Ok, so for a little fun I registered for a NASCAR racing experience to complete a bucket list item. This Rusty Wallace Racing Experience was held at the Phoenix International Raceway where just one week earlier the professionals competed in the NASCAR Sprint Cup Series. The experience was exhilarating except for a few bottlenecks caused by drivers a little uneasy about the acceleration and speed achieved by the cars during the race. While, I could mark the bucket list item as completed, I think I will leave this one open for another time in the near future.

As leaders, we need to address our fears and hone our focus. An experience, such as this helps to achieve both objectives.

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Momentum is a Leaders Best Friend

In John C. Maxwell’s book The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You (2007), John shares the law of buy-in.

So what happens when you have developed a compelling vision that you are passionate about and gathered the right people but you can not get the team moving in the right direction? You need to leverage the law of momentum. I used this law to my advantage before ever reading about the law in a formalized way like that by John Maxwell.

In 2003, I worked on a team that supported an enterprise-wide project management suite. Business teams often beat our team to the punch, delivering applications needed by the business. The business teams were unencumbered by information technology processes and focused only the needs of a specific business. Unfortunately, the business specific applications failed to satisfy the needs of other corporate businesses so duplication was the norm. We were faced with a challenge to deliver the ability to report on a specific business metric with charting capability using data stored in the project management system. I made a bold statement to my supervisor and department manager, “give me one business expert and one software developer and we will deliver the needed functionality in 30 days.”

Despite some doubt and apprehension, the management agreed to test my boast. The business expert interfaced with the businesses to understand their needs and the developer and I built the software components to deliver on those needs. We met frequently throughout each day to design just enough to begin software coding and to integrate developed code. Every Friday, we demonstrated our progress to business representatives to ensure we were meeting their reporting needs and used the feedback to make course corrections the following week. After a grueling month, the team delivered functional software that provided the most important features desired by the business representatives. The success and momentum of the first month proved the team could deliver as promised and garnered additional funding for three additional months to address emerging customer needs. A few months later we learned about a process called scrum that felt very similar to our process used in this project. I completed scrum master training and implemented the process within our extended team. Scrum is integral to our team’s development process even today.

When on a roll, everything seems to go just right, but when in a slump even the most simple tasks seem impossible. Leaders try to control momentum because momentum has such a great impact on success. Momentum changes the way people look at leaders. People tend to overlook small leadership issues, when overall the leader is on a roll. People desire to associate themselves with leaders that win. Leaders that build momentum in an organization discover that people find motivation and inspiration that drive them to higher levels of performance and achievement.

Gaining momentum is more difficult than maintaining momentum. Every leadership situation is different, but the leader must find ways to gain wins early, even if those wins are small. I have witnessed far too many projects waste opportunities in the early phases of the project to make the small wins that build momentum. Creating momentum takes a leader with vision and the ability to motivate other people. The leader’s passion, enthusiasm, and energy is motivational and leads to the small wins that build momentum.

I wish you well on your personal growth journey. I appreciate your additional insight, so feel free to comment to share your thoughts and experiences.

Links
Links to other posts in this discussion on the laws of leadership.
Mind map of the 21 laws of leadership.
Introduction to the leadership laws | 1 – The Law of the Lid | 2 – The Law of Influence | 3 – The Law of Process | 4 – The Law of Navigation | 5 – The Law of Addition | 6 – The Law of Solid Ground | 7 – The Law of Respect | 8 – The Law of Intuition | 9 – The Law of Magnetism | 10 – The Law of Connection | 11 – The Law of the Inner Circle | 12 – The Law of Empowerment | 13 – The Law of The Picture | 14 – The Law of Buy-in | 15 – The Law of Victory

Reference
Maxwell, John. (2007). The 21 irrefutable laws of leadership: Follow them and people will follow you. Nashville, TN: Thomas Nelson Publishers.

Leadership · momentum

It’s hard to believe but my first computer relied on a cassette tape drive to store programs and data. I considered it a luxury, when I upgraded to a floppy drive a few months later. Four years after that, I moved to a PC with a 10MB hard drive. The data storage requirements were minimal, so backing up data to floppy disks was more than sufficient. Over time, I used a variety of technologies for securing the data generated at home. I used the IOmega ZIP and Jazz drives for a time. Like others, eventually I found myself with a collection of cartridges but no drives to use them with as the technology fell victim to new backup technologies. I also used CD and DVD for backing data.

Today, our home computers serve as a storage platform for more critical data because we use our computers for home banking, completing taxes, managing investments accounts and the like. We also store family history like digital pictures and home movies. A couple of years ago, I purchased a single drive Western Digital 1TB MyBook World to store our family photos and movies. When I installed the device, I began to think about the risk of a single drive unit and about backups of backups. I looked at redundant drives, but at the time the cost was more than I wanted to invest. Well, a few days ago I noticed that my operating system was losing the mapping to the MyBook. Yesterday, I realized that the unit is failing when operating for a while and turning the unit off to cool would restore functionality when powered back on. So I began the process of moving data to another location temporarily while I considered my options.

After reading a few reviews and comments of others, I settled on the Seagate BlackArmor NAS 440. The device contains 4, 1TB drives and supports a variety of RAID (Redundant Array of Inexpensive Disks) configurations. RAID provides the ability to replicate data across multiple disks , therefore reducing the possibility of losing data due to the unlikelihood that two disks would fail at the same time. The BlackArmor supports hot swapping drives, so when a disk fails I can replace the drive without shutting down the unit. When the new disk is inserted, the RAID system rebuilds the data on the new drive using the replicated data from the other drives.

I have managed to avoid any loss of critical data during my computing experience spanning nearly 30 years, but I have heard horror stories from friends. As in the case with the MyBook, a simple flip of a coin may have resulted in non-recoverable loss of data and a horror story of my own. When the NAS arrives and gets installed, I’ll be able to rest a little easier knowing that the ever increasing amount data in our household is safe for a little while longer.

I would love to hear your story about how you manage computer data in your home and any horror stories you have to share because data was not backed up.

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"Leaders Find a Way for the Team to Win"

In John C. Maxwell’s book The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You (2007), John shares the law of buy-in.

Most people prefer to win rather than lose. For any given leadership situation, a multitude of variables teeter the balance that influences whether a team wins or loses. Leaders that win often tend not to accept defeat as an option so they find ways to win rather than lose. The litmus test for a leader is found in a crisis — when the pressure is on. When under pressure, great leaders find a way for the team to win.

Great leaders understand that they are responsible for leading the team to victory. Great leaders shoulder the blame when things go wrong and do not seek out others to blame. Great leaders leverage their passion for the objective and their unwillingness to accept defeat to foster creative thinking among their team to identify solutions that allow the team to win.

Attaining victory hinges on three major components. First, a unity of vision among the team members is vital. The leader is responsible for creating the team’s mental model. Without the common mental model, team members form their personal agendas and contribute from that perspective. Despite the exceptional talent and potential of individual contributors, a team without a common mental model or vision rarely wins. I have said many times in the past that I prefer a team of above average performers with a common vision and good attitude to a team of star performers without a common vision and poor attitudes.

Second, the team members exhibit a diversity of skills. Some team members contribute vital skills while others contribute less vital skills but in most cases a variety of skills are necessary for teams to be successful. A key leadership skill is to staff the team with a diversity of skills. Another leadership skill is to appreciate and value every contribution whether from a vital or non-vital skill. At this point, I am compelled to add that thought diversity also adds to the team’s success. Most people are comfortable with like-minded people. However, a leader must develop comfortable relationships with others that think differently. The combination of ideas from a variety of perspectives normally leads to much better solutions when compared to those created by teams that missed key perspectives during development.

Third, the team needs a leader dedicated to victory and willing to mentor and guide team members to their full potential. Developing a vision and creating a unity among team members to work towards the vision does not happen by accident. The leader is responsible for molding the vision and communicating in such a way to create the unity or common mental model. The leader motivates, empowers, and provides the direction for the team to win.

As a leader, your responsibility for success must be a personal commitment to the task at hand. The leader needs to display unquestioned passion and dedication to the team’s success. If unable to meet those leadership goals, one must seek answers to ask some critical questions. Am I pursuing the correct vision? Am I in the wrong organization? Am I the right leader for this team or organization?

Ask your team about their purpose and mission. If the members do not agree on the purpose and mission, as a leader you need to define and communicate the vision to create unity. Discover the personal goals of your team members and strive to align those personal goals with the team’s vision, mission, and overriding goals.

I wish you well on your personal growth journey. I appreciate your additional insight, so feel free to comment to share your thoughts and experiences.

Links
Links to other posts in this discussion on the laws of leadership.
Mind map of the 21 laws of leadership.
Introduction to the leadership laws | 1 – The Law of the Lid | 2 – The Law of Influence | 3 – The Law of Process | 4 – The Law of Navigation | 5 – The Law of Addition | 6 – The Law of Solid Ground | 7 – The Law of Respect | 8 – The Law of Intuition | 9 – The Law of Magnetism | 10 – The Law of Connection | 11 – The Law of the Inner Circle | 12 – The Law of Empowerment | 13 – The Law of The Picture | 14 – The Law of Buy-in

Reference
Maxwell, John. (2007). The 21 irrefutable laws of leadership: Follow them and people will follow you. Nashville, TN: Thomas Nelson Publishers.

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"People Buy into the Leader, then the Vision"

In John C. Maxwell’s book The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You (2007), John shares the law of buy-in.

Many people with a good idea are often stunned to discover that they have difficulty selling the idea to other people. It is not necessarily that the idea is not good but that people have not bought into the person selling the idea. Good leaders understand that people must buy into them first before buying into their vision. This concept is readily observable but for some seems contrary to what many believe should happen.

Several years ago, I saw this leadership law in action. An acquaintance had an idea for a robbery deterrent system targeted at high-risk businesses like gas stations and convenience stores. His idea as actually quite good and he had spend a considerable amount of time molding the vision to convince investors to fund initial prototypes. Many of the investors knew the inventor quite well and recognized his limited leadership influence, which created high-risk from an investment point of view. The bottom line – the inventor failed to comply with the law of buy in.

The law of buy in causes people to take one of four actions.

1. People look for another leader when they do not buy into the leader or the leader’s vision.

2. People look for another leader when they do not buy into the leader but do buy into the vision.

3. People seek to change the vision when they buy into the leader but not into the vision.

4. People support the leader and the vision when they buy into both.

Getting support for your ideas, vision, and strategy requires that people buy into you first. This often takes time. To build credibility with people develop relationships with them, earn their trust by displaying character, integrity, and honesty, hold yourself to high standards, set good examples, help people do their jobs better, help people reach their goals, and develop people as leaders. When you add value to your relationships your credibility with other people increases and builds the foundation for people to buy into you and your ideas.

I wish you well on your personal growth journey. I appreciate your additional insight, so feel free to comment to share your thoughts and experiences.

Links
Links to other posts in this discussion on the laws of leadership.
Mind map of the 21 laws of leadership.
Introduction to the leadership laws | 1 – The Law of the Lid | 2 – The Law of Influence | 3 – The Law of Process | 4 – The Law of Navigation | 5 – The Law of Addition | 6 – The Law of Solid Ground | 7 – The Law of Respect | 8 – The Law of Intuition | 9 – The Law of Magnetism | 10 – The Law of Connection | 11 – The Law of the Inner Circle | 12 – The Law of Empowerment | 13 – The Law of The Picture

Reference
Maxwell, John. (2007). The 21 irrefutable laws of leadership: Follow them and people will follow you. Nashville, TN: Thomas Nelson Publishers.

Laws of Leadership

“People Do What People See”

In John C. Maxwell’s book The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You (2007), John shares the law of the picture.

The law of the picture summarizes what is often observed in human nature. People tend to mimic the behaviors of their leaders. When a leader demonstrates behaviors that lead to success, people that follow mimic those behaviors and succeed as well.

The picture consists of vision, mission, and strategy. Great leaders possess a visionary mindset. The vision describes the “what” needs to be accomplished. Great leaders understand the purpose for reaching the vision or desired end state. The mission answers the “why” to reach an objective. Great leaders also posses the ability to develop a strategy to reach an objective. The strategy provides the “how” for achieving a desired end state.

Mission, vision, and strategy provide little benefit without action. So leaders recognize that without action the vision, mission, and strategy accomplish nothing. The leader is responsible for assisting people to take action toward the vision through the strategy. People rarely envision the end state the way that the leader does so the leader is responsible for communicating in such a way as to create a common mental model that makes the vision come alive. Communicating in such a fashion includes clear and creative techniques to continually reinforce the desired end state. When the leader lives the vision, the leader models the vision making it real and alive.

Nothing is easier than saying words. Nothing is harder than living them, day after day – Arthur Gordon

Good leaders recognize the importance of the example they set. A strategy rarely plays out exactly as expected. When deviations occur and uncertainty is high, the need for strong leadership increases. In this state, the ability to keep the vision alive that creates energy, passion, and motivation to press on in the face of uncertainty is the law of the picture.

Leadership Insights
1. People watch what you do. As a leader, recognize that people tend to model behaviors that you display. People tend to believe what they see not necessarily what they hear. You convince people by what you do not by what you say.
2. Teaching what is right is easier than doing what is right. On 6 Aug 2010, an example of this insight surfaced when Mark Hurd resigned as CEO of Hewlett-Packard. Mark stated, “As the investigation progressed, I realized there were instances in which I did not live up to the standards and principles of trust, respect and integrity that I have espoused at HP and which have guided me throughout my career. After a number of discussions with members of the board, I will move aside and the board will search for new leadership. This is a painful decision for me to make after five years at HP, but I believe it would be difficult for me to continue as an effective leader at HP and I believe this is the only decision the board and I could make at this time. I want to stress that this in no way reflects on the operating performance or financial integrity of HP” (Hewlett-Packard, 2010, para 5).
3. Change yourself before trying to improve others. As a leader, you need to lead yourself first. Set high standards of excellence for yourself. Work the hardest and longest on improving yourself. Failing to lead by example creates a fuzzy picture to those you intend to lead.
4. A leader’s example is the most value gift a leader can give. People desire leaders where espoused beliefs and actions align. People learn best from watching good leaders in action. Many leaders emerge by observing and replicating the behaviors of leaders that mentored them.

I wish you well on your personal growth journey. I appreciate your additional insight, so feel free to comment to share your thoughts and experiences.

Links
Links to other posts in this discussion on the laws of leadership.
Mind map of the 21 laws of leadership.
Introduction to the leadership laws | 1 – The Law of the Lid | 2 – The Law of Influence | 3 – The Law of Process | 4 – The Law of Navigation | 5 – The Law of Addition | 6 – The Law of Solid Ground | 7 – The Law of Respect | 8 – The Law of Intuition | 9 – The Law of Magnetism | 10 – The Law of Connection | 11 – The Law of the Inner Circle | 12 – The Law of Empowerment

Reference
Hewlett-Packard, HP. (2010, August 6). HP CEO Mark Hurd resigns; CFO Cathie Lesjak appointed interim CEO; HP announces preliminary results and raises full-year outlook . Retrieved from http://www.hp.com/hpinfo/newsroom/press/2010/100806a.html
Maxwell, John. (2007). The 21 irrefutable laws of leadership: Follow them and people will follow you. Nashville, TN: Thomas Nelson Publishers.

Laws of Leadership · Personal Development

Leaders that excel at the law of empowerment recognize seven important factors and comply with those seven factors to build strong capabilities in those they lead.

7 Factors Needed to Empower Those You Lead

1. Value people. Leaders that truly value people and appreciate the benefits received through teams that demonstrate thought and skill diversity are more prone to empower others.
2. Share Vision – people flourish in environments where they feel they are part of something bigger than themselves. Leaders that share their vision focus their teams to pursue a common direction and empower them to work towards a common goal and purpose.
3. Communicate. Leaders that communicate the direction and provide clear objectives build a mental model or picture that guides their team toward success.
4. Trust people. Leaders that trust people to make the right choices find following the empowerment law much easier than those leaders reluctant to trust. I find that most people want to do the right thing. Leaders that model good leadership behaviors discover that others will also learn and model those behaviors.
5. Enable effective decision-making. Leaders that empower effectively provide the information necessary for team members to make decisions. Poor leaders shy away from the effort to create the environment for others to make decisions opting instead to withhold the decision-making authority for themselves. This simply creates bottlenecks, limits capacity, and prevents growing other strong leaders.
6. Delegate. Leaders must learn to delegate in order to empower people. Many leaders consider delegation a lose of their own power. But leaders that delegate effectively find that building other strong leaders earns them even more power and influence. Effective delegation requires delegation of authority and establishing accountability. See article Improve your Capacity with Effective Delegation for additional information.
7. Recognize and reward positive empowered behaviors. Behaviors that get rewarded get repeated. Great leaders recognize the power of genuine and well-timed praise and rewards.

I wish you well on your personal growth journey. I appreciate your additional insight, so feel free to comment to share your thoughts and experiences.

Links
12 – The Law of Empowerment
Improve your Capacity with Effective Delegation

Empowerment · Leadership · Management

“A Leader’s Potential Is Determined by Those Closest to Him”

In John C. Maxwell’s book The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You (2007), John shares the law of empowerment.

Contrary to popular belief, leadership power is not a finite resource. Many act as if leadership power is a finite resource in short supply. This mindset causes one to protect their leadership power rather than distribute their power to others, which actually grows their influence and enables producing even greater results. Managers that leverage only their positional power create barriers that prevent groups and organizations from flourishing. If the barriers persist long enough, high-performing people will seek environments that enable them grow.

John shares three predominate reasons that explain the reluctance of people to share their power.

1. Job Security. As mentioned in several previous articles, many mistakenly believe that hoarding knowledge and skills ensures job security. I have personally witnessed far too many people that found the demand for their long-held knowledge and skills diminish due to shifting business needs. Hoarding knowledge and skills only serves to prevent personal growth.

2. Resistant to Change. Empowering people causes them to grow. Empowerment encourages constant change because people do not stagnate but tend to look for new ways to accomplish objectives. Innovation by definition includes the concept of change. Progress occurs by challenging the status quo resulting in constant change. As creatures of habit, people often find change difficult to embrace. Leaders must learn to embrace change and even encourage change. Great leaders by definition are change agents, the catalyst and support of change.

3. Lack of Self-Worth or Low Self-Esteem. This barrier prevents people from becoming effective leaders because they tend to be self-conscious or acutely aware and concerned about what others think about them, how they look, or whether people like them. People with low self-worth give power and control over their own lives to other people leaving little to no power left for them to empower others. On the other hand, people with a healthy sense of self-worth believe they can make a difference and actively empower other people to increase their capacity, performance, and achievement.

If you find one or more of these barriers restricting your ability to empower others, refer to the article 3 – The Law of Process for a discussion about leveraging a development process for your continued growth.

I wish you well on your personal growth journey. I appreciate your additional insight, so feel free to comment to share your thoughts and experiences.

Links
Links to other posts in this discussion on the laws of leadership.
Mind map of the 21 laws of leadership.
Introduction to the leadership laws | 1 – The Law of the Lid | 2 – The Law of Influence | 3 – The Law of Process | 4 – The Law of Navigation | 5 – The Law of Addition | 6 – The Law of Solid Ground | 7 – The Law of Respect | 8 – The Law of Intuition | 9 – The Law of Magnetism | 10 – The Law of Connection | 11 – The Law of the Inner Circle

Reference
Maxwell, John. (2007). The 21 irrefutable laws of leadership: Follow them and people will follow you. Nashville, TN: Thomas Nelson Publishers.

Empowerment · Laws of Leadership · Personal Development

Brooke Crothers reports in a CNET article about two opinions regarding the iPad’s effect on PC sales,
Apple ponders iPad cannibalization of PCs.

Tim Cook, Apple Chief Operating Officer, speculates on the potential of the iPad to cannibalize the PC market, while Stacy Smith, Intel Chief Financial Officer, claims the iPad falls into the additive category.

After using the iPad for three months, I find the device very useful in many circumstances but do not see the device replacing my laptop or desktop PC. As the integration of software improves on the device, that might change but I do not see those improvements becoming available in the next couple of years. I am siding with Stacy Smith at this time as I believe the iPad is an additive technology.

What do you think? Will the iPad cannibalize the PC market or is the device an additive technology?

iPad · Technology

“A Leader’s Potential Is Determined by Those Closest to Him”

In John C. Maxwell’s book The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You (2007), John shares the law of the inner circle.

A leader does not achieve success alone – on his own merits. A leader depends on his core team to achieve great things together. Without a good team, the opportunity to perform at high-levels and produce consistently does not exist. The law of the inner circle dictates that a leader’s potential comes from those that are closest to him – the team.

Excelling in all 21 laws of leadership is nearly impossible. In the modern business world, the possibility of mastering all of the disciplines required for success is also nearly impossible. As a result, the importance of teamwork is more important today than ever before. Leaders find success in teams and assumes the responsibility to help every team member find success in that team. Effective leaders expend the effort to find suitable team members then nurture them to maturity. The effective leader mentors the team to enable accomplishing great things together.

John provides the following items for consideration to build a strong inner circle.

1. Do members of the inner circle possess the ability to influence other people?
The ability to influence people is a key trait of successful leadership. When your inner circle consists of people that influence others, your own influence multiplies exponentially.

2. Do members of the inner circle possess complementary talents and skills?
We tend to attract people like ourselves, see the law of magnetism. Attracting people that complement your personal weaknesses takes awareness and intention. The successful leader recognizes his own weaknesses and is not threatened by those that display strength in those weak areas.

3. Do members of the inner circle possess a strategic mindset?
I differ with John’s statement “Do they hold a strategic position in the organization?” While the leverage received from a position is beneficial, not all leaders possess an inner circle with people in position. I prefer a strategic mindset. Those that possess a strategic mindset look beyond today and consider today’s actions on the future state.

4. Do members of the inner circle add value to you, other team members, and the organization?
People either add or multiply value or divide or subtract value. People with negative attitudes detract from your ability to lead. I do not imply that people with differing thought and opinion fall into the negative attitude category. That is the trait of a weak and ineffective leader. However, negative people reduce the value of the team and organization just as a liability devalues the balance sheet.

5. Do members of the inner circle contribute positively?
Attaining synergy requires that every team member interact with others in a positive way and contribute to team success. As I eluded to in item #4, valuable team members often have disagreements but handle those disagreements in positive ways. Some people mistakenly believe that withholding knowledge somehow provides job security. Such is rarely the case. Sharing knowledge and expertise builds teams and provides the ability to pursue new challenges and opportunities. Unfortunately, I have witnessed those that clung so tightly to existing knowledge and skills only to find themselves with knowledge and skills no longer valuable in a changed environment.

Members of the inner circle need to exhibit excellence, maturity, and good character in all aspects of their lives. Leaders often focus much of their effort working to improve the lowest performing people. Under-performers tend to display poor attitudes and unwillingness to pursue new challenges or or an unwillingness embrace change. A leader that focuses on changing these traits expends an inordinate amount of time often producing little in the way of  positive results. Investing in your best performers returns a much higher return on your investment.

Building the inner circle takes time and effort. Many fail to make the investment and pay the price of mediocrity. Your leadership potential relies on your inner circle, so developing your team deserves your attention and effort.

Improving your capacity to accomplish more and increasing your leadership potential requires that you continually focus on your personal development, see the the law of process, then focus on building your inner circle.

I wish you well on your personal growth journey. I appreciate your additional insight, so feel free to comment to share your thoughts and experiences.

Links
Links to other posts in this discussion on the laws of leadership.
Mind map of the 21 laws of leadership.
Introduction to the leadership laws | 1 – The Law of the Lid | 2 – The Law of Influence | 3 – The Law of Process | 4 – The Law of Navigation | 5 – The Law of Addition | 6 – The Law of Solid Ground | 7 – The Law of Respect | 8 – The Law of Intuition | 9 – The Law of Magnetism | 10 – The Law of Connection

Reference
Maxwell, John. (2007). The 21 irrefutable laws of leadership: Follow them and people will follow you. Nashville, TN: Thomas Nelson Publishers.

John Maxwell · Laws of Leadership · Leadership · Personal Development