Posted on

Be Compelling

be-compelling

I think that I have mentioned before that I just love a good quote. Today, I return to a quote that I wrote about several years ago. It deals with the need for us to be “compelling” leaders.

Here it is:

“So why do we remember him? We remember him because nothing is more compelling than a good man in an evil time.”

Just let that sink in a moment.

The speaker was Charles Chaput, the archbishop of Philadelphia. And I was listening to a speech given on July 8, 2013, at the National Shrine in Washington, DC. In his speech, he centered his thoughts around a well-known military and political leader.

He quotes from this leader’s own words written while on a military campaign Germany. Apparently, he kept a diary. And some of his words are worth sharing today because they gave rise to Archbishop Chaput’s words that so captivated me. Continue reading “Be Compelling”

Posted on

Developing Young Leaders

developing-young-leaders

I have been on a bit of a “Leadership Development” track lately. That is especially true as it relates to young leaders. Training the next generation of leaders in your organization may be the most important thing you do as a leader. It has been said, and I agree, that the goal of leaders is  not to create more followers but to create more leaders. Now, we can debate what that single most important thing is. But, I think that we can all agree that training the next generation of leaders is certainly in the top three!

[shareable cite=”Kevin Bowser” text=”What must we do to train young leaders to take our place some day? #leadership”]What must we do to train young leaders to take our place some day?[/shareable]

With that in mind, let’s get right to it 

Here are the things that I feel we need to be doing to keep producing new leaders. This list is not exhaustive. But I firmly believe that if we take these seven ideas to heart and begin to employ them in our relationships with young leaders, then great things will happen.

Train Young Leaders to Respect Authority – To effectively be in authority you must first learn to be under authority. They are “young leaders”. There are certainly some “gray leaders” around who have the scars and the experience to guide these young leaders. And these young leaders must learn to respect those in authority over them.

Play to the Strength of Young Leaders – These young leaders have immediately identifiable talents, skills, and abilities. Play to them and allow the young leader to experience success early and often in their developmental process. Continue reading “Developing Young Leaders”

Posted on

Leadership Comes From Experience

leadership-comes-from-experience

As a leader, I am always seeking experiences that will make me a better leader. As a “follower”, I crave experienced and proven leaders. What we need is something that prepares men and women to actually lead and not just to think about or read about leadership.

[shareable cite=”Kevin Bowser” text=”We need something that prepares them to actually lead and not just to think about or read about leadership. #lvllc”]We need something that prepares them to actually lead and not just to think about or read about leadership.[/shareable]

Young developing leaders need opportunities to actively and personally explore and/or experience what they should have already learned in an academic setting or observed in a practical setting. These opportunities should be “performance practicums” and represent a safe environment for young leaders to grow and gain the practical experience that we as followers desperately want them to have. How else do we develop and grow the best young leaders in our organizations?

A Perspective on Experience

Frequent readers of this blog will know how much I love a great quote. And, it is said that John F. Kennedy produced a notable one as he was battling perceptions that he had a marked deficit of leadership in his 1960 presidential campaign. He is quoted as saying:

“Experience is like tail lights on a boat which illuminate where we have been when we should be focusing on where we should be going”.

That is a great quote, isn’t it? And it is highly inspirational. Especially to the young and to the up and coming.

Another Perspective on Experience

Continue reading “Leadership Comes From Experience”

Posted on

Be A Mentor

be-a-mentor

In a recent article, I tackled the need for leaders to be “teachable.” And we certainly must be. But leaders must also be teaching — or, in my words, leaders must be a mentor.

Your followers today are the future leaders of tomorrow. As leaders, we have an obligation to those who will come behind us, or in other words, our future to train and mentor tomorrow’s leaders today. The pace of change today is so swift that we must mentor and coach our young leaders through these times. “Trial by fire” may just not be an option in our organizations.

How do we develop and keep the best young leaders? 

The answer is to use a formal or even an informal mentoring program. By using an effective mentoring program, you and I can help develop today’s leadership talent and potential into tomorrow’s proven and tested leaders. Organizations that leverage the leadership and experience of senior staff can develop, maintain, and retain the talent that they may already have in-house. [shareable cite=”Kevin Bowser” text=”How do we develop and keep the best young leaders? #lvllc, #leadership”]How do we develop and keep the best young leaders?[/shareable]

What are some things to consider as a leadership mentor?

Continue reading “Be A Mentor”

Posted on

Are You A Covenant Leader?

are-you-a-covenant-leader

Two of my grandchildren attend a school with the word “Covenant” as part of the name of the school. They take this word seriously at the school. I was discussing leadership topics the other day with another person who is as passionate about leadership as I am and I was a little aggravated with the state of leadership among some who would be leaders. Unfortunately, the lack of covenant leadership is just too easy to identify today wherever you look.

One of the descriptions for leaders that I observe today is that they have no concept of a covenant and are just being convenient leaders. So, what does that mean? Continue reading “Are You A Covenant Leader?”

Posted on

Be Teachable

be-teachable

They are called “Teachable Moments” and we assume that we are the “teacher” in those moments. But, have you ever considered that you might be the one in need of a little teaching?

What exactly is a Teachable Moment?

According to Beth Lewis, “a teachable moment is an unplanned opportunity that arises in the classroom where a teacher has an ideal chance to offer insight to his or her students. A teachable moment is not something that you can plan for; rather, it is a fleeting opportunity that must be sensed and seized by the teacher.”

Did you notice the emphasis on the teacher? In most scenarios, the teacher is the leader. However, in all of my research, I found very little information about the importance of the moment from the student’s perspective. In fact, it was as though the students just stumbled into the moment and thank goodness the teacher was there to save them.

But what if it is the leader that has a teachable moment? Are you, as a leader, teachable? Do you have a humble and open spirit to what others may have to say to you? Are there people in your life who can speak truth, hard truth at times, into your life?

What are the teachable moments for a leader?

Continue reading “Be Teachable”

Posted on

20 Things You Need In A New Leader

20-things-you-need-in-a-new-leader

Perhaps we don’t really “need” a new leader. Maybe we just really “want” it. Do you ever feel that way?

Change is inevitable. I know, that is so cliché. That doesn’t make it any less true. Leadership change is often needed when organizations have plateaued, been through a crisis, or leaders have taken themselves out of the picture for various reasons. In each of those cases, someone must take a hard look at the organization and the needs of all the parties concerned and select another leader.

What are some things that an organization should consider in selecting a new leader? Consider with me the following as a partial list of key skills, abilities, traits, or tendencies. It is not an exhaustive list by any stretch. But it may spur some thoughts and ideas as an organization moves forward with seeking and selecting new leadership.

They must possess Leadership Abilities– This one almost goes without saying. When selecting a leader, make sure they have demonstrated leadership somewhere and some place before you bring them into your organization.

They Must Demonstrate Past Performance / Results – When searching for a new leader, do your research. Check out the leadership candidate. Has he/she demonstrated strong leadership in the past? Do they get results?

They Must Realize That They Are Part of Something Bigger – Each of us is a part of a much larger organization. And we should consider that we are building something that is larger than our local organization and it should fit well with the larger organization.

They Must Show That They Have Learned From Past Mistakes – Everybody makes them. How does the leadership candidate show that they have learned from mistakes made in the past?

They Must Show That They Can Fit Within the System or Personality of the Organization – Does the candidate mesh with the organization’s overall system or personality? If not, you are destined for conflict. Continue reading “20 Things You Need In A New Leader”

Posted on

Full Contact Leadership

full-contact-leadership

We are in the beginnings of football season. The college season started two weeks ago and the pro season started last week. But, teams have been practicing for quite a while.

I played football many years ago in high school. To be honest, I wasn’t that good at it. But I remember it well. And I was thinking about those experiences recently.

If you ever played football in an organized fashion you will remember that there were multiple kinds of practices. In the summer, there were “2-a-Days”. Those were a morning session of practice followed by lunch followed by another practice followed by complete exhaustion. There were “Walk-Throughs”. Those were usually conducted in very light athletic gear. That meant that we wore no pads and sometimes even wore no helmet since no one was going to get hit. They usually were more strategic and educational. The coach taught us new plays and showed us our blocking and routes.

Full Contact Leadership

Continue reading “Full Contact Leadership”

Posted on

Lincoln on Leadership

Lincoln on Leadership

We are in the midst of a heated and contentious political season. During this time every four years there seems to be renewed interest in great former presidents such as Abraham Lincoln. So, what is the deal with Lincoln? Was he really the greatest president of all me?

Donald T. Phillips wrote a book in 1993 entitled, Lincoln on Leadership. The subtitle was Executive Strategies for Tough Times. In that book, he provides significant insight into leadership principles that Lincoln exhibited and that he also cultivated in those around him. Phillips points out many unique qualities of Lincoln. He also focuses on what he calls The Lincoln Principles. He goes on to develop Lincoln’s Principles of People, Principles of Character, Principles of Endeavor, and Principles of Communication. I don’t have me to develop each of these. But, I recommend the book if you are interested in pursuing this line of thought on a political figure that has become a pop culture figure again of late.

More than meets the eye

One characteristic that caught my eye was the fact that Lincoln is the only U.S. president to hold a U.S. Patent. Lincoln received a patent for a method of making a certain kind of boat more buoyant. Not all that remarkable in and of itself. But it demonstrates that Lincoln was creative. He was not just a “community organizer”. He was actually a contributor to the business community and he understood that government is not the solution.

He was not only creative; he was also a great developer of leadership intelligence and information from those around him. Lincoln was keenly aware that people (his cabinet and his military leaders) were the major source of information and that in order for him to be a great leader he had to stay close to them. But being close to them was not enough. He needed the relationship to be real and intimate. He built those relationships by holding meetings that were more informal with these people rather than structured and formal meetings.

What is the leadership principle here?

Continue reading “Lincoln on Leadership”