Swinging The Big Axe

My wife works as a creative arts producer for our church and her boss (our worship leader) just announced that he'll be leaving later this year to start up another church. He's a very talented guy who has tremendous vision but has trouble with follow-through. Which is why my wife is the perfect assistant for him--Sally is the most organized person on the planet.

We were talking Sunday about his move up on the leadership ladder and he recalled the first time he had ever been evaluated for a prominent position. The senior pastor at his old church pointed out to him that he needed to work on handling details better, to which our worship leader said, "I guess I like to swing a big axe."

Here's my reponse to him and something any "visionary" leader should keep in mind:
If you're going to be walking through the woods swinging the big axe, you had better know who's going to be stacking the wood behind you.

Resolve To Serve

Wondering what you as the leader of your organization can do better this year? Why not resolve to serve your customers with the respect and attention they deserve?

A majority of companies lack a commitment to customers and a continuing poor understanding of the value of customers. A survey conducted by the Strativity Group uncovered these results:
-- 54 percent of senior executives admit they do not deserve their customers' loyalty.
-- 87 percent of execs don't know their average annual customer value.
-- 67 percent agree that their execs do not meet frequently with customers.
-- Only 33 percent say that they have the tools and authority to serve their customers.

The average consumer will probably show more loyalty to the businesses that show them more loyalty. The organizations who make a consistent and passionate effort to show their customers how much they appreciate them will be the ones who thrive, not just survive.

Stop Setting Goals!

It's frustrating to see the passion for goal-setting that continues to pervade the advice that management consultants are handing out these days. "Set challenging goals!" "Focus on your dream!" "Chart a course for success!"

Don't get me wrong. I love setting goals. I'm King of the To-Do List. But the problem I have is that too many people get caught up in the "what' and "how"...and they never ask "WHY?" Why do I need this? Why is this goal so important?

It all goes back to The Puzzle Principle--How To Create Long-Term Success In A Short-Term World. Whether you hear my speech or take my seminar, you discover that all the personal and professional goals in the world mean nothing without a clear sense of what the "Big Picture" looks like and why you want it to look like that.

Focus and direction are worthless without the values to support them. That's a success philosophy you can bank on.

Leadership Lessons From "American Idol"

Watching American Idol can be addictive--just ask the 35-40 million who tune in faithfully each week to watch some very talented singers compete for the most coveted title in the entertainment industry. But watching this mega-popular reality show has also been very instructive and motivational. Last night, something Simon said triggered this thought:
You can learn a lot about leadership from American Idol.

First, character counts. The contestants who resonate with American Idol fans the most are those whose backstory contains faith and perseverance. Taylor Hicks, who toiled in bar bands for years and finally drove from Alabama to Las Vegas to audition on a dare from one of his buddies. Kellie Pickler, whose father is still in prison. Or this season's best talent, Lakisha Jones, a single mom who just wants a better life for her 4-year old daughter. In any leadership position, your character is what establishes your opportunity for success. Management guru Peter Drucker once said, "The proof of the sincerity and seriousness of an organization is uncompromising emphasis on integrity of character."

Second, keep it real. Out of all the hundreds of thousands of people that have auditioned through the past six seasons of American Idol, the 60 finalists may not have been the most talented singers--but they were the most refreshing. Last night, Simon told one of the women who absolutely tore UP a version of Aretha's Since You Been Gone, "Melinda, I have seen people walk out here with little talent and a lot of arrogance...and you are the opposite." That girl will be star, even if she doesn't win this season's American Idol competition, because she's humble and genuine and drop dead talented. From a leadership standpoint, don't take yourself seriously--take your job seriously.

Third, pick the right song. Nothing undermines a leader more quickly than pretending to be something he's not. Every season, we hear Randy, Paula, and Simon advise and admonish the American Idol contestants to choose music that fits their style and range. Take Katherine McPhee--if she had delivered that knockout performance of "(Somewhere) Over The Rainbow" earlier in the competition, she probably would have won it all. However, she tried to be sassy and edgy and it didn't work--meanwhile, Taylor Hicks consistently picked songs that he knew he could deliver with style and creativity. In leadership, picking the right song (or rather, choosing the management style that he can perform consistently and successfully) makes all the difference.

Who knew that a reality competition to find the next big singing sensation could provide such pithy and profound advice for the 21st Century Leader. Here's hoping you'll be a Leadership Idol for your organization!

LEADERSHIP -- Creating True Believers

Does it seem that everyone you know or work with is changing jobs or careers lately? It shouldn't surprise you...the National Employee Benchmarking Study has found that 80% of all U.S. workers do not plan to be with their current employers in 2 years. And here's where the problem lies--most exiting employees cite leadership deficiency as one of their primary reasons for going elsewhere.

"Leadership deficiency." What does that mean? It means that companies aren't giving their employees a compelling enough reason to stay. It means CEO's are more concerned with the stockholders than the stock boys. It means that the majority of the modern workforce wants something more than a good salary and a nice benefits package. They want leaders with heart. They crave something to believe in.

You need only to look at the most successful coaches to see how it's possible to create a team of true believers. Wooden, Lombardi, Schembechler, Lasorda--their legacies have lasted long after the X's and O's were wiped off the chalkboard. Because they cared. And their teams knew it.

Andrew Razeghi, author of "Hope: How Triumphant Leaders Create the Future" says, "Triumphant leaders engage not only the heads but also the hearts of those who look to them for leadership. Create a culture of believers, and you will create an organization more resilient, more courageous, and more ably equipped to manage through ambiguity, around fear, and into the future.”

One of the best measures of leadership effectiveness is something I call the "elevator test"--when it comes to your team, are you lifting them up or taking them down? And which direction is your business headed?