Leadership Lessons from the High Seas
Filed under: Career, Fresh Voices, Leadership, Leadership Skills, Life and Business, Values
Note from Art: great friend and valued former colleague, Chris Colbert, graciously supplied this wonderful post following his recent experience with his sons and Scout troop at Sea Base. Chris’s brief bio is included at the end of the post.
Leadership Lessons from the High Seas, by Chris Colbert
Just over a year ago, a number of Scouts (including my oldest son) in our local Troop decided they wanted to add a “High Adventure” experience to their Scouting careers. Their choice? … a “Coral Reef Adventure” at the Boy Scouts of America’s Florida Sea Base at Lower Matecumbe Key in Islamorada, FL.
After more than a year of fundraising, our two “crews” (eight each) boarded 41ft. sailboats and embarked on an adventure that was to include snorkeling, fishing, and sailing in and amongst one of the nation’s true treasures – the Florida Keys.
Sailing the Bay of Florida and the Atlantic Ocean in the Keys has a profound effect after a few days, and offers a great deal of time to reflect between stints of snorkeling among coral reefs, trolling for a potential addition to daily meals, preparing lunches and dinners during shifts in the galley, and acting as “Chief Photographer” for the crew.What I found during those times of reflection was that one can see a number of valuable leadership lessons to apply to a career – or simply to life in general – in just a few short days. Here are a few of my favorites:
1. “The captain eats first” – An important reminder that he/she who owns the boat (or for that matter the company you’re working for) gets to set the rules. If you don’t like the rules, start swimming.
2. “Planning is everything” – As a self-professed disorganized person, planning a project more than a year in advance is not part of my personal or professional make-up. Find those on your team who are good at building the plan, and support their every move. While the details early in the process may drive you crazy, it sure makes the end result a smoother sail.
3. “Draw on the experience of others” – The staff at Florida Sea Base were great resources for the inexperienced sailors that made up our crews. Search far and wide for the people in your organization who have the knowledge to make your projects successful.
4. “Make the most of what you have” – With limited storage on a 41ft. sailboat, finding the utensils needed for even the simplest cooking tasks can be a challenge. The same applies to your business. You may not have the perfect IT systems or other business tools, but let your teams improvise and see what they can build – it can be a great lesson in creativity (and a true treat for the palette)!
5. “Watch out for sharks, they want to eat your lunch (literally!)” – Hook into a tuna and you better reel it in quickly. Same goes with those competing against you in the marketplace or even for resources inside your organization. Make a decision, set the hook, and reel like crazy!
6. “Give way to a new captain” – Allow the most inexperienced on your team to steer the boat once in a while and watch what happens! The confidence boost will ensure that others on your team will be ready to step up when you need them most.
7. “The rains will pass” – There may be times in your career that a squall of misfortune, missteps, or matters beyond your control will drench your dreams. Just remember that the rains will pass and you’ll likely get to see a killer sunrise or sunset after that squall. It’s worth weathering the storm. Plus, your team will be tighter than ever.
8. “Don’t be afraid to dive a little deeper” – Things look great at the surface, but the real payoff is when you dive down to see the details. Dive deep and you may discover something you’ve never dreamed of experiencing.
9. “Keep your ‘buddies’ nearby” – If you find yourself in three- to five-foot swells in the ocean while snorkeling several hundred yards away from your boat, make sure you keep your snorkeling “buddy” in sight or you’re likely to experience a panic attack! The same goes in your professional life – find those “buddies” you rely on for mentoring, idea generation, or just moral support and use them when you need a “save.”
10. “Celebrate as a team” – Spending a week in close quarters (especially during the aforementioned squalls during the night!) striving for a single goal has an amazing effect on a team – celebrate even the smallest wins and watch your team grow.
11. “All hands on deck” – The sail isn’t over until the cleanup is done. While the exciting part of a project may be over and you’re ready to move on to the next big thing, getting your boat in order is just as critical for the next crew.
12. “The journey is as valuable as the destination” – Anyone who has been involved with a long fundraising project for a community organization like this – or an extended project in the workplace – knows that the real character building comes in the work the team does before ever setting sail. Remind your team members about the experience they’re gaining along the way that they’ll be able to apply to the rest of their careers.
Wrap-Up:
Many of these lessons can be easily lost on a 14- to 17-year-old who simply wanted to try such an adventure because it seemed that it would be “cool.” But there’s little doubt in my mind that this simple weeklong adventure cemented skills that will make our “crews” better contributors for not only our Troop, but along the paths their lives may take as young men and as future leaders.
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About Chris Colbert:
Chris Colbert is the proud father of two Boy Scouts and an Assistant Scoutmaster for Troop 90 in Altoona, WI. He has lead marketing teams in a number of technology organizations, and currently serves as a Marketing Manager for Realityworks, Inc. – the leading provider of experiential learning technology used in educational and public health settings around the globe.
100 Miles for Life-A Cancer Assistance Fundraiser
Note from Art: While I’m not racing for 100 miles, my friend and professional colleague, Ted Friedman is, and I’m pleased to offer my support for his efforts. I’ve known Ted for a good number of years and we’ve continued our connection even though our professional lives have diverged. We also share an unfortunate common bond…we both lost a parent to cancer.
If you’ve lived through the loss of a loved one or colleague to this miserable disease, you are no doubt aware how critical the caregivers and assistance providers are to the patients and to the families during these battles. Ted recently described his cause and his approach to supporting and helping those in need of assistance, and I’m honored to share his story and encourage you to offer whatever support you can afford. -Art
100 Miles for Life, Ted Friedman
In 2010, I started 100 Miles For Life, a charitable campaign focused on raising awareness and funds in support of an outstanding community services organization — The Gathering Place, in Cleveland, Ohio. The mission of The Gathering Place is to provide assistance to those whose lives have been impacted by cancer.
The Gathering Place opened in January 2000 as a nonprofit, community-based cancer support center to fill an unmet need in the greater Cleveland community. The programs and services offered address the social, emotional, physical, and spiritual needs of individuals with cancer and their support network.
The mission of The Gathering Place is to support, educate and empower individuals and families touched by cancer through programs and services provided free of charge.
My Dad’s Cancer Story:
My personal connection to The Gathering Place began in 2000, when I lost my father to cancer. My dad was originally diagnosed with colon cancer in 1995, but after surgery was fine for a few years. Then during a routine scan in 1998, doctors found his cancer had spread to his lungs and eventually to his brain. Unfortunately surgery was no longer an option. He was ill for 14 months, and underwent chemotherapy and Gamma Knife radiation treatments. He lost his hair and some of his independence and mobility, but never his love of life or his sense of humor!
While The Gathering Place didn’t exist for most of my dad’s illness, my parents became aware of it in early 2000, shortly after it was first founded. Since that time, the organization has helped countless families like ours, providing support to navigate the physical and emotional impact of battling the disease, and the challenges that arise in losing a loved one.
An Event to Symbolize the Severe Challenges of Fighting Cancer:
The Gathering Place operates on a limited budget, with operating funds generated 100% from corporate and personal donations, and privately-organized fund raising campaigns like mine. To provide a focal point for my efforts in support of this worthwhile non-profit organization, I will be competing in the 2011 Burning River 100-Mile Endurance Run on July 30th-31st.
To most people, the idea of running 100 miles is impossible. But that’s partly the point – I wanted to choose an event that was ridiculously difficult, to symbolize the severe challenges of fighting cancer and to show that things that may seem impossible actually aren’t if you have the right knowledge, attitude, and support. And that is what The Gathering Place is all about – providing knowledge, fostering positive attitude, and offering support to individuals and families in need.
I hope you’ll take a few minutes to read more about my effort at http://www.100milesforlife.org and consider supporting the campaign.
Dispatches from Mayo: Are You Pushing Your Colleagues to Grow?
Filed under: Fresh Voices, Leadership, Management Education, Professional Growth, Values
Note from Art: My next few posts will be brief insights gained as a result of my observations and experiences at The Mayo Clinic.
From Dr. William Mayo in his description of the three conditions essential to the future success of the Mayo Clinic:
“#3 Continuing interest by every member of the staff in the professional progress of every other member.”
I love that Dr. Mayo recognized the critical nature of learning and development as a part of the core values of this remarkable medical institution. There’s no denying the importance of this action-oriented value for learning from and developing others, and there’s no deferring it to another department. It’s right there for everyone to see, ponder, think about, act upon and support.
In thinking back on the cultures I’ve been part of or those that I’ve had the occasion to support as a consultant, I truly haven’t observed more than a handful that had their own form of focus on the development of everyone, as articulated so succinctly by Dr. Mayo. Interestingly, the organizations that did seem to get this, even if they didn’t describe it in quite the same way, were (and are) leaders in their markets. Somehow, when people seek to learn from each other as well as take collective ownership for promoting organization-wide learning and professional development, good things happen.
While all organizations have their faults and warts and I suspect an institution that has 40,000+ people show up for work everyday has more than a handful, Mayo continues to be the brand of choice when we truly need help. Walk the halls and talk to and share stories with people supporting their family members here, and the message is the same over and over again: We’re here because it’s the best. We’re here for answers. We’re here again because of how they helped us the last time. It’s consistent and never-ending.
While there’s no claim of causation or even correlation between the value described above and the performance and reputation of Mayo, I see and hear the values at work in every encounter. (More on this in an upcoming post.)
Too often, we push the development of others off to a department or worse yet, to a third party training organization that has no basis in understanding the culture and no authority to support the teachings through coaching and on-going learning. This is lousy management. Similarly, instead of encouraging learning and knowledge sharing, much of our built-up knowledge remains cloistered in silos. Again, poor management.
If you have the privilege of leading others, consider what Dr. Mayo’s 3rd condition for sustaining success means to you, your team and your organization.
It’s time to take the important people development responsibility back from whatever department purports to own it, and work to knock down knowledge barriers and other fences that keep people from sharing and learning from each other. You might just be building the foundation for your own high-performance culture.
Management Excellence Book Series Podcast-Full Steam Ahead
Filed under: Leadership, Life and Business, Management Education, Management Excellence Book Series, Organizational Transformation, Performance, Values
I had the pleasure to connect on the phone with Jesse Lyn Stoner, co-author with Ken Blanchard of Full Steam Ahead-Unleash the Power of Vision in Your Work and Your Life (second edition), and this podcast is the output.
I like the book a great deal…and as I indicate in my intro comments, I tend to approach books on Vision with a bit of trepidation. Not only did Jesse and Ken quickly assuage my concerns that this might be another challenging walk through the V topic, but they had me turning the pages and truly loving both the story-line and the power and simplicity of their approach to this important but often abstract topic.
Full Steam Ahead truly helps bring the topic of vision to life for all of us on a professional and a personal level.
As an aside, some interviews flow and some are just a bit awkward. Talking with Jesse was a delight for so many reasons. Her energy, clarity and obvious deep practical knowledge and thoughtfulness on the subject matter, made this a true pleasure. I hope you enjoy the discussion about with Jesse as much as I did!
Note: My copy of Full Steam Ahead was provided by Jesse. Unlike many books that I receive, this one has earned a permanent place on my business bookshelf.
Two Voices on Being Heard and Not Being Heard
Filed under: Fresh Voices, Life and Business, Management Education, Organizational Transformation, Performance, Social Commentary, Talent Management, Values
Note from Art: Mary Jo Asmus and I are back with our third collaborative blogging effort. Our first posts, “Two Voices on the Words of a Leader” and “Two Voices on Humility and the Effective Leader,” remain personal and reader favorites. I like the “Words” post so much…particularly Mary Jo’s portion, that with her permission, I’m including it in my forthcoming book, Leadership Caffeine-Ideas to Energize Your Professional Development.
I’ve rarely enjoyed collaborating with someone more, and there’s no doubt I benefit from Mary Jo’s inspiration and from her outstanding prose ending up on the same page as mine. For those who have not experienced our prior efforts, we’re kind of a point-counter-point, except instead of disagreeing, we end up at the same destination, just via a different route. And of course, Mary Jo is the shining star in this fun blogging endeavor! Enjoy.
What it Means to Feel Heard
by Mary Jo Asmus writing at Aspire-CS
I was in the second month of the fifth grade and my small comfortable world would soon be rocked. My family lived in an old-fashioned neighborhood with trees lining the street in a small town. We had neighbors on all sides of us us that I knew well. Patty, my best friend, lived half a block away. I walked to a school four short blocks away, and had memorized every home and its inhabitants (including the dogs and cats) along the way. I loved Mrs. Gilroy, my teacher.
Mom and Dad decided we were going to move outside of the town, where the neighbors lived far apart and the trees grew thick. Shortly after the new year I’d start at a new school, where I’d still have to walk, but without the reassurance of sidewalks to guide me and neighbors I knew well. I’d have a new teacher and would make new friends. I was scared.
Mom must have called Mrs. Gilroy to tell her the news because she approached me on the playground to ask how I was doing. She stood quietly facing me, listening to me speak of my fear. I know she heard me because she was quiet and intent. She didn’t minimize my fears or tell me that everything would be okay. She asked me questions that helped her – and me – to comprehend what I was feeling. Her amazing ability to make me feel heard about the changes I would be experiencing continued into the ensuing weeks before our move.
Like many of you, I can count the times that I’ve really felt heard on two hands. Mrs. Gilroy’s focused listening was one of the first in my life – and an event that seems quite small on the surface. But her ability to make me feel heard was so exceptional and extraordinary that I remember the details of the actual conversation (which I won’t bore you with) many decades later. I felt understood, accepted (by someone “in power”) and more confident about the upcoming move.
Can you recall a time that you really felt heard? What did you experience and feel? I’m betting these are some of the things you’d say:
Respected: When you truly felt heard, you believed that your opinions and thoughts were respected. This inspired a sense of loyalty to the person who was listening to you.
Open: When you were deeply listened to, you were open to saying what was on your mind. You might also have felt more open to the differing opinions of the listener. This openness is the seed of creativity and courage.
Understood: When you were heard, you felt a sense of relief at being understood. Understanding deepens the relationships with others. Relationships strengthen and support leadership.
Connected: When you felt listened to, you sensed a connection to the person you were in dialog with. I don’t even know if Mrs. Gilroy is still alive, but I remember her and feel a sense of connection to her to this day.
Your followers need to feel heard by you in order to belong. When they belong, they become motivated and engaged. If there is a legacy you could leave that would make an impact on your organization it is as a leader who made people feel heard. They’ll remember you.
Everyone seems to be trying to figure out how to engage employees. Is it possible that the simple yet profound act of making someone feel heard is the key to engagement?
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What it Means Not to Feel Heard
by Art Petty
I learned long ago that many of the best ideas and the best team members are individuals whose voices have been silenced by a less than ideal leader.
Through a quirk of career fate, I ended up serving several times in turnaround roles, following people who it appears are much better suited to something other than running businesses and leading teams.
In seeking to get to know my new associates and gain insights into issues and opportunities, I would sit with people and listen as they described their ideas on improving our business. On more than a few occasions, the discussions would spill over into personal-professional frustrations, and it was fairly common for me to walk away after the meeting, silently fuming at the misguided leadership practices that kept well-meaning people from being heard.
I learned from listening that these victims of leader abuse tend to work quietly in the background, careful not to draw attention and quietly wishing there was something more they could contribute. Some have given up. Others keep a small fire burning as they hope for change.
These “Ghosts in the Machine” represent voices unheard, talent untapped and energy unharnessed.
Consider:
“That’s an important topic and we should talk about it at the right time.”
It was never the right time.
“It’s about time someone listened to us.”
“Are you going to be just like the last guy?”
or through tears,
“No one ever took the time to ask my opinion before.”
C’mon Leaders!
We all get how tough it is to compete, sustain and succeed in this world. It’s unlikely to get much easier, and you need every neuron firing in all of the grey matter you can possibly muster on your team and in your organization. Practicing leadership in a way that fosters fear and silences good people is no way to succeed.
It’s appropriate for all of us to remember that those who labor quietly and competently behind the front lines and those who quietly and expertly execute their tasks from the front understand how work gets done. They also understand what customers are thinking, where the organizational bodies are buried, and what might make things better. And of course, they want to do great things for their careers, their customers and their firms. However, they need an opportunity to be heard.
Give me a team of people who have been waiting for their opportunity to be heard, point us at a target and watch out!
Tap into the heart and mind of someone waiting for the opportunity to contribute, and you’ve gained an ally for life.
The Bottom-Line for Now:
It’s demeaning, demoralizing and angering to be ignored. Lousy leaders operate oblivious to this costly stress they create as they plow through their self-centered days. Good leaders recognize this is wrong and great leaders liberate the souls laboring in the background…not as conquering emperors but as servants seeking the best for their people and their firms.
Help someone be heard today and you might just be changing the fate of your organization for the better. You’ll most definitely be helping change someone’s career for the better.
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