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"You make the world a better place by making yourself a better person." |
-- Scott Sorrell |
When things are tough we see our true character. So strive to do the right thing even if it seems counter intuitive during this challenging economy.
John R. Daley
"Confidence and enthusiasm are the greatest sales producers in any kind of economy." |
-- O. B. Smith |
In these challenging times the weak and less confident will be reallocated in our economy.
The businesses that see opportunity and strive to understand will design solutions. They will be the winners. The market and our society is reshuffling the deck and reenventing itself. Unfortunately this is alot like forest fires, when we try to avoid forest fires when they happen they are much worse.
John R. Daley
Some things I need to get off my chest
Over the past several months, having had the opportunity to work with many companies, leaders, as well as having received a great deal of emails, I've started to see an ugly pattern. So many who are scared, panicked even, are asking, "Why me, why now?" I hope it helps reinforce what you are already doing, gives you additional ideas of what you can and if I offend anyone, then maybe I was suppose to. I don't mean to be insensitive, but it is always to tell people what they need to hear versus what they want to hear.
8 rules to live by that will help you survive- even thrive- in 2009
When leaders are happy, they are more likely to lead an extraordinary life, which results in countless others doing so as well.
John DiJulius [newsletter@johndijulius.com]
Months before President Obama took the oath of office he began assembling an inner circle of advisors. He and his transition team painstakingly pored over the qualifications of candidates to identify the strongest leaders for cabinet posts. In methodically vetting future leaders of his administration, President Obama demonstrated that he understands the law of the inner circle: A leader's potential is determined by those closest to him or her.
Past presidents have learned the hard way that failures of a leader's trusted advisors can bring disaster. During the Clinton administration, investigations into the conduct of five cabinet members eroded public perception of the President's judgment. The indictments and allegations gave ammunition to Clinton's foes and cast doubts on his character, especially after the Monica Lewinsky scandal came to light.
Likewise, President George W. Bush faced embarrassment when the man he appointed as head of FEMA, Michael D. Brown, failed to provide strong federal leadership in the aftermath Hurricane Katrina. Inexperienced in emergency management, Brown was overwhelmed by the crisis. During the height of the disaster, he fretted about finding a dogsitter and fussed about his attire. His unpreparedness and inaction left the Bush Administration vulnerable to scathing accusations of neglect and indifference.
Do they display exemplary character in everything they do?
Do they display exemplary character in everything they do?
Deception eats away at a leadership team like cancer. Dishonesty on the part of one member of an inner circle can bring shame and disaster to all. Entire organizations have toppled from the misbehavior of one bad apple.
Do they bring complementary gifts to the table?
Imbalance within an inner circle can attune a leader's ear to only one side of an argument. When putting together an inner circle, prioritize diversity of personality and perspective. By doing so, you widen the range of your vision and the breadth of your influence.
Do they hold a strategic position and have influence within the organization?
Members of the inner circle must have the platform and influence to implement a leader's decisions. If they cannot be relied upon to execute a chosen strategy, then they shouldn't be entrusted with a spot on the leadership team. In addition, inviting uninfluential advisors into the inner circle disrupts the political balance of an organization. High performers suffer a motivational blow when they see a less deserving colleague granted special access to top leadership.
Do they add value to the organization and to the leader?
When considering someone for the inner circle, you should be able to articulate clearly the value they will bring. Ask yourself the following questions: What will they infuse into discussion? Where do they have expertise? What unique skills can they be counted on to bring to the table?
Do they positively impact other members of the inner circle?
If you've ever inhabited a house with a feuding husband and wife, then you can understand the need for leaders in close proximity to get along. Infighting saps energy and focus from a senior leader, forcing him or her to mediate conflicts with time that could be better spent elsewhere. Differences of opinion signal healthy debate, but personal animosities destroy a leadership team. Make sure members of your inner circle have the emotional intelligence to keep arguments from becoming too personal.
We've looked at the questions to consider when gathering a team of trusted advisors, I'd also like to offer thoughts on the two traps you can fall into when forming their inner circle.
Soliciting praise instead of candor.
Stacking an inner circle with flatters and "yes" men ranks among the lousiest decisions you can make as a leader. Doing so restricts your perspective, exposes you to blind spots, and leaves you on an island when do-or-die decisions must be made. When picking members of your inner circle, be sure they have the gumption to voice dissent. You'll rely on them to question your assumptions, to focus you on the mission, and to measure the integrity and worthiness of your ideas.
Driving away talent so that your power isn't threatened.
The wisdom of accumulating a talented inner circle may seem intuitive, but a rising star may threaten insecure leaders. Leaders should not be, and cannot be, the utmost authorities on all matters germane to the organization. Invariably, people have weaknesses. Wise leaders staff around their weaknesses, and welcome talent in areas where they lack strength.
Questions to Ask of Candidates for Your Inner Circle:
Traps to Avoid when Staffing Your Inner Circle:
John C. Maxwell is an internationally recognized leadership expert, speaker, and author who has sold over 16 million books. His organizations have trained more than 2 million leaders worldwide. Dr. Maxwell is the founder of EQUIP and INJOY Stewardship Services. Every year he speaks to Fortune 500 companies, international government leaders, and audiences as diverse as the United States Military Academy at West Point, the National Football League, and ambassadors at the United Nations. A New York Times, Wall Street Journal, and Business Week best-selling author, Maxwell was named the World's Top Leadership Guru by Leadershipgurus.net. He was also one of only 25 authors and artists named to Amazon.com's 10th Anniversary Hall of Fame. Three of his books, The 21 Irrefutable Laws of Leadership, Developing the Leader Within You, and The 21 Indispensable Qualities of a Leader have each sold over a million copies.
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© 2009 GiANT Impact • 3760 Peachtree Crest Dr, Ste A, Duluth, GA 30097 • 877-225-3311 Have you ever heard the phrase “taking poison hoping the other person dies”? It refers to getting angry at someone for something and that anger does more damage to your health than anything that happens to the other person.
We see this at the Daley Institute in a small scale compared to a whole country. For example, when we started with one of our clients we described the culture as “Toxic”. People at all levels of this company were posturing to take out their “adversaries”. Everyone was taking “poison” and bitter. We made some changes to silence the trouble makers (purveyors of poison) who had no interest in the success of the company. We improved systems and processes minimizing scrap and maximizing quality output. Four months later an employee’s wife came in and said her husband actually came home happy every night and she enjoyed their talks. What happened, she asked? We all worked together for the good of all. Management and workers began communicating and working through issues. The company is continually improving its health.
“If you don’t like something Change it!
If you can’t change it Change your attitude.” Maya Angelou
We usually retain most employees and managers by getting them to communicate, realistically understand each other’s role, risk and reward. We get buy in on vision and goals. We eliminate the peddlers of “poison”. Amazing things happen.
Who is “we” in the original question… Americans! Let’s think about that statement for a minute.
We have survived two world wars and an attack on us at home on 9/11. That’s just recent. We have survived weather challenges. We have survived economic challenging cycles. I would suggest to you that we are our biggest enemy.
Let me suggest that we not take “poison” or feed “poison” to the country by trying to take out the Democrats and liberals in the next elections. We can work with the Democrats like we thought they should have with President Bush and the Republican leaders in Congress. We can negotiate from our principles and values finding middle ground. Why find middle ground? Because about 40% of this country is liberal leaning and about 40% of our country is conservative leaning and about 20% are in the middle. We have a belief at the Daley Institute: “None of us are as good as all of us!” I would suggest that the USA should have the same belief.
So, I’m suggesting we show the rest of the country how to fight for the whole country. Let’s fight for appropriate taxes and laws to keep our economy in harmony. I’m assuming we all want jobs and money to pay for our bills. Let’s fight against high taxes, government bail outs and give away programs that will harm our kid’s future. If our economy is healthy and prosperous the government will have to tax less to pay for our governmental bills. But let’s respect our fellow Americans that lean towards the center and liberal perspective. We are all a valuable part of our society.
I believe the government is quickly learning that if the American public sits on their hands in fear all the actions of the government is useless. The best the Democrats can do is blame the Republicans and vice versa. So “we the people” need to rebuild our country and our economy and stop looking to Washington.
Does anyone else see a vicious cycle here? How will the government assure businesses of liquidity availability. How will governent assure consumers of long term jobs? It appears to me the solution is in getting the businesses funded and healthy so employees (consumers) feel comfortable enough to start consuming so the businesses can stay healthy. We need to communicate without the hate and anger and with all of our best interest in mind. We need to understand our roles, risks and rewards we chose and contribute to the best of each of our abilities.
“Ask not what your country can do for you; ask what you can do for your country”.
John F Kennedy, President, USA
I believe it was Warren Buffet who said “There are two kinds of welfare, one comes from the government and one comes from the trust department of a bank, they are both destructive!”
So I humbly suggest that we do not take “poison” or give “poison” hoping are opponents die. Continue to turn off the talking heads and hateful biased media and entertainment industry regardless of your political persuasion. If you think it’s biased turn it off! Take control of your mind and attitude.
I suggest we put our actions where our words are and have an orderly and respectful transition of power as we profess to the world. Let’s welcome President-elect Obama and his administration and join me in saying a prayer that he leads with all our best interest in mind helping us improve the future soon for our families, fellow Americans and world. Most importantly, let’s do our part to start the economic recovery now. We can chose to continue our toxic culture or be like our client that built a culture and system that makes all stake holders proud; I voted we rebuild our great country and world together! We can lead the world out of this challenging time now!
You can say this is “pie in the sky” but the alternative is ugly and will impact our loved ones. We do it with clients and they are always amazed at the transformation of the culture, productivity, creativity and quality.
Good luck to all of us, we are building our future!
John R. Daley, CEO
The Daley Institute
