-Project Manager at a Regional Engineering Firm
Ask a veteran why they served and you will likely hear the word Duty in the explanation. The concept of Duty still runs deep in military circles.
Many people use the word Duty to describe the list of tasks in a job description. But the idea of Duty goes well beyond a “to do list.” Duty seems to be a forgotten principle outside the military. The concept of Duty needs a revival. Continue Reading…
They were in their robes and ready to be done with high school. I was the only thing between them and graduation and the family celebrations to follow.
As the keynote speaker, I knew I better keep it short and do everything I could to make it memorable. I spoke about the choices they all had. As I spoke and watched the parents sitting in the audience, I realized these choices belong to all of us.
We all control the choices we make no matter our circumstance. Those choices often determine our success in life, our impact on others and our impact on the world around us. Continue Reading…
“Tell me about yourself.” “What is your definition of teamwork?” “What’s your biggest weakness?” These are old interview questions that rarely improve an interviewer’s chance of finding the best candidate.
Some interviewers have not changed their interview questions for years, or they are using the questions they were asked when they interviewed years ago.
There was an upperclassman at West Point who I was sure was the worst leader I had ever met. Then I met a commander in the Army that jumped to the top of the list.
But, it was not until I hit the corporate world that I met someone who, to this day, ranks at the top of this dubious list. They were all bad. But, I learned a lot from each of them.
Who would you rather follow? A gray haired veteran who has two kids in college or a recently promoted 30 year old former cheerleader? To me, neither of these descriptions gives me enough information.
I have seen both types lead well and both types act like spoiled adolescents. The differentiator between leaders is often maturity. Maturity is not measured by age or experience. Maturity is measured by behaviors. Continue Reading…
We were in last place. I was leading a team that began the year #71 of 72. By February we were alone in last place. In June, nothing had changed.
As a new manager, I was losing sleep, losing my temper and losing my team. One night as I fretted over my team’s results with a veteran manager he asked me a simple yet profound question. He asked, “Dave, are you leading people or are you managing a ranking report?”
The answer of course was the latter. I was focused on my circumstances. I was letting everything I couldn’t control have control over me. As a result, I was managing not leading.
Should someone continue to pay me for doing part of my job? I have encountered people who think that doing a good job in parts of their work is enough to expect continued employment and in some cases promotions.
Here are some examples:
There is a woman I know who does nothing but serves others. Every time I see her, she is helping or offering to help others. I am amazed at her energy and her constant giving. She is always in a good mood!
Who are the biggest servants you know? I am talking about the people who never stop giving of themselves. They may be leaders with a title. They may be someone without a title. Picture them in your mind.
Now I ask you, how often have you seen that person have a bad attitude or even a bad day? Continue Reading…
“There are plenty of good idea men. A lot of them are collecting tolls on the thruway as we speak.” It is a rare individual who can be counted on for ideas and for action.
Over time, as I hired and led teams, I realized that while I loved to have people who were both idea men and action heroes, if I had choose one, I would always choose the action hero. Creativity is much more common than initiative. Continue Reading…
“He’s doing the job. In fact, he is meeting every performance goal we have for him. But….” It’s what comes after the “But” that can drive leaders crazy and cause sleepless nights.
Unfortunately, many leaders will put up with what comes after the “But” because the performance metrics are being met. It is a tough call for a leader to fire a high performer. It takes conviction and courage to make this decision. But, it is necessary. Continue Reading…
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