Yes I know we just talked about LEADERSHIP 101 recently but remember leadership is a topic, interest, priority and area of consultant service for me everyday…EVERYDAY.  And yes it is true again that in most TRIPLE III TIME messages we have discussed the many, many views and traits that have been studied about what makes a leader special.

In Charles Garfield’s book: “Second to None…The Productive Power of Putting People First”, he describes what it means to be a service leader.

“Service leadership means more than just meeting the current needs to your client competently and efficiently. It also means stepping beyond the traditional client/provider boundaries to inspire change and fulfill the promise and the potential for the client.

Service leadership also means more than knowing your client.  It requires the mastery of topics, issues, and insights related to your client’s experiences, goals, thinking, motivations, and needs.  A service leader creates a vivid picture of what will make the client prosper not only today but tomorrow. With that picture firmly in mind, the service leader then commits himself or herself to making it happen.”

This definition simply says…a leader puts people first.  Whether it is their client/customers (or staff), a service leader is responsible for making them the BEST!

It is very important to re-read Mr. Garfield’s quote a few times.  There are so many valuable professional development thoughts and actions contained in those two paragraphs.  And maybe you will arrive at the same conclusion that I did: That if you want to be recognized as a great leader…you must guide and serve those that work with you…those that you work for…and those you work to help.

When you hear the term “RE-DO” …what do you think about? Do you think about:

• RE-DOing your living room to make it modern?
• RE-DO a test in class because you did poorly?
• RE-DO your website because it needs to add features?
• RE-DO your sales approach at work to make it more customer friendly?

Well today this TRIPLE III TIME message will focus on the: “You never get the opportunity to make a good first impression!” …side of The Value of RE-DO’s.

Some of my greatest personal and professional learning moments came when I messed up…and was not able to arrange a RE-DO.  Whether it was not turning in a special report on time…or not following up with a business colleague in a timely fashion regarding future work…the inability to be allowed a RE-DO…provided a true life lesson.

Many times, I have shared thoughts with others about the value in realizing failure…no matter the occasion.  Likewise, I have witnessed the involvement of a “third-party” in a RE-DO situation and how the true learning moment is somehow diminished when someone “runs interference” and mistakes made are minimized.  Allowing the difficult learning to happen is just real life.

Babe Ruth didn’t get a RE-DO when he struck out.  He just practiced more and got better.  Neil Armstrong didn’t get a RE-DO when he didn’t pass all his NASA training the first time.  He just studied harder and started new in his quest to qualify as an astronaut and walk the moon!

What do YOU think about RE-DO’s?

This past year I have had the privilege of spending time with a variety of both public and private organizational leaders. And even though you try to not “talk shop” in your off hours…different topics always circled back to the most important traits, actions, attitudes and timing issues that would make a good LEADERSHIP 101 Training course GREAT!

Well as you can guess…there was no complete consensus on “the making of a leader” …but several terms steadily rose out of our discussions.  The main points were vision, accountability, communication, responsibility, approachable, influence and consistent.  My main LEADERSHIP 101 term contribution was: Purpose (like developing a culture around) or in other words: THE CAUSE!

As part of my contribution to the discussion, I would comment that if I was teaching a LEADERSHIP 101 course, I would try very hard to get each student to understand the high value of instilling a common feeling of THE CAUSE in all connected to your organization.  Staff, Board members, customers, partners…yes even the general public would appreciate what your organization “stands-for” …THE CAUSE.  It would be reflected in everyone’s sense of purpose, urgency, unity, confidence, performance, work ethic and pride in working to set the trends…rather than follow old trends.

Bottomline: We are all leaders in our own world-of-work.  Do those around you understand THE CAUSE that you stand for?

Recently a topic that I have not addressed in any of my TRIPLE III TIME messages unexpectedly was brought up during a staff training session on communication.  The importance of having your own…personal dress code for work was put on the table as part of a continuous improvement discussion.  Well as you can guess my initial response was that most workplaces often have a formal dress code policy that specifically outlines what is and is not acceptable.  However, I was able to “strategically” link the dress code issue to our communication discussion…and yes…for example purposes only…a major part of the dress code lesson came in the form of words from my Dad.

First please understand that my Dad was a man of few words, so we rarely had an indepth discussion about anything. As a result, whenever I would stop by his regular question was: “What do you do at your work anyway?” And of course, I would try to explain my public service/administration role…but in the end I realized the question was just a way to at least get a conversation started.

However, one point that Dad made that has remained with me my whole career was his notice of and support for my practice of wearing a suit and tie everyday.  I told him it was my version of a uniform and that it just felt right.  Well his simple comment was: “I am glad you dress in a suit everyday.  If you look like you mean business…then people will know you mean business.”

When you walk in a room as part of work business…does your appearance say you mean business?  Think about it.  No matter your business or service…does your PERSONAL work dress code convey a message that you “mean business” to your co-workers, leadership, customers, students or agency partners?

I know my personal dress code has been an asset my whole career…has yours helped you?

And thanks again Dad.

First Robotics 2015 via nasa.gov

Over the last few months…although I didn’t really realize it…the importance of Teaming has been a center point in my world-of-work.  By Teaming I mean the different activities and responsibilities that are critical when you are involved with a group of people and challenged to achieve some form of progressive objective.

Well as I took a closer look at the concept of Teaming and then how different each experience can be every day…I decided to share a high value TOP 10 list of Teaming considerations:

1. Understanding that PARTICIPATION is a requirement in quality Teaming.
2. Make a promise to yourself that you will LEARN SOMETHING SPECIAL from each Teaming member.
3. Think in advance of each Teaming session on how you will CONTRIBUTE to progress.
4. Consider the Teaming time as an opportunity to SHARE LEADERSHIP of session facilitation.
5. Do not assume the details…ASK QUESTIONS to maintain Teaming clarity and understanding of objectives.
6. Appropriately DISALLOW HIDING PLACES for Teaming members to avoid getting and staying involved.
7. Establish a Teaming culture where all related IDEAS should be put-on-the-table.
8. Even if the Teaming topics are difficult and challenging…HAVE FUN in building the best solution possible.
9. Create a unique sense of MOMENTUM to assist in keeping the Teaming actions continually moving forward.
10. Finally appreciate the Teaming opportunity to find that ALWAYS A BETTER WAY..for your Team, your organization and maybe even for you!

I hope individual items from the list or the entire list helps you and your team-mates find success.

Sometimes under the veil of innovation, I choose to take calculated risks in my projects, my classes, my consulting and in my words. Well, this weeks TRIPLE III TIME message Warning: UNLEARNING In Progress!…takes full advantage of the innovation veil.  Because I believe that today there is unique, unexpected value…maybe even personal and professional gains that can be achieved through selective UNLEARNING.

First, consider the traditional “packages” put together by economic development officials to convince companies to relocate or expand in their regions.  Grants, tax exemptions and a reliable workforce have been the mainstays.  But what about now? Cell coverage, high-speed internet and a workforce that has “technological capabilities” as one of its “literacy requirements” are now priorities! Do development experts have to UNLEARN their views of traditional business needs/expectations and rebuild their sales pitches?

Next let’s stop by and visit a local public school.  What types of items are on their lists of classroom needs for the coming year(s)?  Chromebooks, white boards (in every classroom), security cameras throughout the school, multi-gender bathrooms and staff training on deadly attacks that may occur in the schools…may be at the top of their lists.  So, do we UNLEARN historic demand for written and verbal communication?  And do we make computer screen-time the largest part of the learning process?

Finally, when employers say COMMUNICATION, CRITICAL THINKING and PROBLEM-SOLVING skills are what they most look for and value in their employees…do you somehow feel that you are caught at an UNLEARNING crossroads?  How do we make the necessary personal and professional adjustments and embrace today’s/tomorrow’s change expectations…but not lose the valuable interpersonal growth components that make us who we are?

So what is the best advice?

Well my Grandma used to say: “You only have so much room in your brain…so make sure you keep the right stuff in there.”  And one of my guiding principles has always been to hold on to what you have (i.e. program/policy/practice) until you have something better to take it’s place.

So as you do your professional spring cleaning…should we post the sign, Warning: UNLEARNING In Progress!?

OK….I will admit it! As I get a little older…I do pay better/more attention to my investments.  Although I have always tried to save and invest as much as I could…I didn’t consider and study the various investment options to determine how I would get the greatest return. Fortunately, I didn’t take too many risks and lose my _____?  But what does this have to do with this weeks TRIPLE III TIME message?

Well let me explain that this week I would like to stress and highlight the value leaders build whenever they invest in their employees.  As companies and organizations plan for the future, it is always unfortunate when they don’t prioritize the need to continually update the workers.  It is hard to debate the fact that your staff/employees are your greatest asset! So as one strategically plans for your entities short or long-term future, making significant investments in your human capital…to make them “the-best-in-the-business”…is just good leadership!

Faster computers, new carpet, a cool paint color, custom furniture, company cars and/or high-tech phone systems are all quality investments…but are they the principle items that will most improve your bottom line?  As leaders do we specificallythink about dollars spent on personnel professional development?  Is it a priority…. or just another consideration on the list?  As the asset that makes the products or delivers the service…do your return-on-investment activities represent employee value and “cutting edge” advancement?

“Fact-Checking” is a unique piece of reporting these days.  If the New York Times did a Fact-Check on the amount and frequency of your Personnel Professional Development/HUMAN CAPITAL INVESTMENT would you be proud of their findings?

Recently during discussions about jobs and careers in one of the college classes I teach, a student asked a question that was totally “out-of-the-blue”.  He asked: “Sir, in your consultant work…and even before in your job doing workforce/community development…where did the inspiration come from for the different innovations you tried?”

Well, I had to admit to the class that no one had ever asked me that Innovation Inspiration Source question before.  And because there were seventeen young adults really waiting for me to fill the very quiet space with a “doctoral-level” response…I could only offer them a mostly instinctive and unpolished answer: “It comes from connecting with people and groups just like you!”

I went on to explain that I have been privileged to work with and be part of groups of people that were both interested and willing to join in innovative projects.  And because I was able to draft an “Always A Better Way” idea/picture for them, they helped fuel creative concepts and partnerships that could energize the new, cool opportunities I put on the table.

Bottomline:  I told them that they inspire me every time our class is in session.  I also told them that they should look for and use the innovation inspiration that they get from other people everyday…EVERYDAY.

And then I said, “Turn in your homework!”