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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 tom.hoisington@eagleoneresources.com

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 tom.hoisington@eagleoneresources.com

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

Why Do People Choose to Follow a Great Leader?

November 11, 2013 By

I recently had an opportunity to tour the Mighty 8th Air Force Museum in Pooler, Georgia. At one stage of the tour, I joined the Mission Experience exhibit. Through the use of lighting, sound, and video, the exhibit creates a simulation of serving as a crew member on board a B-17. The docent in the  exhibit was a 92 year old veteran who served as a ball turret gunner on one of these Flying Fortresses. As he spoke about his experiences, I was struck by his description of their pilot; the leader of the crew.

Our docent told us how the crew captain was also the youngest member of the crew, a 19 year old officer charged with taking his crew members into harm’s way and returning them safely to base. He spoke of how the crew would follow this man anywhere; how they trusted him completely to do what was best for the entire crew.

His story reminded me of another story I’d read about the Marines who raised the flag on Mount Suribachi on Iwo Jima. Their squad leader was a sergeant who told them that if they followed him, he would do all he could to get them home safely.

As I thought about both of these leaders, I was struck by the similarity. Great Leaders genuinely care for those who follow them. Great Leaders do all they can to avoid needlessly putting their followers at risk; and, when putting them at risk is unavoidable, they do all they can to lead them through the experience safely and prevent needless injury. Preventing injury does not refer solely to physical injury, but to mental, emotional, spiritual, and career health as well. Great Leaders protect their followers from being harmed as a result of their choice to follow.

Why do people choose to follow Great Leaders? Because they trust them and know that those Great Leaders will do everything possible to advance them, to promote them, to help them grow, and to do everything possible to shield them from harm.

Have you had the privilege of knowing a Great Leader who exemplified these traits? Click comment and share your story.

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 tom.hoisington@eagleoneresources.com

Filed Under: Dynamic Leadership, Great Leaders, 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 tom.hoisington@eagleoneresources.com

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