The Independent Leader: Building High-Performing Teams Through Empowerment

(Influenced by this article: https://fromthegreennotebook.com/2025/03/26/what-george-marshall-would-tell-todays-leaders/)

Great leadership isn't about being the sole problem-solver. It's about cultivating a team of capable individuals who can take initiative, make sound decisions, and drive results. This principle is powerfully illustrated in a quote attributed to Army Chief of Staff George Marshall, directed to Brigadier General Dwight Eisenhower: "Ike, the department is filled with able men who analyze their problems well but feel compelled always to bring them to me for the final solution. I must have assistants who will solve their own problems and tell me later what they have done." This simple yet profound statement encapsulates a critical element of effective leadership: promoting independence.

The Burden of Centralized Control

Many leaders fall into the trap of centralized control. They believe that every decision, no matter how small, must pass through them. This approach creates several problems:

• Bottlenecks: The leader becomes a bottleneck, slowing down progress and hindering agility.

• Overwhelm: The leader becomes overwhelmed with a constant influx of decisions, leading to burnout and decreased effectiveness.

• Stifled Development: Subordinates are prevented from developing their problem-solving skills and decision-making abilities.

• Reduced Morale: Team members feel disempowered and micromanaged, decreasing motivation and engagement.

Marshall's Vision of Empowered Leadership

George Marshall's message to Eisenhower highlights a different approach. He recognized that his role wasn't to be the ultimate decision-maker for every issue, but to develop and cultivate leaders who could operate autonomously. This vision of empowered leadership emphasizes:

• Trust: Leaders must trust their subordinates' abilities and judgment.

• Delegation: Leaders must effectively delegate responsibility and authority.

• Accountability: Leaders must hold subordinates accountable for their decisions and actions.

• Communication: Up-and-coming leaders must communicate about their decisions as they are taking action and working towards achieving the identified goals.

• Focus on Outcomes: Leaders should focus on the desired outcomes and allow their team members to determine the best path to achieve them.

Cultivating a Culture of Independence

Some ideas to promote a team of independent thinkers, leaders can implement these strategies:

• Clearly Define Roles and Responsibilities: Ensure that everyone understands their role, their scope of authority, and their decision-making boundaries.

• Provide Training and Development: Invest in training that enhances problem-solving skills, decision-making abilities, and leadership potential.

• Delegate Effectively: Assign tasks and projects that challenge subordinates, provide growth opportunities, and push their limits.

• Empower Decision-Making: Grant those in your care the authority to make decisions within their areas of responsibility.

• Offer Guidance and Support: Provide support and mentorship while avoiding micromanagement.

• Encourage Initiative: Foster a culture where team members feel comfortable taking initiative and proposing solutions.

• Celebrate Success and Learn from Failures: Acknowledge and reward successes, and view failures as learning opportunities.

The Benefits of Empowered Teams

Empowering direct reports to solve their problems and take ownership yields significant benefits:

• Increased Efficiency: Decisions are made more quickly, and progress is accelerated.

• Enhanced Innovation: Team members feel more comfortable taking risks and exploring new ideas.

• Improved Morale: Team members feel valued, trusted, and empowered, leading to increased motivation and engagement; they can take ownership.

• Development of Future Leaders: Subordinates are provided a means to develop the skills and confidence to take on greater responsibilities.

The wisdom in George Marshall's words to Eisenhower rings true today. Effective leaders don't seek to be the sole problem-solvers; they cultivate a culture of independence, prompting their teams to take ownership, make decisions, and drive results. By focusing on developing autonomous and capable individuals, leaders create stronger teams, achieve greater success, and build a lasting legacy of empowerment.

How Financial Intelligence Drives Leadership Impact

I have learned that to become a better leader, manager, or even a front-line contributor, understanding some basics on how Financials work for organizations will help with better decision making.  Financial Intelligence brilliantly illuminates why a solid grasp of financial principles is essential for every professional, especially those in leadership roles. In this book, Karen Berman and Joe Knight dismantle the intimidation factor associated with understanding corporate finance and reveal how financial intelligence influences individuals at all levels to make better decisions, ultimately contributing to an organization's health and success and our own ability to thrive and grow professionally.

If I may, I would like to explore key takeaways I picked up from Financial Intelligence and convey how these concepts translate into our ability to have a leadership impact every day.

1. The Front Line and the Bottom Line: Understanding Days Sales Outstanding (DSO)

One key is the emphasis that financial metrics aren't abstract numbers; they reflect real-world operational efficiency. One example is Days Sales Outstanding (DSO), which measures how quickly a company collects payment after a sale. While it might seem like a back-office concern, the authors highlight how front-line employees directly influence DSO.

• A sales team that diligently follows up on invoices, provides accurate documentation, and helps to manage customer expectations directly contributes to facilitating a better relationship, thus reducing the likelihood of DSO going beyond the contract terms.

• Similarly, clients will reward quality service. Client-facing team members who complete tasks thoroughly and resolve issues promptly and efficiently help prevent payment delays and encourage repeated engagement.

Financial Intelligence drives home the point that financial responsibility is shared. When front-line workers understand how their actions impact metrics like DSO, these team members elevate engagement and contribute more meaningfully to the company's financial health.

2. The Strategic Importance of Days Payable Outstanding (DPO)

Days Payable Outstanding (DPO) measures how long a company takes to pay its suppliers. The idea highlighted goes beyond the simple accounting equation to explore the strategic implications of DPO.

• While a high DPO can give the impression, on paper, that a company's short-term cash flow is strong, the book underscores that excessively delaying payables can damage vendor relationships.

• Damaged relationships will likely lead to less favorable terms, delayed deliveries, and often compromised quality of goods and services required to operate effectively.

• This, in turn, directly affects a company's ability to deliver quality products or services promptly, ultimately impacting Client Satisfaction (aka CSAT), thus having a direct negative influence on desired revenue growth.

Financially intelligent managers understand that DPO is another tool that is not just about maximizing cash but about strategically managing relationships for long-term success.

3. Financial Intelligence: The Cornerstone of Effective Management

Time and again, the authors argue persuasively that financial literacy is a critical skill for effective management. Managers who grasp specific aspects of financial statements and key metrics are better positioned to make informed decisions that drive business success.

• The book illustrates how financially intelligent managers can better assess the profitability of projects, understand the impact of their decisions on cash flow, and allocate resources to align effectively with the overall company strategies.

• These managers can also communicate more effectively with finance teams, understand the financial implications of operational issues, and better contribute to strategic planning.

By demystifying finance, Berman and Knight give managers tools to move beyond intuition and make data-driven decisions that contribute to the company's bottom line.

4. Cash Flow vs. Profit: Understanding the Lifeblood of a Business

One of the core concepts is the distinction between profit and cash flow. The book clearly explains why, while profit is important, cash flow is a more accurate indicator of a company's overall health.

• Profit reflects a company's performance, but it doesn't tell the whole story of its ability to generate and manage cash. Revenue is typically recognized once an invoice is sent. Revenue adds to the company’s reported profits, but that does not mean the invoice has been paid. Cash is not tracked for that invoice until the payment has been received.

• Cash flow reveals the actual movement of cash in and out of a business. DPO reflects the planned outbound cash flow, but since those outstanding payables have not been paid, the reporting shows those funds as part of the company’s current cash

• A company can be profitable on paper but still struggle with cash flow, which can lead to insolvency. There is a delicate balance, and it helps to understand how the financial professionals seek to navigate the Financials goals.

Financial Intelligence emphasizes that understanding cash flow is crucial for leaders to ensure the long-term viability and sustainability of the business.

5. The Power of the Cash Conversion Cycle

Another key the book introduces is the Cash Conversion Cycle (CCC) as a vital metric for assessing operational efficiency. The book highlights the importance of understanding how the components of the CCC interact:

• Cash Conversion Cycle = Days Sales Outstanding + Days in Inventory - Days Payables Outstanding

• By analyzing each component, businesses can identify areas for improvement.

• Reducing DSO accelerates cash inflow.

• Optimizing Days in Inventory minimizes tied-up capital.

• Strategically managing DPO (as discussed earlier) balances cash outflow with vendor relationships.

• The book emphasizes that a shorter CCC generally indicates better efficiency, as it means the company is quickly converting its investments in inventory and other resources into cash.

• Many financially intelligent leaders use the CCC to help to benchmark performance, identify bottlenecks, and implement strategies to improve cash flow and overall profitability.

Financial Intelligence by Karen Berman and Joe Knight is more than just a guide to financial statements; it's a roadmap to smarter and better leadership. By simplifying financial concepts and demonstrating their practical relevance, the book equips professionals at all levels to make more informed decisions that seek to drive business success.

My goal here is to show that for me, the key takeaways discussed here – understanding the impact of front-line actions on DSO, strategically managing DPO, the importance of cash flow, and the power of the Cash Conversion Cycle – are just a few examples of how financial intelligence translates into tangible leadership and management impact. By embracing the principles outlined in Financial Intelligence, leaders can foster a culture of financial responsibility, optimize operations, and ultimately contribute to the long-term health and prosperity.

I recommend this book for anyone seeking to enhance leadership effectiveness and drive meaningful results in today's complex business environment.

Leaders Need to Pause and Reflect

Many of us are under a lot of pressure. We are asked to accomplish more tasks, with fewer tools, and in a shorter timeline to keep up with the competitive landscape. As leaders, let’s not forget the importance of slowing down, reflecting, and catching our breath. It's not just about personal well-being. It may counter what you have may have learned: Slowing down is crucial for effective leadership and organizational success. In today’s post, I would like to share the value of slowing down. The article below helped inspire and inform my thoughts.

https://www.fastcompany.com/91271314/why-leaders-must-slow-down-to-speed-up-transformation

Benefits for Leaders to Slow Down:

• Improved Decision-Making: Reflection allows us to process information, analyze situations from different perspectives, learn lessons from our past, and make more thoughtful, strategic decisions. I have found that rushing from one task to the next usually leads to reactive, short-sighted choices.  

• Enhanced Self-Awareness: Taking time for introspection helps leaders understand their strengths, weaknesses, biases, and triggers. Being self-awareness is essential for personal growth and effective leadership. This allows us to recognize our impact on others and, if necessary, make room to adjust our behaviors accordingly.  

• Increased Creativity and Innovation: Quiet moments of reflection often spark new ideas and insights. Making distance for yourself, to step away from the constant barrage of information, allowing your mind to wander and make unexpected connections, leading to breakthroughs and innovative solutions.  This is, in part, why we can come up with great ideas while in the shower or as we are dozing off to a night of sleep.

• Reduced Stress and Burnout: Regular reflection can help leaders manage stress and prevent burnout. It provides us with an opportunity to process emotions, identify sources of stress, and develop coping mechanisms. The less stressed we are as leaders, the more effective we will be.  

• Stronger Emotional Intelligence: Reflection helps us develop our emotional intelligence, which includes self-awareness, self-regulation, empathy, and social skills. These qualities are imperative for building strong relationships, motivating teams, and navigating complex interpersonal dynamics.  

• Better Communication: Reflecting on past interactions and communication styles can help us identify our own areas for improvement. This will lead to clearer, more effective communication with our teams, stakeholders, and other cohorts.  

Benefits for Teams and Organizations:

• Improved Team Performance: When we prioritize reflection, self-care, and single-threaded task completion, it sets a positive example for our teams. Doing this creates a culture where taking appropriate breaks and prioritizing well-being is encouraged, often leading to increased team morale, productivity, and collaboration.

• Enhanced Organizational Culture: Demonstrating a reflective leadership style fosters a culture of learning, growth, and continuous improvement. When we do this, it encourages those in our care to think critically, challenge assumptions, and contribute their best ideas.  

• Increased Innovation: When we value reflection and create space for it, our teams are more likely to be innovative. When employees have time to think and reflect, they tend to generate new ideas and find new and creative solutions to challenges.

• Better Adaptability: In today's rapidly changing business environment, adaptability is crucial. Reflection helps us to better anticipate change, assess our strengths and weaknesses, and develop well-thought-out strategies to adapt effectively.  

Ideas on Incorporating Reflection:

• Schedule regular reflection time: Block out time in your calendar for reflection, just as you would for any other important meeting.  Protect these blocked times as if your job depends on it…because it does.

• Find a quiet space: Choose a place where you can be free from distractions and interruptions.

• Use journaling: Writing down your thoughts and feelings can be a powerful way to process experiences and gain insights.

• Practice mindfulness or meditation: These practices can help you quiet your mind and focus on the present moment.  For more on this, I suggest connecting with Brian Reich and subscribing to his blog, “Just Breathe, Mindful Moments”.

• Engage in conversations with trusted colleagues or mentors: Over the years, I have found that talking through your thoughts and challenges with someone you trust can provide valuable perspectives. For years, I had a mentor meet with me once a month over a cup of coffee. That help and insight was and still is invaluable.

• Take a walk in nature: It can be easy to forget that spending time in nature is a great way to clear your head and gain perspective. Listen to be wind blow, the birds sing, the waves on a shore, the babble of a brook, or whatever source of nature is easily accessible.

As leaders, when we prioritize reflection, we can enhance our own effectiveness, improve team performance, and create a more positive and productive work environment.

It's not a luxury; it's a necessity for thriving in today's demanding business landscape.

Thoughts on Unconventional Leadership

Embracing the Unconventional in Leadership

I strive to be more consistent with reading things that bring value to my life.  It is often easier to get lost in scrolling through social media, reading about culture, or looking for entertainment.  Earlier this week, I picked up a devotional collection titled, “The Valley of Vision”.  The opening devotion got me thinking and caused me to slow down, re-read, and start thinking more deeply about my role as a leader at work and home.  We often think of leadership in traditional terms: strength, authority, and unwavering confidence. But what if some of the tools for the most effective leadership lie in embracing concepts that seem contradictory on the surface? Read this stanza.  It speaks to this very idea, offering profound insights into the true nature of leadership…and perhaps life in general:

"Let me learn by paradox

that the way down is the way up,

that to be low is to be high,

that the broken heart is the healed heart,

that the contrite spirit is the rejoicing spirit,

that the repenting soul is the victorious soul,

that to have nothing is to possess all,

that to bear the cross is to wear the crown,

that to give is to receive,

that the valley is the place of vision."

This passage challenges our normal thoughts and understanding.  It invites us to explore the power of paradox in leadership. Perhaps this blog post can effectively unpack some of these concepts:

The Way Down Is the Way Up:

For leaders, this translates to the importance of humility. True leaders understand that they don't have all the answers. They're willing to "go down," listen to their team, acknowledge their mistakes, and seek feedback. This "lowering" of oneself paradoxically elevates the leader in the eyes of their team, fostering trust and respect.

To Be Low is to Be High:

This echoes the idea of servant leadership. The most effective leaders prioritize the needs of their team members. They empower others, provide support, and create an environment where everyone can thrive. By having some level of focus on serving others ("being low"), leaders may just achieve greater influence and impact ("being high").

The Broken Heart is the Healed Heart:

Leadership can often be filled with challenges. We often face setbacks, disappointments, and difficult decisions. A "broken heart" can represent the empathy and vulnerability that impactful leaders should possess. Leaders who allow themselves to feel and acknowledge these challenges are better equipped to connect with their team, build resilience, and ultimately find healing and growth.

The Contrite Spirit is the Rejoicing Spirit:

As leaders, when we can acknowledge our mistakes, take responsibility for our actions, and seek to learn and improve ("contrite spirit"), we are the ones who ultimately create a culture of growth and success ("rejoicing spirit").

That to Have Nothing is to Possess All:

This paradox speaks to the importance of detachment in leadership. As leaders, when we are overly focused on personal gain or power, we hinder our effectiveness. True leaders understand that our role is to serve a greater purpose. By "having nothing" in the sense of ego and self-interest, we can focus on the success of the team and the organization, which ultimately leads to greater fulfillment and a sense of "possessing all" that truly matters.

That to Bear the Cross is to Wear the Crown:

Effective leading often involves sacrifices, challenges, and difficult decisions – bearing the cross. When we lead to embrace these challenges, persevere through adversity, and remain committed to the vision, we can be the ones who lead our teams to achieve true success – wear the crown.

That to Give is to Receive:

The concept of giving is central to effective leadership. As leaders, when we give our time, energy, knowledge, and support to the team members, we have the opportunity to foster a culture of reciprocity and loyalty. By giving, leaders receive increased commitment, productivity, and discretionary effort from our team.

The Valley is the Place of Vision:

Valleys often represent challenging times or periods of difficulty. However, it is during these times that we often gain the clearest vision. It is in the valleys of our experiences where we are forced to learn, adapt, and grow. These challenging times provide the perspective and clarity needed to develop a strong vision for the future.

This stanza offers a powerful framework for understanding leadership…and life. By embracing these paradoxes, we can cultivate humility, empathy, resilience, and a focus on service, ultimately leading to greater effectiveness and lasting impact.

Cloud Security Realities: Intentionality and the Path to Resilience

Recent reports of security breaches in Oracle's SaaS solutions serve as a stark reminder of the ever-present challenges in today's digital landscape. While the cloud offers undeniable benefits – scalability, accessibility, and cost-efficiency – it also introduces new complexities in security and data management. These events underscore the importance of a concept I discussed earlier this year: cloud repatriation - why some businesses are bringing workloads back on-premises. 

This is not an uncommon discussion for most of us. However, in light of these recent events, I believe it's crucial to revisit the core idea: the need for intentionality in how we implement and utilize business systems.

To be clear, this isn't about casting fear around cloud hosting or SaaS-based solutions. It's about advocating for a balanced, strategic approach that prioritizes security, control, and business needs.

The Cloud Security Tightrope

Articles detailing the Oracle breaches highlight a critical tension:

• Cloud providers invest heavily in security, but no system is impenetrable.

• SaaS solutions, while convenient, can create a degree of separation between an organization and its data, potentially complicating incident response.

This doesn't mean the cloud is inherently insecure, but it necessitates a shift in mindset. Organizations must move beyond a "set it and forget it" approach and embrace a model of shared responsibility. Ultimately, ownership lies at the feet of the business owners as they are ones who are responsible for delivering goods and services.

Intentionality: The Antidote to Complacency

My February 11th, 2025 blog post on cloud repatriation touched on the idea that some businesses are choosing to move workloads back on-premises. This decision is often driven by a desire for greater control over data, security, and performance. Regardless of where a business chooses to host its data, the key takeaway is the value of being very intentional about how business systems are implemented and used.

Intentionality, in this context, means:

• Understanding Your Data: Knowing where your sensitive data resides, how it's accessed, and who has access to it.

• Security by Design: Building security considerations into every stage of system implementation, from architecture to configuration to user training. Statistically, user training on security protocols has the greatest impact on risk mitigation.

• Risk Assessment and Mitigation: Proactively identifying potential vulnerabilities and implementing robust security measures to mitigate those risks. "Grey hat" and "white hat" hackers are available for hire and can help find vulnerabilities in your configurations. It may be time to take advantage of their skills.

• Ensuring Availability and Recovery: Planning for both high availability (HA) to minimize disruptions and disaster recovery (DR) to restore operations after a major event.  The recent Oracle security breaches illustrate the need for both.

• Flexibility and Adaptability: Designing systems and processes that allow for adjustments in response to evolving security threats and business needs. Regular patching cycles for technologies like WebLogic, Java, IAM, and IIS are essential.

• Hybrid Approach: In some cases, this intentionality may lead to a hybrid approach, where certain systems or data remain on-premises while others reside in the cloud, allowing organizations to optimize for both security and agility.

Lessons Learned and Moving Forward

The Oracle security breaches, along with other similar events, provide valuable lessons:

• Complacency is a liability: Security requires constant vigilance and proactive measures.  Attention to detail is crucial.

• Control is a spectrum: Organizations must determine the level of control they need over their data and systems and choose their deployment model accordingly.

• Intentionality is paramount: Whether in the cloud, on-premises, or a hybrid environment, a deliberate and thoughtful approach to system design, implementation, and management is essential.

To be resilient in today's digital world requires moving beyond blindly embracing or rejecting any technology. It's about making informed decisions based on a clear understanding of your business needs, your risk tolerance, and the security landscape. By prioritizing intentionality in implementing security protocols, organizations can navigate the complexities of cloud computing and other technology deployments with greater confidence.

Leading Off-Script: When Rebellion Fuels Effective Leadership

I have seen that there's undeniable value in knowing when leadership steps off the well-trodden path. Sometimes, the most profound impact a leader can make is by challenging conventional wisdom, questioning the status quo, and forging a unique path. This "rebellious" streak, when strategically channeled, can be a powerful catalyst for innovation, change, and ultimately, extraordinary success. Leadership, at its core, is an art, and mastering the ability to lead off-script is a crucial aspect of that artistry. Let's explore the art of strategically rebelling and how to leverage it to achieve remarkable results.

When to Consider a Challenge to the Status Quo

• Stagnant Performance: When existing processes and strategies no longer drive progress and fail to achieve desired, shifting results, it is imperative to initiate change. When momentum stalls or plateaus, the leader needs to inspire and guide their team to become creative and break out of the current mold.

• Missed Opportunities: Leaders should be able to identify untapped potential within their team or emerging market trends being overlooked. In these situations, it is time to disrupt the current mindset and drive change.

• Ethical Concerns: A leader's moral compass is paramount. When faced with decisions that compromise ethical principles, it takes a courageous leader who must stand for what's right, even when it's unpopular.

• Resistance to Innovation: Innovation cannot thrive or grow in a complacent environment. A resolute leader must disrupt the status quo and champion new ideas. They need to challenge the fear of change.

Leading the Rebellion Effectively

• Data-Driven Justification: Strategically challenging the rules cannot be arbitrary. Before initiating disruption, ensure you have the data to support your decisions and direction. Present compelling evidence to demonstrate the need for change. Be ready to address those who will question the data or put up resistance to the recommended adjustments.

• Building Alliances: Success rarely comes from isolation. This is something that needs to be in place over time. Consistently be in the practice of cultivating strong relationships with like-minded leaders and team members. Strength in numbers amplifies your voice and creates momentum.

• Communicating the Vision Compellingly: It is important to articulate your vision for the future with clarity and conviction. Explain why you are suggesting that challenging the status quo is essential, painting a vivid picture of potential benefits.

• Strategic Disobedience: Choose your battles wisely. Be sure that you and your team have established a track record of supporting and encouraging initiatives before challenging established norms.

• Managing Risks: Rebellion involves inherent risks. Anticipate resistance and criticism. Develop strategies to mitigate potential negative impacts.

The Power of Constructive Disruption

• Fostering Innovation: Strategic rebellion creates fertile ground for innovation and experimentation, encouraging teams to explore new ways to accomplish the goals set before them.

• Driving Positive Change: Constructive disruption leads to significant improvements in processes, products, and performance. By challenging outdated practices, you will pave the way for more efficient and effective workflows.

• Empowering Others: Pushing against the status quo empowers others to do the same, cultivating a culture of continuous improvement and innovation.

Leading off-script is not about being contrarian for the sake of it. It's about strategically challenging the status quo to drive positive change and achieve extraordinary results. By leading with courage, conviction, and a data-driven approach, you can inspire your team to embrace innovation, overcome obstacles, and achieve what previously seemed impossible. The most impactful leaders are those who know when to dare to rebel for a greater purpose.

The Value of Trust in Leadership

We navigate a complex landscape of leadership, where influence and direction are paramount. Yet, one element stands as more crucial than others: TRUST. Without it, even the most brilliant strategies and well-intentioned directives are destined to falter. It is impossible to overstate the value of trust; it is the cornerstone of success. Trust is the invisible thread that weaves together effective teams, fosters innovation, and ultimately drives lasting achievement.

I was recently listening to The Jordan B. Peterson podcast, where Dr. Jordan Peterson asserted that “trust is the only true natural resource.” Pause and ponder this thought for a few moments... He proclaims that the ability of humans to cooperate and collaborate is the most essential natural resource and that this ability is entirely dependent on trust.

As leaders, we often find that trust must be extended before it is reciprocated. Today, I aim to delve into the profound value of trust in leadership relationships, exploring why it matters and how it can be cultivated.

Why Trust in Leadership Matters

• Enables Swift and Effective Decision-Making: When trust is established, leaders can rely on accurate information and genuine feedback, enabling timely and informed decisions. Trust eliminates the need for excessive verification and second-guessing.

• Cultivates a Culture of Cooperation: Trust creates an environment where individuals feel safe to work together, sharing knowledge and engaging in mutually beneficial endeavors. This holds true for everything from simple to complex solutions, whether the team is small or large. The spirit of cooperation is crucial for creativity, problem-solving, and a team’s overall well-being.

• Honesty and Reliability is Foundational: Trust minimizes misunderstandings and disputes. If the team cannot trust each member (or their leaders) to honor their words and commitments, cooperation will break down. When team members trust their leader's intentions, they are more likely to approach conflicts constructively and find mutually agreeable solutions.

• Amplifies the Leader's Influence: Trust lends credibility and strengthens the team’s ability to influence each other. When team members trust their leader, they are more receptive to the vision and guidance.

• Drives Accountability and Ownership: When leaders extend trust, it fosters a sense of responsibility and accountability among team members. A trustworthy leader will take ownership of their team’s actions, absorbing blame, guiding the team to create solutions, and giving credit where it’s due. This promotes and encourages team members to take increased ownership of tasks and projects.

• Simplifies Complex Problem-Solving: Trust empowers teams to tackle complex challenges more effectively. When trust exists, team members readily share information, expertise, and perspectives, leading to more comprehensive solutions.

Practical Strategies for Leaders to Cultivate Trust

• Lead by Example: Team members will observe your actions before they heed your words. Demonstrate integrity, honesty, and transparency in your actions and decisions.

• Communicate Openly and Honestly: Share information as fully as feasible and reasonable, explain the reasoning behind decisions, and be clear about your intent.

• Honor Your Commitments: Follow through on your promises and deliver on your commitments. As Thom Shea (retired Navy SEAL) says, “Honor your word.” This won’t always be easy, but do it anyway.

• Listen Actively: Pay close attention to your team members' concerns and feedback, showing that you value their opinions. Be mindful of unspoken concerns, which can also provide valuable insight.

• Empower Your Team: Delegate tasks, give them autonomy, and trust them to make decisions. Recognize that your team members are professionals who possess unique knowledge and perspectives.

• Show Empathy and Compassion: Understand and acknowledge your team members' feelings and perspectives. Be mindful that external factors can impact their productivity, and extend grace.

• Acknowledge and Admit Mistakes: As a leader, it is critical to admit when you're wrong and take responsibility for your actions.

• Give Credit Where Credit Is Due: Be quick to recognize and appreciate your team members' contributions.

• Be Consistent and Fair: Treat all team members with respect and as individuals. Tap into their strengths and provide each with growth opportunities.

• Build Relationships: Invest time in getting to know your team members on a personal level.  

The Ripple Effect of Trust

Trust is not a one-way street. It's a reciprocal relationship that requires ongoing effort and commitment. It starts with leaders, and when team members feel that trust, they will follow suit. When leaders prioritize trust, they create a ripple effect that extends beyond their immediate team, impacting the entire organization.

In the dynamic and often unpredictable world of leadership, the value of trust as an indispensable currency cannot be overstated. It's the foundation upon which strong relationships, high-performing teams, and successful organizations are built. By prioritizing trust, leaders can cultivate a culture of collaboration, innovation, and mutual respect, paving the way for lasting success in all aspects of life.

Right vs. Accurate: Which is More Important?

How easy is it for us to allow ego and desire to drive our actions to be perceived as knowledgeable, the one with the answers, or at least to avoid feeling like a fool?  It's easy to fall into the trap of prioritizing being "right" above all else. I need to ask myself if I have done this and should I be shifting my focus? What if, as leaders, we valued accuracy and learning more than the fleeting satisfaction of proving a point or trying to be the smartest person in the meeting? I hope that this article can help us all see that a shift in mindset can be transformative, fostering growth, collaboration, and a deeper understanding of our team members while building better solutions. We need to consider the idea that having something to learn is far more valuable than having something to prove.

Some of the Pitfalls of Being "Right"

• Closed-Mindedness: When our focus is on being right, we become resistant to new information, alternative perspectives, better solutions, more complete work, and even better client satisfaction. We shut down creativity, and that pigeonholes us into our reality and self-absorption.  This ends up hindering our ability to learn and develop.

• Stunted Growth: The insistence on being right leads our teams to stagnation; they stop questioning, exploring, and challenging our assumptions.  This limits the team’s potential for development and shuts down creativity.

• Damaged Relationships: When we act on the “need to be right”, we create conflict and tension in our relationships. This will lead to arguments, defensiveness, a breakdown of trust, and eventually silence.  Silence means indifference, which is the opposite of joy and thriving.

• Missed Opportunities: By clinging to our preconceived notions, our teams miss out on valuable insights and opportunities for innovation.

The Value of Accuracy and Learning

• Openness to New Ideas: When we prioritize accuracy in our teams, we and they are encouraged to be open to new information, even if it contradicts existing beliefs. We foster lifelong learners who are constantly seeking to expand their knowledge and understanding.

• Continuous Improvement: Learning is a continuous process of refinement. By helping our teams to embrace a growth mindset, we can constantly improve our team’s skills, knowledge, and perspectives.

• Stronger Relationships: When we value accuracy and learning, we create a welcoming environment for open dialogue and collaboration, even with tough topics. We become better listeners and more empathetic communicators.

• Informed Decision-Making: Being accurate leads to better decision-making. By seeking out reliable information and considering multiple perspectives, we can help our team make more informed and effective choices.

• Innovation and Creativity: Building a team culture that values learning fosters innovation and creativity and helps be a springboard to growth and thought leadership. By encouraging experimentation, questioning assumptions, and embracing failure as a learning opportunity, we help our teams unlock new possibilities and find new horizons.

Shifting the Mindset: Practical Strategies

• Embrace Curiosity: It is important to cultivate a genuine curiosity about the world around us. Lead by example; ask questions, explore new ideas, and seek out fresh perspectives.

• Practice Active Listening: Help our teams focus on understanding the other person's thoughts, experiences, professional background, and personal opinions rather than formulating an immediate response.

• Admit When You're Wrong: If you are like me, this is a tough one.  Don't be afraid to admit when you've made a mistake or when you've learned something new.  This helps those you lead see the value of humility.

• Seek Feedback: Actively solicit feedback from others and be open to constructive criticism.  I will often ask for 3 things from those in my care.

• What should I stop doing?

• What am I doing that I need to do more?

• What should I start doing? 

• Focus on the Process, Not Just the Outcome: So long it does not lead to or is not part of a crisis situation, value the journey of learning and discovery, rather than solely focusing on the end result.

• Cultivate Humility: Remember that no one has all the answers. Embrace the idea that there is always something new to learn.

In today’s business environment, we are often rewarded when we provide certainty.  It takes courage to prioritize accuracy and learning over being "right." But the rewards are immeasurable. By embracing a growth mindset, we can lead our teams to become more open-minded, adaptable, and successful individuals. Remember, the most valuable asset you can model for those in your care is the willingness to learn, not the need to prove. Choose to have something to learn rather than something to prove.

Leading People Where They Are: Embracing Individual Strengths for Team Success

Sometimes, we can forget that effective leadership isn't about forcing everyone into the same mold. It's about recognizing and nurturing the unique strengths and talents of each individual team member. Everybody has their unique strengths, and each of us grows at different paces.  "Leading people where they are" means understanding their working styles, motivations, and skill sets and adapting our leadership approach accordingly. This approach better fosters engagement, maximizes productivity, and ultimately drives greater team success. Here are some thoughts for leading people where they are, which I have found will aid in creating a more dynamic and effective team environment.

Understanding Each Individual

• We need to Recognize Diverse Styles: Each team member has their own communication preferences, learning styles, and working habits. Some thrive in collaborative environments, while others are more productive working independently. Some are detail-oriented, while others focus on the big picture. Understanding your team members’ differences and knowing how to guide them to thrive is crucial.

• It is Important to Actively Listen and observe: Pay attention to and learn about how our team members work, communicate, and interact. Ask questions, listen to gain understanding, and focus on their behavior. In most cases, actions will speak louder than words.  All of this will help to give you valuable insights into individual strengths and preferences.

• Where Reasonable, Individualized Communication: There are times when it is necessary to use broad communication styles and methods.  However, when feasible, tailor your communication style to each individual. We will find that some prefer direct and concise feedback, while others respond better to a more supportive and encouraging approach. The key is communication.  Keep in mind that communication is far more than sharing information.  When we show this as a leader, it will resonate with each team member.

Adapting Your Leadership Approach

• Strength-Based Leadership: I have found that StrengthFinder is a great tool to help identify each team member's strengths. For whichever tool you use, focus on identifying and leveraging each team member's strengths to create a growing team dynamic. Where reasonable and feasible, assign tasks and projects that align with their skills and talents, allowing each individual to excel in their contribution.

• Flexible Work Arrangements: Sometimes, there will be individuals who “hit their groove” at times that are outside of normal business hours.  Where possible, offer flexibility in work schedules and locations. In today’s business environment, we often find team members who are “sandwiched”, simultaneously caring for teenage children and aging parents.  Creating flexibility can empower team members to work in a way that maximizes their productivity and work-life balance.

• Personalized Development Plans: Team members will often thrive when you can guide them in creating individualized development plans that cater to their specific goals and aspirations. Make a path that allows for the provision of opportunities to train, mentor, be mentored, and/or develop skills that align with their individual needs.

• Empowering Autonomy: A quote attributed to Steve Jobs is, “It doesn't make sense to hire smart people and then tell them what to do. We hire smart people so they can tell us what to do.” I read this as telling us to give team members autonomy and ownership over their work. Ensure they understand “Commander’s Intent”, then trust them to make decisions and manage their own tasks.  This fosters a sense of responsibility, accountability, and accomplishment.

Building a Culture of Transparency

• Celebrating Unique Attributes: Embrace each strength displayed by your team and recognize that different perspectives and approaches can lead to better outcomes. Foster a team culture where everyone feels valued, respected, and listened to as they contribute with their unique perspectives and areas of expertise.

• Open Communication and Feedback: Encourage open communication.  Allow others to contribute ideas that bring a different point of view.  Provide regular constructive and positive feedback. Create an environment where team members feel comfortable sharing their ideas.

• Team Collaboration: Keep in mind that this is a team.  Each person, given the opportunity to collaborate and contribute, helps them grow and strengthens the team.  Promote collaboration. Encourage team members to learn from each other and leverage each other's strengths.

Leading people where they are is about a personalized leadership approach. By recognizing individual strengths, adapting your leadership approach, and fostering a culture of transparency, you can empower your team members to thrive and achieve greatness. This benefits the individual and the organization, creating a more dynamic, productive, and successful team.

Leading the Steady Ship: Engaging Team Members Content with the Status Quo

Leading the Steady Ship: Engaging Team Members Content with the Status Quo

Have you found yourself in an environment where not every team member aspires to climb the corporate ladder? I find that some amazing team members are content and highly effective in their current roles, becoming invaluable pillars of stability and expertise. These people are subject matter experts in their own space, setting an example for all their cohorts.  We are not opposed to ambition.  There is great value in understanding these individuals play a crucial role in maintaining consistency and driving operational excellence. Our challenge as leaders lies in understanding their motivations and finding ways to engage and develop these team members without pushing them toward unwanted promotions. Today, let’s strategies for leading these "steady ship" team members effectively, maximizing their contributions, and fostering a positive and productive environment.

Understanding the "Steady Ship" Mentality

• Recognizing Varied Motivations: Be clear and understand that contentment with a current role doesn't equate to a lack of ambition or engagement. Some team members prioritize work-life balance, others find fulfillment in mastery of their competencies, and some simply prefer the stability and predictability of their current role.

• Appreciating the Value of Stability: These team members often provide crucial consistency and expertise. They are the go-to individuals for specific tasks, mentoring, ensuring smooth operations, and high-quality output. Their experience and reliability are invaluable.

• Avoiding the Promotion Push: For these individuals, resist the urge to force promotions. Pushing someone into a role they don't desire will lead to decreased job satisfaction, reduced performance, and even attrition.

Engaging and Developing "Steady Ship" Team Members

• Horizontal Growth Opportunities: Help your organization focus on allowing these team members to expand skills and knowledge within their current domain. Opportunities for cross-training, specialized projects, or mentorship roles only strengthen their position and influence on the team. This also allows for professional growth without changing their position.

• Recognizing and Celebrating Expertise: Publicly acknowledge the specific contributions and value they bring to the team. Highlight their expertise and make them the go-to resources for their areas of strength. This can help to reinforce their sense of purpose and belonging.

• Providing Meaningful Challenges: Even when not seeking promotions, we all need challenges to stay engaged. Offer these individuals opportunities to lead projects, coach junior team members, or take on more complex tasks.

• Regular Feedback and Communication: Consistent feedback is crucial, even if it's not tied to promotions. Focus on their performance in their current role, offering constructive criticism and acknowledging their successes. Regular check-ins also help you understand their evolving motivations and needs.

Leading team members content with the status quo can require a shift in perspective. Instead of focusing solely on vertical career progression, prioritize horizontal growth, recognize their valuable contributions, and provide opportunities for meaningful engagement. By understanding their motivations and adapting your leadership style, you will cultivate a high-performing team where everyone feels valued, challenged, and fulfilled, regardless of their career aspirations.