, that’s the time to buckle down and learn why it happened. Consider ways to improve so the results can improve next time. It’s only a failure if you give up.
Teamwork and Collective Goals
We are all self-centered. As we mature, we usually learn how to control our self-centeredness or at least how to channel it productively. Ten-year-old kids are no different. Their focus is on their own performance. Whether or not they’re hitting the ball. Whether or not they made the right play.
They often forget that the goal is for their team to win. They can help the team achieve that goal by having a strong performance, but also by helping and supporting their teammates. This is a powerful reminder of the importance of teamwork and the collective effort required to achieve a common goal. It’s easy to get caught up in individual performance, but true success usually comes from working together and supporting each other. Collaboration and shared successes build strong teams. Strong teams create successful outcomes.
Consistency Matters
Ask an excellent bowler, pitcher, batter, shooter (basketballs or bullets), pole vaulter, or pickle ball player how they deliver such excellent results. They’ll mention practice, dedication, and a strong mental approach. Eventually they’ll talk about consistency. Each of these pursuits (and countless others) require consistency above all else. The exact motions, body positions, eye contact, and calmness of breath that they can count on happening whether they consciously think about it or not.
Their practice process is all about achieving repeatable actions that their body remembers…every time. They also know that they aren’t swinging for the fences every time they’re at bat, not trying to set the world record or do something extraordinary with every outing.
They are working to become a steady and consistent performer at the highest level possible…and always reaching a little higher.
Consistency, patience, and incremental progress should be the goals…repeatable excellent outcomes will happen as a result of achieving these goals.
Park league baseball is a ton of fun. The drama is real. Teams experienced the “thrill of victory and the agony of defeat” throughout the season. We saw players improving and gaining confidence as the season unfolded.
I don’t know where the teams ended up in the standings at the end of the season.
I know the kids learned a lot and hopefully they’ll incorporate some of what they learned well beyond the game.
Management is an active responsibility. It requires timely decisions and actions.
When managers delay addressing issues, providing support, or offering guidance, it has detrimental effects on both employees and their organization. This form of extreme procrastination, delayed management, erodes trust, hinders efficiency, and can cause long-term damage.
Delayed management occurs when managers, consciously or subconsciously, avoid performing their duties. They may fear confrontation, they may be overwhelmed, or they might just be lazy. Unlike regular procrastination, delayed management specifically involves neglecting critical managerial responsibilities.
When managers delay, employees feel neglected and undervalued. This can lead to decreased motivation and trust. Employees might interpret the manager’s inaction as a lack of belief in their abilities or interest in their well-being. Delayed management stalls projects and misses opportunities.
Picture a small water leak in your walls that goes unnoticed for weeks. The water continues to seep, causing mold to spread and wood to rot. By the time you notice the damage, extensive repairs are necessary. Delayed management causes similar deterioration within an organization, where small issues fester and become major problems.
Managers may fear making the wrong decisions or confronting difficult situations, leading to a cycle of inaction. High workloads and stress can cause managers to feel overwhelmed, making it easier to delay tasks. Some managers assume that someone else will handle the problem, leading to inaction.
Each of these are reasons, not excuses, for delaying management. For employees, none of these reasons matter. The employees’ success relies on their managers doing their job…providing direction, feedback, and expending management energy on behalf of their employees. There is no excuse for delaying management.
Managers should adopt proactive techniques such as regular check-ins with team members and timely feedback. Setting aside dedicated time each day for management tasks can help prevent delays. Effective delegation can distribute workload and empower team members, reducing the burden on managers. Implementing systems to hold managers accountable for their actions ensures they remain committed to their responsibilities. Regular performance reviews and feedback loops can help identify and address delayed management behavior early on.
Delayed management is a silent threat that undermines employee trust, hinders organizational efficiency, and causes long-term damage. Managers can foster a positive work environment and drive organizational success…but only if they do their job without delay.
p/c – I saw this sign recently and loved its simple and direct message
Living next to a farm with about forty sheep has given me a front-row seat to their daily lives. Over the past year, I’ve seen them at all hours and noticed some interesting patterns that remind me of a lot of human behavior.
Sticking Together
Sheep love being in groups. They usually form smaller sub-groups of 5-7 sheep within the larger herd. Reminds me of people having their close-knit circles within bigger communities, generally preferring company over solitude.
Group Dynamics and Hierarchy
Within these small groups, there’s occasional head-butting and shoving, but mostly they’re focused on grazing, lounging around, or scratching against trees. Similar to humans at work or in social settings, where there’s a bit of jockeying for position, but everyone hopefully gets on with their day.
Follow the Leader
One of the funniest things I’ve seen is how a couple of sheep will suddenly start trotting off for no apparent reason. The rest of their group will follow, clearly not knowing why they’re running. The “leaders” that start the trotting vary from day to day. How often have you seen this type of “herd mentality,” where people follow trends or actions without really knowing why.
Fear of Missing Out (FOMO)
If a sub-group that has decided to run catches the attention of another sub-group, the two sub-groups might quickly merge. The sheep don’t know why they’re running, or where they’re going…but they don’t want to miss out. FOMO is a big deal for sheep…much like humans.
The Scramble for Resources
When the farmer’s family arrives with grain, the entire herd rushes to the troughs, leading to a chaotic scramble. Despite having abundant grass resources in the pasture, each sheep’s behavior reflects their drive to secure for themselves what they perceive as limited (before any of the other sheep can do the same). Humans, too, often scramble for limited resources or opportunities, even when there are other alternatives.
Jostling for Position
Despite having lots of shade and pasture available, sheep still push each other around to control certain spots. This behavior shows their competitive nature and a focus on what others have, reflecting human tendencies to compete for the best spots or the latest trends, even when they’re not necessary.
Sheeple?
Watching sheep has given me some surprising insights into human behavior. Their actions highlight our social nature, competitive streak, and tendency to follow others for fear of missing out. Next time you find yourself in a crowd or following the latest trend, ask yourself: are you leading, following, or just trying to keep up with the flock?
It’s surprising how much we have in common with our woolly friends—even if we’d rather not admit it.
Emotional energy is the most important personal resource for a leader. Leadership is demanding. Leading is a verb and that action requires a tremendous amount of energy, emotional energy.
If your emotional energy reserves are low, your leadership will suffer.
What is Emotional Energy?
Emotional energy is your internal fuel tank. It’s what keeps you motivated, resilient, and mentally strong. For leaders, high emotional energy is essential. It fuels your ability to inspire and guide your team. When you’re full of energy, you’re more positive, proactive, and effective.
Emotional Energy Drains
Several things can sap your emotional energy:
Troubles at Home: Personal issues and family conflicts can weigh heavily on your mind, leaving you drained.
Doing Too Much at Once: Multitasking and overcommitting can lead to burnout.
Feeling Like a Failure: Constant self-doubt and feelings of inadequacy can deplete your energy.
Worrying About Small Stuff: Focusing too much on minor details that don’t matter will waste your energy.
Emotional Energy Boosters
To keep your emotional energy high, think and act strategically:
Prioritize energizing activities: Engage in things that make you happy and relaxed, like hobbies, exercise, and spending time with loved ones.
Eliminate Energy Drains: Identify tasks and responsibilities that drain you and find ways to reduce or eliminate them. Delegate when possible and don’t be afraid to say no.
Practice self-care in your daily habits: Make time to get enough sleep, eat well, and have quiet time for your brain to relax. Purposely practice gratitude, take breaks, and prioritize good boundaries around your work-life schedule (this last one will take some effort, but the payback is huge).
Create a supportive environment: Surround yourself with positive people both at work and home. Foster open communication and a culture of mutual respect and understanding. Recognize and celebrate achievements…when was the last time you wrote a personal email or sent a handwritten card to someone congratulating them on an achievement or milestone?
Emotional Energy and Leadership
When your emotional energy is high, you’ll handle challenges better, inspire your team more, and maintain a positive outlook. Your positive energy will ripple across your team and multiply the potential for the entire organization.
What will you do today to protect and recharge your emotional energy?
More importantly, how will you use it to transform your leadership approach tomorrow?
p/c – yours truly at a small lake in Hillsdale, Michigan. An energizing place for some quiet time.
I follow a small handful of Youtubers. Most of the channels I watch focus on small business owners in various industries, or folks who are building an independent lifestyle…mostly off-grid.
I love to watch them create something valuable and useful out of nothing but an idea and their belief that they can do it. Sometimes they succeed on their first try, other times they need to adjust and try again. I admire their willingness to push themselves way outside their comfort zone in pursuit of the way they want to live.
This past weekend, I watched as the twenty-year-old daughter of someone I follow took the plunge to start her own coffee house. She has 1-2 years of experience being a barista and talked about how much she loved that job, her teammates, and her customers.
She told a nice story about how her mom met her dad 20-plus years ago. He and his band came to perform at the coffee house where her mom worked as a barista. She said that she would be investing her life savings in this new venture.
She started by leasing a 1,900 square-foot space that had all the bones to become a great coffee house location. She and her mom set about visualizing and planning the space, identifying the equipment she’d need, and how they’d work together to remodel the space. They talked about where the small kitchen would go, how the prep tables would be organized, where the coffee counter and espresso machines would go, how the space would be decorated for comfort and a relaxing vibe.
As I watched them walk around visualizing, the experienced business manager in me started thinking about all the paperwork she’d need to file. The health code permits, the special equipment she’d need, the certifications that may be required to serve food, the creation of a business and DBA, opening bank accounts, capitalizing, and accounting for the business…sales and income tax filings.
I wondered how many customers she’d need to serve each day to generate an adequate cash flow and profit. Had she identified her suppliers? Did she know the supply costs yet? How many employees would she need to hire to cover all the shifts? Was she ready to establish a payroll process for her new employees, establish HR systems, purchase the various insurance coverages she’d need, including worker’s compensation coverage.
Cut to the next scene in their video, and they’re filing the DBA paperwork, and starting to file the health code paperwork and forms. It turns out that there is a healthy server certification that she’ll need to obtain (which includes a ton of study materials and a written test).
She was undeterred. She plowed straight into the process, all the while renovating and remodeling the space along with the help of friends and family. It was truly a labor of love for her. After 3-4 weeks of work, the place was starting to take shape.
What happens next? I’ll be tuning in next week to find out.
There’s a prevailing stereotype that youth and inexperience are synonymous with recklessness and abandon.
How can this 20-year-old possibly know enough to successfully launch her new coffee business?
Look more closely and it may be that her lack of experience and knowledge are the catalyst for her leap into entrepreneurship. She knows that she doesn’t want to work for someone else, and she loved her experience being a barista. Why not create her own coffee house?
One of the paradoxes of entrepreneurship is that knowledge, while valuable, can sometimes become a barrier to action. Older generations, armed with years of experience and a deep understanding of the intricacies involved in starting and running a business, may find themselves paralyzed by the fear of failure, or an unwillingness to put in all the work they know lies ahead. Knowing what they know, they can easily talk themselves out of almost anything.
On the other hand, young entrepreneurs often possess an infectious optimism and a sense of invincibility that propels them forward. Unencumbered by the weight of past failures or the mounting responsibilities of adulthood, they approach new ventures with a boldness that can be both exhilarating and inspiring. Their willingness to take risks stems not from ignorance, but from a belief that they can overcome any obstacle that stands in their way.
They are adaptable, more willing to pivot and change course when facing unexpected challenges. They haven’t yet become set in their ways or entrenched in established routines, allowing them to embrace change with a sense of excitement rather than fear. They view setbacks not as roadblocks, but as opportunities for growth and learning.
Young entrepreneurs understand the value of learning by doing. They’re not afraid to dive into the nitty-gritty of running a business, knowing that experience is the best teacher.
Will any of it be easy? No.
Will she have moments of self-doubt, and fear of failing? Yes.
Will she overcome the wall of worry and doubt, plus all the challenges associated with owning and running a successful business? Maybe, but I know she has what it takes to make it successful.
Would I open a coffee house at this point in my life? Nope.
But I love that she’s pursuing her dream. I love that her parents are there to help. I can already see that they’re being supportive, but also letting her drive the process, take the risks, and make the decisions.
If she were to ask for my advice, I’d tell her to consider the following (in no particular order):
Create or join a network of trusted allies and service providers. Join the local Chamber of Commerce, a BNI chapter, or a group that has other business owners as members. You’ll get to meet other entrepreneurs, compare notes with them, and many of them will provide services and expertise that you can use.
Focus on the customer’s experience in everything you do. Advocate for your customers and they will advocate for you.
Start your marketing and awareness campaign long before the day you open your business. While you’re remodeling the interior or your space, take the time to remodel and brand the exterior. Put up “coming soon” signs. Try to generate as much anticipation in your surrounding neighborhood as possible…again, long before opening day.
If possible, ensure that your business has at least 3 months (or more) of operating capital in the bank at any time. The more, the better. You never know when something unexpected might happen…a big expense or capital investment opportunity, or maybe a cyclical downturn in your business.
Remember that leaders always eat last. This means you’ll probably have some lean times, financially. Keeping your business healthy and paying your employees must come first. It’s quite possible that you won’t be pulling anything that looks like a paycheck from your business for 6-12 months. Prepare for this and realize it’s completely normal.
As you hire employees, whether they’re part-time or full-time, make sure they know your values, why your coffee house is special, why they are fortunate to be part of your team and that you feel blessed and fortunate to have them on your team.
Advocate for your employees, but don’t be afraid to quickly let go of employees who aren’t embracing your company culture. You need to employ believers in your mission…anything less is unacceptable. I don’t remember who said it but hire slowly and fire fast. Both are extremely difficult to do in practice but will pay off with amazing results if you’re able to do it.
p/c – Nathan Lemon – Unsplash
Want to see what happens next with Belle’s coffee house?
In the dim glow of his studio, the sculptor stood before a vast expanse of pristine clay, lost in thought. His mind danced with visions of what he would create—a masterpiece that would captivate hearts and minds, a testament to his skill and vision. Yet, before his hands could shape the clay, there were crucial steps to take, like preparing the raw material before the artistry could begin.
As he contemplated the sculpture taking form in his mind’s eye, he pondered the perspectives he would bring to his creation. Each angle, each curve held significance, and he knew that his vision would resonate differently with each observer. He envisioned the awe in their eyes, the whispers of admiration as they saw his work.
But this sculpture would be unlike any he had attempted before—it would be monumental, stretching skyward in grandeur. The clay alone would not suffice; he would need the finest materials that could withstand the test of time. Yet, the cost of these materials weighed heavily on his mind. It was a venture that would require more than just his own resources.
Thus, he embarked on a journey to seek investors—patrons who believed in his vision and were willing to invest in its realization. With their support, he would procure the materials necessary to bring his creation to life. But it was not just financial backing he sought; he needed a team of skilled artisans who would join him on this sculpting journey.
Finding the right team was no small feat. Each member would bring their own expertise and perspective, enriching the project with their unique talents. Yet, it was not just a matter of talent—they would need to share his passion and commitment, willing to sacrifice their own pursuits to see the vision through.
And so, he set out to assemble his team, each member drawn by the promise of being part of something extraordinary. Yet, he knew that their dedication could not go unrewarded. He would provide for them, ensuring they had the means to sustain themselves as they poured their hearts and souls into the project.
With each detail meticulously planned, he secured a space large enough to accommodate the monumental sculpture, a blank canvas upon which his vision would take shape. And in his heart, he held onto the hope that there would be a patron waiting in the wings, eager to claim his creation as their own. A customer.
As he surveyed the clay before him, he saw not just a mound of earth, but the embodiment of possibility—the first step in a journey that would culminate in something truly extraordinary.
With determination burning bright in his eyes, the sculptor began to mold the clay, each touch infused with passion and purpose. He knew that before the sculpture could stand tall, it must first be brought to life in the fertile soil of his imagination.
Sound familiar?
If you launch a new idea, a new project, a new company, or a new rocket…you’re the sculptor. You alone see your vision. To see this new vision come to life, you will need to gather others, inspire them, challenge them, and ultimately organize your new team toward the goal of making your vision a reality.
It won’t be easy. Great things never are. You’ll risk failure at every turn. You’ll have to overcome challenges you never knew existed.
But you’ll never achieve meaningful success in your project (whatever it is) without taking the risk, making the clay, gathering your team, and ultimately bringing your vision to life.
I have one favor to ask: If you like this content and think someone else will like it as well, please forward this post to them.
The belief that doing everything yourself is faster can limit growth. Training and empowering your team leads to expanded capabilities, time for strategic initiatives, and a strong organizational culture.
p/c: Andrea Gian – Unsplash
“It’ll be faster for me to just handle this task now and get it done.”
“It’ll take me more time to train someone how to do this than it will take me to do it myself.”
“I’ll just take care of this task myself and get it out of the way.”
Sound familiar?
It’s easy to fall into this trap of thinking that doing everything yourself is the most efficient way to get things done. This mindset not only limits your own growth and potential but also minimizes your team’s and your organization’s potential.
Investing your time in training and supporting your direct reports is not just beneficial—it’s essential for long-term success.
Here’s why:
Trust and Empowerment: When you take the time to train your team members, you show them that you trust their abilities. This trust fosters a sense of empowerment, motivating them to take on new challenges and responsibilities with confidence.
Expanded Capabilities: By preparing your team for their next levels of challenge, you expand their capabilities and push their limits outward. Consider this: Instead of just solving today’s problems, imagine if your team could handle tomorrow’s challenges without you needing to intervene. As they tackle new tasks and acquire new skills, they become stronger and more versatile contributors to the organization.
Time Management: While it may seem faster to handle tasks yourself in the short term, investing in training your team ultimately frees up your time for higher-level responsibilities. Imagine if you could focus on strategic initiatives, process improvement, and growth opportunities for the organization, rather than being bogged down in day-to-day tasks.
Cultural Impact: Creating a culture of learning and growth within your team not only boosts morale but also strengthens the entire organization. When your team members feel challenged and supported in their professional development, they’re more engaged and motivated to contribute their best work.
Preparation for Growth: By nurturing the skills and talents of your team members, you’re preparing the organization to adapt and grow. A team that is continuously learning and evolving is better equipped to handle the new challenges that are just around the corner (whether you see them coming, or not).
Neglecting your team’s development can have serious consequences. Employees who feel stagnant and unchallenged are more likely to become disengaged. Disengaged employees will leave, or worse, they’ll choose to stay and become seat warmers—adding nothing valuable to the organization.
People want to learn. They want to be challenged. They are most engaged when they’re pushing the boundaries of their capability, taking on new skills, and becoming more valuable to their organization.
The adage of “it’s faster to do it myself” is short-sighted and will limit your career growth.
Take the time to train and support your team. You will multiply your effectiveness and create a powerful culture of empowerment and continuous improvement within your organization.
Your role as the teacher and mentor is to prepare your mentee to work independently and effectively…
“I can’t believe she can’t tie her own shoes. She’s old enough to know by now.”
My friend was talking about his 5-year-old daughter at the time.
I asked if he’d ever taken the time to teach her how to tie her shoes. He stared at me and said that wasn’t his job and that she should have figured it out by now.
Why tell this story (which really happened!)?
To illustrate how important it is to teach and mentor others…whether they’re our kids, grandkids, employees, family, or friends.
It should be obvious that if you don’t teach, your student misses out on the chance to truly learn and grow. By choosing not to teach, you’re short-changing your mentee of the lessons you’ve learned through hard-earned experience.
In moments of urgency or simplicity, direct instructions are most appropriate, providing a clear roadmap for immediate action (telling).
But true teaching is the art of imparting understanding – the “why” behind actions. It requires a commitment of time and energy, and showcases the significance of tasks, the interconnections between steps, and the importance of specific approaches…usually through storytelling.
What kinds of stories? Stories that provide a personal connection, illustrate key points, and allow your learners to connect emotionally to what you’re teaching. Stories also help students drop their defensiveness toward receiving new information.
Another great teaching method is to ask questions. Questions encourage critical thinking. Ask the student why they think something is important, or how they view a situation. What would they do in the situation? What’s happening that may not be obvious? If their answers are incomplete or miss the nuances of a situation, you can provide additional perspectives and help them understand what to look for.
How can we tell stories and ask questions about something when it’s urgent? We already learned that in urgent situations, telling is often the most appropriate way of getting the right action quickly. To create truly teachable moments resulting from an urgent event, it’s critical that you take the time after the urgency has passed to discuss lessons learned, and maybe even how to avoid the urgency next time.
Your role as the teacher and mentor is to prepare your mentee to work independently and effectively. Not only how to tie their shoes, but why it’s important to tie them in the first place.
I have one favor to ask: If you find this information useful, please forward and recommend it to someone else. Thanks!
Grandpa Bob Encouraging Leadership 
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