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Leadership Lists

We’ve all seen them.  Some of us have written them.  I’m talking about lists…not grocery lists or to-do lists.  I’m talking about the tenets of leadership lists.

I love reading other people’s tenets of leadership lists.  I like what those lists allow me to learn about the people who wrote them.  The lists give a real insight into the kind of leader these people are.

I’m constantly working on my tenets of leadership list – I hope you are too.  I’ll share a few of my tenets here.  However, I encourage you to read two other recent blog postings I’ve read to see what others think are important leadership tenets.  The first is 16 Ways to be the Leader of Choice.  Interesting title for that blog.  I must admit I really like a few of these tenets (some of which closely align with some of mine).

For example:

  • Choose meaningful goals.  I suppose this is obvious.  However, if a leader’s goals aren’t meaningful, who will follow them?
  • Respect others.  Absolutely critical in leadership.  The caveat is you can’t ask for or “demand” respect.  You have to earn it.
  • Sacrifice for the benefit of others.  I love this one.  Putting others first is one of my tenets.
  • Have enough ego to aspire to leadership but not so much that you forget leadership is about service.  I laughed when I read this.  Not because I don’t agree with it – I do.  But I just thought of all the “leaders” I have known who were egomaniacs and thought leadership was about being served, not serving others.

The other leadership blog I read recently was about former North Carolina basketball coach, Dean Smith, who passed away this week.  I have always liked North Carolina basketball.  Perhaps it was because of Michael Jordan and that unbelievable shot he made as a freshman in the National Championship game.  Or perhaps it was because Dean Smith attended the University of Kansas, my alma mater, where he learned basketball from the best ever – Phog Allen.  Read the blog posting here.  I think you’ll agree Dean Smith was a great coach, mentor, and leader.

So, what are some of my leadership tenets?  Here are a few:

  • Always do what’s right.
  • Put others before yourself.
  • When possible, lead by example.  When not, don’t lead.
  • Be a caring servant of others every day.
  • Commit yourself to your goals.

They are still a work in progress.  I hope you find some you can use.

 

NBA great and Basketball Hall of Famer Charles Barkley once famously said, “I am not a role model”.  I like Sir Charles and even can understand his point to a certain extent – I think he was trying to let parents and teachers know that they have daily interactions with children and should be their role models.

Unfortunately, Charles was wrong and so are many leaders.

You see, whether he liked it or not, Charles was in a leadership position.  He was and is a leader of his family, he was a leader on his team, and as a high profile professional athlete, he was a leader of young athletes everywhere.  As such, it was and is his responsibility to set a good example – to be a role model.

I read a great blog posting on the topic of leaders as role models recently.  Click here to read it.

The posting points out that no one is perfect and even the best leaders occasionally aren’t the best role models.  Nonetheless, when in a leadership position, every action you take (or don’t take) and everything you say (or don’t say) is seen and heard by your team – by those you lead – they deserve your very best.

So this blogger had a list of the six “saboteurs” of being a positive role model:

  • It’s what you were taught
  • Just this one time
  • It’s easier
  • It’s faster
  • You’re frustrated
  • It feels good to let off a bit of steam

I know I’m not always a great role model – and therefore probably not always a great leader.  However, understanding that as a leader I am a role model is vital.  What great leaders do is find ways to make being a positive role model a habit.  And habits are hard to break.

 

I came across a great blog posting recently related to – you guessed it – Leadership.

What a cool story this blogger has to tell about their grandfather and the 20 Mantras of Great Leaders he developed through a business and teaching career.  Read the full post here.

I think my three favorite (maybe the ones I connect best with) are:

1.  Followers choose leaders they trust, respect and feel comfortable with.

(Those values of trust, respect or responsibility and caring really resound with me)

2.  Be yourself.

(People know when someone is phony and they won’t respect and trust that person. You can only be an effective leader when you are yourself.  Just because you might be a different leader than others, doesn’t mean you aren’t a leader)

3.  Integrity is the bedrock of effective leadership.  Only you can lose your integrity.

(This couldn’t be more true.  Great leaders have integrity)

These three “Mantras” of leadership are things I strive to live up to daily.  Which ones do you find important?

Many times leaders are presented with ideas by their teammates.  How they respond to these ideas separates the good leaders from the bad leaders.

Think for a minute about how you responded the last time an idea was presented to you by one of your teammates.  Did you keep a positive look on your face or a negative one?  Were you enthusiastic or dejected?  Did you comment positively on the idea or negatively?

I recently read a blog posting on this topic that was helpful to me.  Click here to read it for yourself.

I like the ten suggested responses to ideas.  Perhaps most of all, I like the notion that no idea is perfect.  If you wait for the perfect idea or try to modify the idea so much in an attempt to make it perfect, you lose the momentum created by the idea in the first place.  I also really like the idea of running a “trial” or a “pilot” for new ideas – in other words, I like the idea, let’s see if it works the way we think it should.

I thought the 4 principles were helpful:  (my summation)

1.  Respecting the idea is respecting the idea creator.

2.  Don’t exaggerate the challenges you anticipate with the idea.

3.  If you change the idea too much, it becomes yours, not theirs.  Don’t steal ideas.

4.  If they own the idea, they will see it through.

Even good leaders can’t be good all the time for sure.  However, hopefully you more often than not encourage the development and presentation of new ideas by your teammates through positive responses.

I recently read an article published in the New York Times about how IBM develops new ideas through a collaborative team effort.  You can read it here.

A critical value most successful teams have is TRUST.  When members of a team trust each other, they can accomplish great things together.

Unfortunately, trust doesn’t always exist on teams.

IBM has developed this interesting collaborative structure for teams that seems to work for them when trust doesn’t exist.  (Be mindful that in this case there isn’t mistrust.  It’s just that their team is either too new, too large or to disparate to have developed trust in each other).

Their collaborative process seems interesting to me.  We may try it the next time we need to find a solution to a challenge in our business.

Just about everyone knows who Lou Holtz is.  Some people love him, others may not care for him (especially if you’re not a Notre Dame fan).  For those who don’t know, Lou Holtz was a very successful (mostly college) football coach.  He is probably best known for coaching Notre Dame from 1986 to 1996.  During that time he lead Notre Dame to an unmatched record and a National Championship.

Coach Holtz credits much of his success to the lessons he learned from his mentors.  He also credits it to a philosophy he honed during his early years of coaching.  While Holtz has many beliefs, he boils the philosophy down to three key points:  Trust, Commitment and Care.

I have heard coach Holtz speak.  He is very motivational.  I recently watched an interview with him on a Golf Channel show called, “Feherty”.

I was pleasantly surprised that coach Holtz’s philosophy to success so closely mirrors the values we believe in at our company.  You see, we have said for twenty years that there are six core values to success in our business – Trust, Commitment, Responsibility, Care, Growth and Enjoyment.

More specifically, we say:

  • Be trustworthy
  • Commit ourselves to each other, our company and the industries we serve
  • Act responsibly
  • Care about others
  • Grow every day
  • Have fun

We try to apply these values in every action we take and every interaction we have.  We believe that doing so leads to success.

Coach Holtz at least agrees with Trust, Commitment and Care – they are his cornerstone values.

What values do you consider critical to success?

I want to recognize one of my mentors and a lifelong leader in today’s blog post.

The founder of my company, almost 40 year association management leader, former political party leader, and my father is being recognized for his leadership within the American National Standards Institute (ANSI) working on conformity assessment issues.

Click here to read more about why Richard W (Dick) Church is receiving the prestigious award Gerald H. Ritterbusch Conformity Assessment Medal. 

I’m very proud of my dad for the leadership he has provided for our family, our company, several national industry trade associations as well as the international standards and conformity assessment marketplace.  Great work dad!