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Will the Leader You Follow Nurture Your Talents and Help You Grow?

February 9, 2014 By

The great entrepreneur, author, and speaker Jim Rohn remarked, “If you don’t design your own life plan, chances are you’ll fall into someone else’s plan.  And guess what they have planned for you? Not much.”

Normally, I agree with nearly everything Jim Rohn says. But, in this case, I believe that someone who is working for a Great Leader may be able to take exception to this quote.

Great Leaders have the unique ability to implement their plans for the attainment of their goals in ways that promote the growth and advancement of their followers. They recognize that with the privilege of leadership comes the responsibility to nurture the talents of those that they lead and to help the individuals on their teams grow both personally and professionally.

A Great Leader of my acquaintance used a method he called “Demonstrate/Alternate” to nurture and cultivate the skills of those he lead. He would first demonstrate how to handle a situation, encouraging the person that he was training to ask questions when they later reviewed the situation and how it was handled. Then, he would have the person he had trained deal with that situation the next time it arose. When he critiqued how the person had dealt with the situation, he would begin by asking “what do you feel you did well?”; “what would you do differently if you could do it all over again?” Only then would he offer his comments of what went well and what might be done differently.

If you want to be a Great Leader, seek out opportunities to help the members of your team grow. Provide those who choose to follow your lead with opportunities to learn by doing and promote their achievements to others who can help them grow and advance.

If you are one who follows the lead of another, you are not absolved of responsibility for your own career growth and advancement. Help your leader become a Great Leader by asking for chances to learn; first, by watching and then by doing. Take the initiative, set your goals, and create a plan that will help you reach those goals. If you do … and if you help your leader become a Great Leader … you just might find that, together, you accomplish far more than either of you thought possible.

Tom Hoisington is a speaker, trainer, and author whose goal is to provide leaders and potential leaders with tools that empower them to build teams that are creative and cost effective along with a clearer understanding of how personality types interact within those teams. He can be contacted at [email protected]

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Do Great Leaders Know How To Use Their Position To Lead?

January 12, 2014 By

I just finished reading Doris Kearns Goodwin’s book, The Bully Pulpit: Theodore Roosevelt, William Howard Taft, and the Golden Age of Journalism, and I am struck by Roosevelt’s recognition of how his position, his bully pulpit, to arouse interest in and support for causes that he felt strongly about.

Like most Great Leaders, Roosevelt recognized that he had an opportunity to help shape both public opinion and public policy in order to effect changes that he believed were essential for the betterment of society. To do this, he did several things …

  • He knew what he wanted to accomplish; his goals were clear. Great Leaders have specific goals. These goals are not vague wishes. Rather, they are specific and measurable with clearly defined deadlines.
  • He refined his message so that it was clear and understandable to anyone who would listen. In refining the message, Great Leaders create a vision that their followers can focus on as they strive to change that vision into a reality. Great Leaders inspire their followers in such a way as to make it possible for the followers to see themselves reaching the goal and enjoying the fruits of their labors.
  • He made allies of those who could help him spread his message. Great Leaders know that they cannot accomplish very much by working alone. They create alliances that are mutually beneficial to all parties. Great Leaders also make certain that their allies know how vital their role is in turning dreams into realities; and, Great Leaders share credit for the accomplishments with their allies and team members.

Do Great Leaders know how to use their position to Lead? You bet they do! Who, in your opinion was a Great Leader who used his or her position of leadership to change the world for the better. Click comment and share your opinion.

Tom Hoisington is a speaker, trainer, and author whose goal is to provide leaders and potential leaders with tools that empower them to build teams that are creative and cost effective along with a clearer understanding of how personality types interact within those teams. He can be contacted at [email protected]

Filed Under: Building a Legacy, Dynamic Leadership, Great Leaders, Lead from strength, Leadership, Leadership Qualities, What characterizes good leaders Tagged With: , , , , , ,

How Can You Create A Legacy by Sending People Out Into the World?

December 16, 2013 By

The privilege of leadership brings responsibility … the responsibility of helping those that you lead to grow and develop so that they can become leaders as well. Consider …

Some managers see themselves as being responsible for assembling a staff of people who can meet the needs of their customers. Once they put that staff together, their primary concern is to keep the staff intact so that it is not necessary to identify new talent and develop it. For these managers, the status quo is the ideal that they strive to maintain.

Other managers, however, recognize that they have been given the privilege of leadership. With that privilege comes the responsibility of helping people improve their skills and cultivate new talents so that they can advance in their chosen careers. These managers have the potential to become Great Leaders. Attaining this status, though, requires that they adopt a new mindset; a mindset that measures success against a standard that involves the number of people they send out into the world to accept new challenges and opportunities. I had the privilege of working with a Great Leader who had adopted this standard.

My first agency manager, Ray, realized very early in his career that he was helped by those around him who recognized his ability to recruit, hire, and develop new agents who had the ability to advance into agency management; and, they encouraged him to use this talent and helped him increase his skills in this area. He saw the help he received as a debt that he could only repay by doing the same for others.

As he grew his agency, Ray sought out talented people and exposed them to the possibility of career growth and the opportunities that agency management could offer them. Even though promoting people out of his agency reduced his income (at least temporarily), Ray began measuring his own success in terms of the number of new agency managers he developed and allowed to leave to develop new agencies. He never begrudged them the chance to grow their careers in new directions. In fact, he encouraged them to do so if that is where their ambitions led them. At the time of his death, Ray counted 29 new agency managers as one of this greatest legacies. Ray was a Great Leader. He accepted the responsibilities that being a Great Leader entail and he thrived on those responsibilities.

Have you had the privilege of working such a Great Leader? Share your story by commenting below.

Tom Hoisington is a speaker, trainer, and author whose goal is to provide leaders and potential leaders with tools that empower them to build teams that are creative and cost effective along with a clearer understanding of how personality types interact within those teams. He can be contacted at [email protected]

Filed Under: Building a Legacy, Dynamic Leadership, Great Leaders, Integrity, Lead from strength, Lead with Integrity, Leadership, Leadership Qualities, What characterizes good leaders Tagged With: , , , , , , , ,

Let Us Give Thanks For the Great Leaders We’ve Known

November 25, 2013 By

Over the years, I’ve had the privilege of knowing some truly great leaders. Some I knew in professional relationships; others through my avocations.

Looking back, I see them and the impact that they had on my life with far greater clarity than I did when I was within their circles of influence.

  • First and foremost, there was my father who taught me that leadership need not be loud and boisterous. Rather, it could be quiet while setting an example for others to emulate; that the example would speak more loudly and clearly than words could ever do. He taught me that it required patience, honor, integrity, and honesty … honesty in one’s dealings with others and when seeing one’s own talents and shortcomings.
  • There was Mr. Knapp, my Cub Scout Leader who made it a point to ensure that every one of “his” boys had a ride to den and pack meetings. He made it his mission to send us to Boy Scouts with the tools we needed to continue on the Trail to Eagle Scout.
  • Mr. Satzke was my Scoutmaster. I doubt that he ever knew the impact of the example that he set when he came to the pool at summer camp to find me. It had gotten dark and cold and dinner had already been cooked and served in camp; but, one of “his boys” was still trying to pass a canoeing merit badge requirement at the pool. He brought a jacket to keep me warm and made sure that a generous serving of Mulligan Stew was kept hot for me to eat when he brought me back to the campsite.
  • Then there was my first agency manager, Ray, who introduced us to Napoleon Hill’s statement that, “Whatever the mind can conceive and believe, the mind can achieve”. For Ray, this wasn’t simply a memorable quote, it was a credo that he taught to each of us and repeated it daily until we truly believed in its truth. He was committed to helping each of his followers grow and become leaders … without ever voicing these words, he was committed to replicating the best qualities in him and shaping the lives of those who would replace him and become the leaders of the future.
  • More recently, I met the owner of a company who, at the end of a very trying and exhausting week, brought a refreshment cart through the office and served cold drinks to his employees, as he personally thanked each of them for all that they had done to bring a critical project to a successful conclusion.
  • Finally, there are my fellow Scouting volunteers who give so generously of their time and talent to shape the character of the next generation of leaders.

This week, we gather with family and friends to give thanks for the many gifts that we have been given. Please join me in giving thanks for the Great Leaders who have influenced each of our lives.

Tom Hoisington is a speaker, trainer, and author whose goal is to provide leaders and potential leaders with tools that empower them to build teams that are creative and cost effective along with a clearer understanding of how personality types interact within those teams. He can be contacted at [email protected]

Filed Under: Building a Legacy, Dynamic Leadership, Great Leaders, Integrity, Lead from strength, Lead with Integrity, Leadership, Leadership Qualities, What characterizes good leaders Tagged With: , , , , , , , ,

Do Great Leaders Follow A Moral Compass?

November 17, 2013 By

I recently read an article written by Frank Bucaro, a regular contributor to a LinkedIn group for Ethics and Compliance Officers. In this article, Frank asked, “How Does One Set A Moral Compass?” (http://www.linkedin.com/groups/How-does-one-set-moral-50939.S.5793914936249827331?view=&gid=50939&type=member&item=5793914936249827331&trk=eml-anet_dig-b_nd-pst_ttle-cn) His question started me thinking about the Great Leaders that I have had the privilege to follow and learn from … and the moral compasses that I believe they used to navigate moral dilemmas and life. I believe that these compasses were aligned with the following points.

  • They knew the difference between right and wrong – I’m not talking about the difference between legal and illegal behavior (although this distinction is certainly important). I’m talking about behaviors that, while technically may be legal, are morally wrong. As my father would ask me, “Just because it is legal to do something, does that mean it’s the right thing to do?”
  • They consider the impact that their actions may have on the lives of others – Great Leaders ask if their decisions, their actions, will improve the lives of those they have the privilege of leading; or, will their actions and decisions harm those around them.
  • They think about how their behavior will impact not only their own reputations but also the reputation of the firm they represent and the reputations of those who follow them – My father used the expression “guilty by association” and Great Leaders understand that, fairly or unfairly, the reputations of both their firms and their followers are tinted (or tainted) by their own behavior and reputation. When they behave morally and ethically, those they represent and those who follow them are perceived to be ethical and moral. When they behave improperly, the firms they represent are perceived to be tolerant of unethical behavior; and, it is anticipated that their followers will follow the example that the unethical leader set.

Great Leaders possess a moral compass and they have it oriented to the “true north” of doing the right things for the right reasons. Think about the Great Leaders that you have known and followed. What were the key points on their moral compasses? Please share those points by commenting here.

Tom Hoisington is a speaker, trainer, and author whose goal is to provide leaders and potential leaders with tools that empower them to build teams that are creative and cost effective along with a clearer understanding of how personality types interact within those teams. He can be contacted at [email protected]

Filed Under: Building a Legacy, Dynamic Leadership, Great Leaders, Integrity, Lead from strength, Lead with Integrity, Leadership, What characterizes good leaders Tagged With: , , , , , , , , , , ,

Do You Trust Your Team … Really Trust Them?

November 3, 2013 By

A number of articles have recently been written about the difference between leaders and bosses. They all offer valid points of comparison; and yet, I can’t help but feel that they’ve missed a key difference … TRUST.

Managers tend not to trust their associates. They may say that they do but their behavior is not congruent with their words. Let me give you an example by comparison.

Manager A, we’ll call him Andrew, says he trusts his people. He gives them assignments and expects that they’ll get them done. Then, Andrew proceeds to micromanage every detail of the job. He constantly holds meetings and demands updates on progress made. He insists that each part of the job be done exactly as he dictates it will be done and then he wants to hear DETAILED explanations of who is doing what and exactly how each job is being done. He often insists that parts of jobs that have been completed be redone “his way” even if the finished product accomplished what it was meant to do.

Manager B, we’ll call him Ben, also says that he trusts his people. He, too, gives them assignments and expects that the team will get them done. So far, Andrew and Ben sound like they do things the same way. But, it is at this point that their techniques begin to diverge. Ben does not micromanage. He holds his people accountable and, of course, he periodically asks for updates on progress being made. But he does this by asking if his team members are encountering any difficulties that he can help them resolve. He gives his associates the room and the opportunity to be creative and find innovative ways to solve problems and complete components of the assignment.

Which Manager truly trusts his people? Which Manager would you rather work for … or better yet, work with?

Great Leaders trust their people and provide them with the opportunity to innovate and create. When those innovations result in new efficiencies and savings, the Great Leader gives credit to the person(s) who discovered the innovation. If the innovations don’t work, the Great Leader protects the team members that he has the privilege of leading by accepting responsibility for the actions, both good and bad, of the team.

Which person are you? Are you Manager Adam who does not trust his team; or, Great Leader Ben who demonstrates the faith and trust that he has in the team on a daily basis? Click the “COMMENT” button and tell how you show that you truly trust the team that you lead.

Tom Hoisington is a speaker, trainer, and author whose goal is to provide leaders and potential leaders with tools that empower them to build teams that are creative and cost effective along with a clearer understanding of how personality types interact within those teams. He can be contacted at [email protected]

Filed Under: Building a Legacy, Dynamic Leadership, Great Leaders, Lead from strength, Leadership, What characterizes good leaders Tagged With: , , , , ,

DO GREAT LEADERS PAINT THEMSELVES INTO INESCAPABLE CORNERS?

October 13, 2013 By

This is an open letter to those who would call themselves “leaders”.

It’s time to look at how current leadership strategies are working. All too often, we hear those who would call themselves “leaders” stating that they will not negotiate; that proposals from those who hold different views are “dead on arrival”; that differences must be resolved “my way or the highway”. In the vernacular of personality assessments, these behaviors are examples of negative personality styles wherein …

  • the Negative Commander declares that “it’s my way or the highway” and that the only acceptable behavior is conformity with exactly what he/she declares;
  • the Negative Organizer seeks refuge in the unbending adherence to perfect detail; the perfect dotting of the i’s and the perfectly balanced crossing of the t’s;
  • the Negative Relater stops seeking consensus so that “we can all get along” and takes on a martyr mentality that we are not worthy of solutions;
  • the Negative Entertainer ceases caring about making life good for everyone around him/her and begins believing that he/she must be the focal point of everyone’s attention and adoration.

These negative leadership styles are not working!  It’s time to try something else. To provide a historical example of finding workable solutions that benefit everyone …

In 1787, the Founding Fathers found themselves at a crossroads while writing the Constitution. The question centered on the nature of the legislative branch of the government.

Large states favored proportional representation wherein each state would have representation based on population; i.e., one representative for each xx number of people. This was a key component of what was referred to as the “Virginia Plan” and would give large, more populous states, more representatives than would be given to small states. Small, less populated, states feared that this form of legislature would make their opinions and wishes irrelevant; that the large states could overwhelm their smaller representation and do only what was in the interests of the large states.

Conversely, small states endorsed a legislature that would provide each state with the same number of representatives so that each state would carry the same weight in any vote; essentially, one state, one vote. This was a key component of the “New Jersey Plan” that would have kept the Articles of Confederation in place.

After a period of extended debate, Roger Sherman and Oliver Ellsworth … both representatives from Connecticut … offered a compromise solution. Combining both proposals, their compromise created a bicameral legislative branch; a Congress with two houses. One chamber, the House of Representatives would have a membership based on population; the Virginia Plan’s one representative for each xx number of people. The second chamber, the Senate, would give equal representation to each state; the New Jersey Plan’s “one state, one vote”. In proposing this compromise solution, these men demonstrated true leadership … they actively sought and found a solution that was in the best interest of the country and that the majority of the representatives could support.

Great Leaders not only talk the talk of wanting to do what is best for the nation, they work together to find solutions that accomplish the goal of doing what is right and what is best for the country. Great Leaders recognize that when they find themselves in a hole, it’s best to stop digging deeper and start digging out of the hole; to find common ground that can lead to solutions based on a consensus of what is best for the majority. Great Leaders understand that, in the immortal words of Star Trek’s Mr. Spock, “The needs of the many (the nation) outweigh the needs of the few.”

As stated above, negative leadership styles are not working!  It’s time to try something else. It’s time to seek out and find compromises that, while not giving everyone everything that they want, offer solutions that most can accept as being in the best interests of the nation. Set aside the negative leadership behaviors. It’s time to become true leaders; Great Leaders, who act in the best interests of those that they have been given the privilege of leading.

Tom Hoisington is a speaker, trainer, and author whose goal is to provide leaders and potential leaders with tools that empower them to build teams that are creative and cost effective along with a clearer understanding of how personality types interact within those teams. He can be contacted at [email protected]

Filed Under: Building a Legacy, Dynamic Leadership, Great Leaders, How personality type impacts leadership, Integrity, Lead from strength, Lead with Integrity, Leadership, Personality Assessment, Personality types, What characterizes good leaders Tagged With: , , , , , , , ,

Are You Building a Legacy?

July 21, 2013 By

Greek history tells us that when Odysseus went to fight the Trojan War, he asked his friend Mentor to take charge of his palace and his son, charging Mentor with the responsibility of guiding his son, Telemachus, as he grows into manhood. Over time, the word “mentor” has come to mean one who gives of his or her time, experience, and wisdom in order to help another grow personally and/or professionally. It is through mentoring that Great Leaders build a legacy. But, why do they do this?

District Manager Ray was, undoubtedly, one of the finest mentors I ever met. He measured his success not by the number of dollars on his paycheck, but by the number of people that he was able to help grow and develop into successful agents and managers for the company he worked for. He took great pride whenever he heard about the success of someone who had passed through his tutelage. His pride was not based on “Look what I did!” but rather on “Look how this individual fulfilled his/her potential!” He worked hard every day to build a legacy of people who, through their own efforts, attained the levels of success to which others would only look with longing.

Scoutmaster Duane mentors young men to become the leaders upon whom local businesses, his community, the state, and the nation will depend to help us, as a people, realize the dreams of the founding fathers. He does not do this because he wants to point to a plaque on the wall and say “See what I produced!” He does it because he wishes to repay all those who have helped him become the man he is today; and, to prepare those he has the privilege of mentoring with the tools that will enable them to assist future generations.

Great Leaders subscribe to the “ripples on the pond” theory of life. Just like a pebble tossed into a pond creates ripples that travel out to the shore rebounding to come together again in the center of the pond, mentors build a legacy that travels out from their points of contact with their mentees into a world where those ripples will touch countless lives for generations to come. Great Leaders are great mentors who touch and change lives for the better far beyond their own lifetimes.

Know a great mentor who impacted and changed your life? Share that experience by commenting here.

Tom Hoisington is a speaker, trainer, and author whose goal is to provide leaders and potential leaders with tools that empower them to build teams that are creative and cost effective along with a clearer understanding of how personality types interact within those teams. He can be contacted at [email protected]

Filed Under: Building a Legacy, Dynamic Leadership, Great Leaders, Integrity, Lead from strength, Lead with Integrity, Leadership, What characterizes good leaders Tagged With: , , , , , , ,

RESPECT – Great Leaders Earn It; They Don’t Demand It

June 23, 2013 By

R – E – S – P – E – C – T. Everyone wants it; not everyone gets it. Great Leaders know that respect is not handed out as an entitlement. It must be earned. So how do they go about earning it?

They take responsibility rather than delegate blame – Great Leaders take responsibility when things don’t go according to plan. Rather than delegate the blame to a subordinate, Great Leaders step up and say, “As the leader of this team, the responsibility is all mine.” Great Leaders recognize and accept that they are held accountable for results.

They give credit for success to the team – Great Leaders know that they accomplish little by themselves. While the weak leader will point to the successful completion of a project and say, “Look what I did!”, the Great Leader points to the team and says, “Look what you accomplished! You are the greatest!”

They listen – While the Great Leader knows that he or she is ultimately responsible for making decisions, the Great Leader takes the time to seek out and truly listen to the opinions of team members. Only after listening and hearing everyone’s input, the Great Leader makes the decision that he or she believes is in the best interest of all concerned.

They follow up – Great Leaders don’t just delegate tasks, they monitor progress, ask what tools or resources are required and obtain them. The person to whom the task was delegated knows that it’s not busy work; that outcomes are desired and that the Great Leader is there to help them obtain the desired outcome.

They “walk the talk” – Great Leaders lead by example. They never ask more of their followers than they would be willing to do themselves. They “practice what they preach” and display the same behaviors that they expect from others.

Great Leaders know that respect must be earned every day and their actions will be closely scrutinized by their teams, their followers, to determine if they’ve earned it … every day.

Do you have an example of how a Great Leader has earned your respect? Comment here and share it, please.

Tom Hoisington is a speaker, trainer, and author whose goal is to provide leaders and potential leaders with tools that empower them to build teams that are creative and cost effective along with a clearer understanding of how personality types interact within those teams. He can be contacted at [email protected]

Filed Under: Building a Legacy, Dynamic Leadership, Great Leaders, Lead from strength, Lead with Integrity, Leadership, What characterizes good leaders Tagged With: , , , , ,

Great Leaders Care!

June 9, 2013 By

I recently had the privilege of attending an Eagle Court of Honor for seven (yes, I said 7) Scouts who had earned the highest rank that Scouting offers. To understand how special this Court of Honor was, it’s important to know two very important facts. 1) Less than 4% of all boys who join the Boy Scouts of America will ever earn this rank. 2) All seven of these young men were members of the same patrol in the same troop. And, they all had something else in common … a Great Leader.

That Great Leader was a man I’ll call Mr. Bill. Mr. Bill joined this group of young men on the day that their patrol formed. His son was a member of the patrol; but, from the first day, he saw himself as having seven sons in that patrol … they were all his boys and he would do everything he could to help each of them grow to become the men they were destined to be.

In the early days, he stood in front of them and showed them how to perform tasks both basic and complex. As the boys learned and then mastered the skills, Bill began to step back and let the boys lead themselves, always with the knowledge that he was there to help them if they ran into a problem. As the boys matured and undertook high adventure treks, Bill accompanied them; but now, he watched them as each took a turn leading the others and he answered their questions with the question, “what do you think you should do?”

Knowing that rank advancement was important to building a young man’s self-esteem, Mr. Bill constantly monitored their progress. If one of his charges fell behind, he provided encouragement and, when needed, gave the Scout a nudge to keep him moving forward. As the boys neared their 18th birthdays, he made sure that each was fulfilling the requirements to attain the rank of Eagle Scout. He genuinely cared about the success of each of these young men and could not envision an outcome other than each of them attaining the pinnacle of Scouting.

As the Court of Honor wound down to its conclusion, each of these outstanding these young men stepped up to the microphone to provide encouragement to those younger Scouts in attendance; and, to express his gratitude to those who had helped him along the way. Each Scout expressed the customary gratitude to parents, relatives, and friends. Each also thanked various volunteer leaders for things that the young man felt had helped him. All thanked Mr. Bill … for his guidance; for his support; and most of all, for caring.

Great Leaders care about those they lead. Great Leaders care enough to do whatever is needed to ensure that their followers have the tools and resources necessary for success.

“Like” if you appreciate all that Great Leaders do to help their followers succeed.

Tom Hoisington is a speaker, trainer, and author whose goal is to provide leaders and potential leaders with tools that empower them to build teams that are creative and cost effective along with a clearer understanding of how personality types interact within those teams. He can be contacted at [email protected]

Filed Under: Building a Legacy, Dynamic Leadership, Great Leaders, Lead from strength, Leadership, What characterizes good leaders Tagged With: , , , , ,
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