Leadership Archives - Page 3 of 3

✏ The Thrill of Victory, the Agony Between the Feet

Does the fear of failure ever stand in your way of achieving your goals? Have you learned to bounce back and persevere? If your answer is “not really,” I have a story for you…

It was October 26, 1986, and over 55,000 people were packed into Shea Stadium for the 83rd World Series. The Boston Red Sox held a 3-game to 2 advantage in the best of 7 series over the New York Mets. Win this game, and the 68-year old “Curse of the Bambino” would be erased from the memory of every Sox fans in what would later rank as one of the greatest World Series of all time.

After the top of the tenth inning and with over 22 million viewers tuned in, NBC had started to set up in the visiting Red Sox clubhouse to film the postgame celebration and the exchange of the Commissioner’s Trophy. The champagne was on ice, and Bob Costas was set to preside over the ceremony.

After the second out in the tenth, the scoreboard operator in Shea Stadium accidentally posted “Congratulations Boston Red Sox, 1986 World Series Champions”. It was meant with a roar of boos and was immediately removed.

“The game ain’t over ‘til it’s over.”
– Yogi Berra

With the winning run at second base, the Mets had two outs and a 3-2 count on Mookie Wilson. Wilson hit a little roller down the first base line, a routine play for any novice, much less an MLB 1st baseman — but it was anything but routine that night. It went past his glove, between his legs and faded just enough outside the baseline to bring Kevin Mitchell, the tying run at 3rd, and Ray Knight, the winning run at 2nd, in to score and in dramatic fashion, win the game for the Mets, 6-5.

The New York Mets would go on to win the series after a 10-9 victory over the Red Sox in game 7 and were crowned the 1986 World Series Champions.

in its wake, one name was immediately and indelibly etched in the lore of Red Sox baseball: Bill Buckner.

If you’re a Red Sox fan, you’ve probably brought his name up a few times with your therapist. Buckner was the first baseman in that game. This guy didn’t ride the pine either; Buckner spent twenty-two years in the majors, had over 2,700 hits with 9,397 plate appearances, over 100 RBI’s, a .289 batting average in a span of over 3,500 career games. In 1986, he was 17 years into his career.

However, all of that meant nothing. October 26, 1986, means everything.

“Baseball is ninety percent mental and the other half is physical.”
– Yogi Berra

Let’s go back to failure.

It would have been easy for Buckner to end his career following that season; he was ridiculed and the target of every sports journalist and Red Sox fan across the country during the off-season, even receiving death threats. It was more than enough to make any man crumble, even an experienced professional athlete. But amazingly enough, Buckner somehow went on to play another five successful seasons following the debacle of 1986.

In an Associated Press interview in 2005, Buckner revealed his secret to moving on. “I think a lot of people would have really let it bother them,” he mused. “Or you could use it in a positive manner. I’m a positive person.”

There are those who have the courage and fortitude to allow failure to serve as inspiration as opposed to being discouraged. Failure is a constant in the process of success.

Failure is an opportunity to:

– Commit to improvement

– Evaluate and if necessary, redirect your focus

– Look within and become more self-aware

– Review your plan

– Find motivation

– Seek trusted mentorship

The off-season that followed the 1986 World Series was dedicated to improvement for Buckner, despite his critics. That was not how he was going to leave the game. He took it in stride and did not allow it to become a distraction as he prepared for the following season.

To this day, when Buckner is interviewed, they always ask him about that play back in October of 1986. After 30 years, one has the right to get frustrated and possibly display anger in their response. After all, there have been many mistakes in sports since his.

Not Bill Buckner.

He answers every question with respect, dignity and an authentic tone that continues to teach others how failure doesn’t define you — how you respond to it does. He had an amazing MLB career, and he is now a successful businessman who is very involved with his community.

One can’t be an innovator without risk. How can you have an entrepreneurial spirit with doubt? Where will the breakthrough come from if you have a negative mindset?

BE BOLD!

BE COURAGEOUS!

FAIL!

GET BACK UP!

SUCCEED!

“You can observe a lot by watching.”
– Yogi Berra

Today is the day that you commit to not allow fear to detour or distract you from the greatness you can achieve. Instill a mindset of positivity, discipline, passion, and perseverance in everything you do.

If it’s your passion, nothing can stand in your way.

Just ask Bill Buckner.

“Baseball’s what I do.”
– Bill Buckner

Go do great things today and make a difference.

VENTURE + LEAD + PROSPER

Humbled to lead,

#ChargeUp #venture #lead #prosper #inspire #gratitude #action #leadership #failure #failforward #leaderwithin #courage #compassion #BeThe1 #mentor #journey #moveforward #adversity #reflect #YouAreReady

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©2018 Victor Pisano/Charge Up. All rights reserved. You are free to use portions of this publication, provided the following credit is listed at the bottom: ©2018 Victor Pisano/Charge Up, is a media-based entity that provides intriguing, innovative and distinctive content, engaging its readers with real-world challenges and solutions while embracing obstacles and the value that failure can provide. While that sounds serious, we promise you will both learn AND laugh (and sometimes cry).Contact Charge Up at victor@chargeuptoday.com or visit our website at www.chargeuptoday.com.

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✏ Leadership, 80s-Hits Style: Part 2

Word Up – Everybody Wants to Rule the World

Welcome to Part Two of our journey back in time, crafting some leadership lessons for today from some of yesterday’s best music. (Catch up on Part 1 here if you missed it). Without further ado, I’d like to offer my second top-9 picks and translations:

“DON’T BELIEVE THE HYPE”

(1988 – Public Enemy)

“…Caught you lookin’ for the same thing
It’s a new thing, check out this I bring
Uh Oh the roll below the level
‘Cause I’m livin’ low next to the bass, c’mon
Turn up the radio…”

The competition for attention is at an all-time high, but are you all bark and no bite? What traits and skills do you possess as a leader that sets you apart from the rest? The bold, courageous and inspired leave their mark and live up to the hype. Be that leader that others want to follow.

“ME, MYSELF AND I”

(1989 – De La Soul)

“…Mirror, mirror on the wall
Tell me, mirror, what is wrong?
Can it be my de la clothes
Or is it just my de la song?..”

Unfortunately, there are leaders who refuse to adapt to change and continue to operate in a selfish manner. They are a boss, not a leader. Their goals are self-centered, and they have no regard or gratitude for those that they have the privilege to lead. Learn to empower others and teach them to lead. The return far outweighs the effort.

“WITH OR WITHOUT YOU”

(1987 – U2)

“…Through the storm, we reach the shore
You give it all but I want more
And I’m waiting for you…”

Although Bono told the world he couldn’t live with or without you, companies have the advantage in the today’s marketplace to choose from so many qualified leadership candidates. They can and will live without you — or at least most of you. You’re responsible for your own success; it’s a daily task that requires effort. Be that leader they can’t live without.

“ROAD TO NOWHERE”

(1985 – Talking Heads)

“…We’re on a road to nowhere
Come on inside
Taking that ride to nowhere
We’ll take that ride
I’m feeling okay this morning
And you know
We’re on the road to paradise
Here we go, here we go…”

You took the position for the title and the money, and now you’re stuck in a dead-end job watching your friends succeed because they didn’t take shortcuts. They took the longer path with their eye on the long-term prize as opposed to the short-term gain. But remember: it’s never too late to reinvent yourself.

“BRASS IN POCKET”

(1980 – The Pretenders)

“…Got brass in pocket
Got bottle I’m gonna use it
Intention I feel inventive
Gonna make you, make you, make you notice…”

The gold at the end of the rainbow is just a myth, but you can still enjoy the rainbow. Work hard, pay your dues and be patient. Find a mentor and listen and learn. Look for opportunities to grow. Be thankful for the chances you are given to contribute. In time, your financial goals will take care of themselves.

FOLLOW THE LEADER

(1987 – Eric B. & Rakim)

“…I came to overcome before I’m gone
By showing and proving and letting knowledge be born
Then after that I live forever. You disagree?
You say never? Then follow me.
From century to century, you’ll remember me
In history, not a mystery or a memory . . .”

You have chance to leave a legacy by being a good leader, maybe even a great leader; don’t take it lightly. Inspire, motivate, sacrifice, provide a clear vision that others respect and together you can make a difference. Lead with respect and gratitude, because the ones you are leading are watching your example.

LIVIN’ ON A PRAYER

(1986 – Bon Jovi)

“…We’ve got to hold on to what we’ve got
It doesn’t make a difference if we make it or not
We’ve got each other and that’s a lot for love
We’ll give it a shot…”

The weak and unprepared depend upon luck. The strong and organized create their own luck, but it’s not called luck. It’s defined as hard work and sacrifice. You will only get what you are willing to put in. Don’t hope for it, earn it. I been everywhere, still, I’m standing tall. I’ve seen a million faces, and I’ve rocked them all. (Sorry, couldn’t resist!)

I’M ON FIRE

(1984 – Bruce Springsteen)

“…Oh, I’m on fire
Oh, I’m on fire
Oh, I’m on fire

Woo ooh ooh
Woo ooh ooh
Ooh ooh ooh
Woo ooh ooh
Woo ooh ooh…”

There is no better feeling than to watch a plan come together as a leader. To see each member of the team fulfill their contribution to the overall objective and succeed. It is what you work for, it is why you chose to lead. Take every small win you can and let it be the fire that motivates you.

TEMPTED

(1981 – Squeeze)

“…I bought a toothbrush, some toothpaste
A flannel for my face
Pajamas, a hairbrush
New shoes and a case
I said to my reflection
“Let’s get out of this place…”

The short cut is always tempting, however, to win the race, you have to be willing to invest your efforts on the long-term. There will be times you just want the easier way, but don’t jeopardize all that you’ve earned because of a moment of mediocrity. Stay focused and stick to the plan.

Leadership is a privilege.

Did I say privilege? Bonus round!

The Fixx (1983): “Privilege”

“…Privilege you have the right
If you’re on the frequency, yeah
If you’re on the frequency, ooh yeah
So when you say that
There’s always something else to do.
There must be one thing you can try.
There’s always something else to do . . .”

Go do great things today and make a difference.

#chargeup #lessonsinleadership #leadership #flashback #the80s #lead #process #failure #success #moveforward #change #venture #lead #prosper #empower #motivate #inspire #gratitude #integrity #starttoday #ambition #action #journey #destination #passion #spirit

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✏ Leadership, 80s-Hits Style: Part 1

A REAL LEADER FACES THE MUSIC EVEN WHEN HE DOESN’T LIKE THE TUNE

This blog will achieve either one of two things. You’ll either feel nostalgic or confused. As for me, the latter . . .

Oh the 80’s! Who can forget the Rubik’s cube, doing the moonwalk, Blockbuster Video, the Walkman and relating to every John Hughes movie ever made. We lived without mobile phones, computers and the internet — and as crazy as it sounds, we survived! The best part of the 80’s? The music.

With that, it’s time for a little leadership sing-along by Charge Up . . .

The following is the first half of my take on 18 Top Hits of the 80’s,and how they would apply to leadership today:

“EVERYBODY WANTS TO RULE THE WORLD”

(1985 – Tears for Fears)

“…Welcome to your life
There’s no turning back
Even while we sleep
We will find you acting on your best behavior
Turn your back on Mother Nature
Everybody wants to rule the world…”

The era of entitlement; the myth that all you need is a college degree and a dream to become an entrepreneur with ambitions of quick cash, fast cars, your house featured on Cribs and your very own G6 at the airport. The millennials of today are ready to rule the world now, even if they often lack creativity, ambition and hard work.

“DON’T STOP BELIEVIN’”

(1981 – Journey)

“…Working hard to get my fill
Everybody wants a thrill
Payin’ anything to roll the dice
Just one more time
Some will win, some will lose
Some were born to sing the blues
Oh, the movie never ends
It goes on and on and on and on . . .”

Some things just don’t change, and this is one of them. Roll your sleeves up, put in the work, and pay your dues to earn success. Be patient, set goals and find your purpose. It’s all possible, as long as you “Don’t Stop Believin’” in yourself. And don’t forget to go on and on and on….

“UNDER PRESSURE”

(1982 – Queen & David Bowie)

“…Pressure pushing down on me
Pressing down on you no man ask for
Under pressure that brings a building down
Splits a family in two
Puts people on streets…”

The pressures and stress of leadership is not for everyone. Being able to stay on course requires tremendous discipline. Handling pressure is the mark of a good leader, it only comes to those who earn it. Remember: pressure can make a pipe burst, but it can also create a diamond.

“SHOULD I STAY OR SHOULD I GO”

(1982 – The Clash)

“…Should I stay or should I go now?
If I go, there will be trouble
And if I stay it will be double
So come on and let me know…”

Thanks to LinkedIn, an over-saturated market of recruiters, and instant resume submissions on company websites, we tend to believe the grass is greener on the other side and it will test your loyalty. On the other hand, some people aren’t loyal to you. They are loyal to their needs for you. Once their needs change, so does their loyalty.

“HUNGRY LIKE THE WOLF”

(1982 – Duran Duran)

“…Dark in the city night is a wire
Steam in the subway earth is afire
Do do do do do do do dodo dododo dodo…”

For the aspiring leader, this one is for you. Come out of the gate with a relentless pursuit to listen, learn and grow. Develop your skills, earn trust and put in the work to be noticed. Only the strong survive, but you have to be hungry and want it more than the next. Do do do do do do do do dodo dodo…

“FIGHT THE POWER”

(1989 – Public Enemy)

“…Now that you’ve realized the pride’s arrived
We got to pump the stuff to make us tough
From the heart
It’s a start, a work of art
To revolutionize make a change nothing’s strange
People, people we are the same
No we’re not the same
‘Cause we don’t know the game
What we need is awareness, we can’t get careless…”

Social media has created a platform for the masses to create micro revolutions for change. No longer do you need funding, large memberships or specific agendas. With 280 characters, you have the right to speak your mind and challenge traditional thought.

“ONE THING LEADS TO ANOTHER”

(1983 – The Fixx)

“…The deception with tact, just what are you trying to say?
You’ve got a blank face, which irritates
Communicate, pull out your party piece
You see dimensions in two
State your case with black or white
But when one little cross leads to shots, grit your teeth
You run for cover so discreet…”

In our quest to become successful, effective leaders, we begin to notice a pattern based on the harder we work, the bigger the reward. Our self-awareness and ability to identify our strengths allows for us to find our niche and make an impact. Success is made up of the small steps forward, knowing that each will lead us toward our goals.

“WORKING FOR THE WEEKEND”

(1981 – Loverboy)

“…Everyone’s watching, to see what you will do
Everyone’s looking at you, oh
Everyone’s wondering, will you come out tonight
Everyone’s trying to get it right, get it right…”

In the 80’s we were working for the weekend, but these days, we are actually working all weekend just to stay ahead in this faced paced world. Trying to find balance can be a challenge for anyone trying to get ahead, but just put your bandanna on and forge ahead!

“DON’T YOU FORGET ABOUT ME”

(1985 – Simple Minds)

“…Will you recognize me?
Call my name or walk on by
Rain keeps falling, rain keeps falling
Down, down, down, down…”

What have you done for me lately? That is the battle cry for most companies and people in a leadership position. There is no resting on your laurels or growing stagnant. Constant advancement of skills, ability and contribution are what keep you top-of-mind with upper management. Take a break and you just may be forgotten. Strive to stand out.

One thing really does lead to another — make sure you bust a move next week and check out the second half of this post.

Go do great things today and make a difference.

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✏ Six-Figure Leadership

Amazing how a headline can catch you, right? Unfortunately, this blog isn’t a get-rich-quick scheme; in fact, it’s quite the opposite. If you’re in the game to lead, it’s a long one. Unfortunately, time is not on our side right now. We are facing serious leadership talent gaps. There simply aren’t enough effective and experienced leaders out there to keep up with the innovation and growth of the business sector. The concern is that we are too slow in our actions to proactively address the need to foster leadership from within our organizations. Why do this matter so much?

Leadership is the key to maintaining a competitive edge; it is a critical component of creativity, organizational development and productivity.

Senior leadership does not devote enough attention to build and empower leaders. Many current leaders lack the skill to build and sustain a healthy corporate culture because they are underqualified. If not addressed, these statistics will pose a threat to the future of leadership and success in business. And without a solid foundation of leadership, we are setting ourselves up to fail.

“As we look ahead into the next century,
leaders will be those who empower others.”
– Bill Gates

So let’s look at those six-figures I referenced earlier — a half-dozen statistics that aspiring leaders need to understand as they advance in their careers.

36% of organizations say their leadership development practices are still below average or poor, as surveyed in Brandon Hall Group’s State of Leadership Development Study (https://trainingmag.com/study-shows-leadership-development-rated-below-average-or-poor-more-one-third-organizations)
43% of those asked the question, “What phrase best describes your current leadership development programs?” answered either “inconsistent” (31%) – good in parts, but requiring significant improvement in some areas, and “underperforming” (12%) – basic and requiring significant improvement, according to the Harvard Business “The State of Leadership Development” Research Report (2016), (https://www.harvardbusiness.org/sites/default/files/19770_CL_StateOfLeadership_Report_July2016.pdf)
In 2014, the Washington Post verified that approximately 10,000 baby boomers were retiring every day; that equates to 4 million baby boomers retiring per year, and it is already proving to have a massive impact on organizations. One serious challenge that businesses are facing today because of the mass boomer exodus is a decay of organizational knowledge. (https://www.washingtonpost.com.com/news/fact-checker/wp/2014/07/24/d0-10000-baby-boomers-retire-every-day/?utm_term.478836e156f)
60% of employees don’t understand their organization’s goals. Most managers and executives work hard, but hard work isn’t the same as leading the way. Harvard Business Review, McKinsey and Gallup all cite how managers spend their time as the root cause of these terrible employee statistics – too much time spent on low-level tasks such as getting and reporting facts, and not enough spent on communicating goals, holding people accountable, and providing coaching and feedback. (https://www.workboard.com/blog/leadership-leap-year.php)
84% of organizations anticipate a shortfall of leaders in the next 5 years. This may be a result of another statistic contained within the Hall Study that says 91% of millennials plan to stay at their current job for fewer than 3 years, according to Brandon Hall’s “State of Leadership Development 2015: Time to Act is Now (https://www.harvardbusiness.org/sites/default/files/19770_CL_StateOfLeadership_Report_July2016.pdf)
Let’s stick with millennials: 63% of millennials feel their leadership skills are not being fully developed by their employers. Meeting millennial learning needs with your training programs will not only help to develop and build your internal leadership pipeline; it will also help to increase millennial engagement and retention for the future. (https://blog.elucidat.com/5-stats-corporate-leadership/) (https://www.hrpa.ca/Documents/Public/Thought-Leadership/HRPOA-Millennials)

Implementation systems take time to develop.
We need to start now to ensure we are
properly preparing for future leaders.

Most companies feel as if they have sufficient training programs, but it stops there. There are no developmental procedures in place to follow and train as these leaders expand in tenure. If we know that our employees are going to learn from experience, mentorship and coaching, why don’t we apply the same principle to leadership?

Are organizations empowering their employees to feel confident that developmental opportunities are within to promote a high-trust, transparent environment where people do want to advance? Have potential leaders been identified? Are there succession plans for critical roles? What does the road map look like for future leaders and what do they need to accomplish to get there? One company I know has such a proactive culture of growth and promotion that if they are in a role overseeing a department for more than 2 years without moving up, that is a red flag.

Implementation systems that set set future leaders up for success take time to develop. It’s vital that we start today to ensure we are properly preparing for tomorrow’s leaders.

“Connect the dots between individual roles,
and the goals of the organization.
When people see that connection, they get a lot of energy out of work.
They feel the importance, dignity, and meaning in their job.”
– Ken Blanchard

Humbled to lead,

#chargeup #chargeuptoday #lessonsinleadership #payitforward #leadership #lead #process #strongleader #patience #leadershipjourney #resilience #failure #success #moveforward #areyouready #leadandfollow #sixfigures #millennials #seniorleadership #stateofleadership

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✏ The Culture of Empowerment

em·pow·er

əmˈpou(ə)r/

verb

– Give (someone) the authority or power to do something

– Make (someone) stronger and more confident, especially in controlling their life and claiming their rights

What is your Friday routine like at the office? If it’s like most companies, production and creativity are most likely subject to distraction by the fifty-two-free mini-vacations called “weekends”. C’mon . . .TGIF! But let’s focus on one company. Here, every Friday includes a weekly, scheduled, all-hands meeting that can last a couple of hours — where employees ask questions directly to the company’s top leaders and other executives about any number of company issues. It bears no resemblance to your standard conference call: it has no set agenda, it isn’t a monologue and the staff looks forward to it. At this point, you are most likely picturing some new, upstart small company, or at most a mid-sized corporation. And if you think in terms of production, the thought of wasting two hours on a call based on Q&A seems counterproductive. So, who in their right mind would operate this way?

If you guessed Google, you are correct. According to Larry Page, CEO and Co-Founder of Google, “It’s important that the company be a family, that people feel that they’re part of the company and that the company is like a family to them. When you treat people that way, you get better productivity.” You know what the result is for this type of corporate culture? Success.

First, let’s talk about “corporate culture”, which has become an overused buzzword with companies over the last decade. Corporate culture is all about the beliefs and behaviors that determine how a company’s employees and management interact and execute business. Often, corporate culture is implied, not necessarily defined, and will develop organically over time from the cumulative traits of senior leadership and key staff. Too many start-ups talk about their corporate culture when in fact developing a culture takes years, consistent leadership, successful growth and key contributors within who buy-in to your long-term goals.

Now, let’s discuss empowerment. First and foremost, I believe that true empowerment is essential to a company’s advancement of their corporate culture. In other words, you can’t have one without the other. Empowerment does not happen by accident — that’s why I refer to it as “the culture of empowerment”. Empowerment is a developed core value, exhibited within a company’s mission statement and a critical training component at all levels. It is the ongoing process of providing the tools, training, resources, encouragement and motivation your employees need to perform at an optimum level. Empowerment is the equivalent to trained creative freedom. Empowering your employees is trust. If you can’t trust them to make decisions on their own, then why are they in that position? Empowerment allows a team member to feel part of something bigger, where they can make a direct contribution each day. The consequences of successful empowerment lead to numerous benefits that have an impact on the bottom line. People feel valued, they develop a sense of pride and ownership in their work, and they are loyal and committed. Not only does it occur internally, but it will manifest itself externally to your clients, with the outcome a higher degree of customer loyalty.

Seems simple, right – a culture of empowerment? The challenge for some leaders is that they confuse empowerment with delegation. If you are assigning mundane tasks without consistent and energetic dialogue that provides direction, and clearly defined benchmarks to discuss progress, you are not empowering your employee. Empowerment requires you to become a mentor in the process of growth and development. It is your job as a leader within your organization to pay it forward, work toward identifying the right people to think outside their comfort zone and make decisions. There are key team members amongst us that simply lack inspiration, by no fault of their own. Those who thrive on challenge and are looking to discover their strengths are desperate for mentorship.

If we are going to preach patience as a virtue in the development of the leadership process, then we must take accountability in that journey and do these five things:

1) Take careful consideration in who you mentor; it is critical in the process that you empower the right people.

2) Provide them with every resource necessary to act independently in decision-making.

3) Create an environment that inspires growth/development that will motivate employees to want to contribute.

5) Trust your team and empower them to make decisions.

If you are looking for long-term success, you cannot continue to rely upon only your ideas, methodology and execution. To win in the long term, you must execute the culture of empowerment for those who work around you.

Humbled to lead,

#chargeup #chargeuptoday #lessonsinleadership #leadership #lead #process #strongleader #patience #leadershipjourney #resilience #failure #success #moveforward #adversity #areyouready #leadandfollow #mentorship #mentor #venture #lead #prosper #reflect #inspire #empower #buildforsuccess

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✏ The Leader Within

How many times have you gazed toward the dusky sky and witnessed a flock of birds in full flight, preparing to roost for the night? It’s an amazing spectacle: hundreds of birds all moving in unison, creating a dynamic cloud moving through the sky. People often wonder — which bird leads?How do they all move with such structure, trust in the course, and respect the leader who guides them? Researchers have found that it’s not a single bird, but actually a few birds that clump closely together, and direct the others. Once those lead birds set the course, the message spreads fast. Interestingly, there is no designated leader; instead, the birds take turns.

Like all the birds in a flock, each of us has the ability to lead. Unfortunately, though, many people subscribe to the myth that a leader is an assigned role, given through a label or title. Too often, we assume that leadership is “singular” in definition, meaning only one person, rather than a “group of birds”, can set the course. The truth is that leadership is not a position or title; it’s the culmination of action and example. To lead is a gift we all have deep inside ourselves. It takes self-evaluation, the discipline to learn and the courage to discover it. Most importantly, it takes patience. Leadership is a risky journey that does not allow one to rush the process. Simply put, becoming a leader is a marathon, not a sprint. To be bold and courageous takes experience, and experience requires time.

To lead, you must be willing to risk; it’s the only guaranteed step you can take toward success. It is the foundation for which all other forward-moving actions will occur. Once you choose to take the risk, you are committed. The most prevalent barrier discouraging those who desire to become leaders is the fear of failure. If you change your mindset and face that fear, you have the power to change your entire life. Let clear thinking, constructive input, perspective, confidence and integrity be your compass on your journey toward success. Yes, you will most likely experience some form of failure or challenge along the way, but just know that failure is success at an early stage — if you learn and apply the lesson to your growth as a leader. You will find that your core principles will guide you toward prosperity. With each opportunity that you earn the chance to lead, the leader within will shine, and your character will be defined.

Humbled to lead,

#chargeup #chargeuptoday #lessonsinleadership #leadership #lead #process #strongleader #patience #leadershipjourney #resilience #failure #success #moveforward #areyouready #leadandfollow #mentorship #mentor #payitforward

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✏ Leadership Lessons by Mr. Myagi

You know you’re old when you open with a reference from the 1984 classic, “The Karate Kid”. Who remembers Mr. Miyagi befriending the new kid in the apartment complex, Daniel? Those famous lines: “wax on, wax off”, “sand the floor” and “paint the fence”. A frustrated Daniel just wanted to learn karate as fast as he could in an effort to defend himself against the Cobra Kai. Instead, he was taught lessons by the master of patience and intent. Expecting nothing in return — with the exception of a free waxed car, a sanded deck and a freshly painted fence — Mr. Miyagi contributed to Daniel-san being a champion. Ok, so that’s Hollywood and you knew it would be a great ending. Here’s the reality:

We need more Mr. Miyagis in the world today.

We need “masters” willing to step up and mentor those who strive to succeed. We are at a critical point where we need more existing leaders inspiring aspiring leaders if we hope to build a stronger next generation of leaders.

“Masters”? Are you looking at me?

How many people can one person positively affect through successful leadership and mentoring? Let me give you an example based on the National Football League. Head Coach Bill Walsh (coached from 1960 – 1994), who made a name for himself with the San Francisco 49ers by winning three Super Bowls, has a monstrous coaching tree of 15 former assistants who all went on to be Hall of Fame coaches in their own right. Their successes pointed back to the way Walsh led. Do you think he planned to be a mentor? Or just be a great coach who shared his knowledge with those who worked with him?

It simply takes a willingness to pass on lessons
and share knowledge to be a mentor.

It’s all about gratitude: a thankfulness for what you have achieved and the success that has come with it. It goes beyond what is expected at work. It is a one-on-one relationship to guide another who will make an impact. Think back to all of the hands on your back that pushed you along the way at any given time during your journey. How about the ones who reached out from in front to pull you up? If we don’t guide the next generation, who will?

If integrity is important to you, then passing along your wisdom will be second nature. How many times have you uttered the words “if I only knew then what I know now…”? Give somebody that gift.

Now, let me be clear — all those who are on the path to leadership need to experience failure, challenges, adversity and doubt. We all must face our fears: mediocrity, loneliness (leading can be truly lonely at times), and fatigue. But what if you could contribute to the lesson? Imagine mentoring others simply through “guided discovery” to set them apart.

Imagine those you mentor five, ten, even 20 years later. Think about the lives they may be able to change as a result of your willingness and encouragement to help someone grow. The possibilities are endless. They will not forget your role, and they, in turn, will feel a desire to pay it forward. THIS is how we change the world — one great leader at a time.

As professionals, leaders and good people, we owe it to others and ourselves to give back a portion of the rewards we have been blessed with. What better way to show your gratitude than to be the person who doesn’t allow somebody to quit right before a breakthrough was about to occur.

If you have been blessed with fortitude and talent,
it is not only your gift,
but your responsibility to share it.

You surround yourself with like-minded people for a reason. They make you better at everything you do – family, work, friendships. Bring new people into your circle, and let them discover your amazing stories of struggle and success. Give them a perspective that no class, book, seminar or training could provide. You were constantly in a state of self-awareness evaluating and learning as you developed the skills necessary to become an effective leader, and that’s where they are now.

You learned to embrace failure and make it a tool for success. You learned the unselfish art of passing along the attention that success brings to your team rather than to yourself. You learned to lead by example, which earned you trust and respect. Now it’s time to share that learning.

Don’t waste the opportunity to assist another in their quest. Maybe it’s somebody who works for you, in whom you see a passion and drive that reminds you of yourself. Or perhaps you have a friend who is aspiring to lead – do the same unto them that was done to you. Reach out and mentor somebody deserving without expecting anything in return. The rewards you reap later in life will far outweigh anything you invest right now.

Motivate. Inspire. Mentor.

LEAVE IT BETTER THAN YOU FOUND IT!

Thank you, sensei.

Humbled to lead,

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✏ The Myth of Vertical Leadership

Does advancement always mean moving up?

The infamous hierarchal chart, first called the “matrix” was a product of distinguishing the rank in nobility. Its purpose was simply to establish the path to the throne. It was then adopted by the military to determine rank and advancement. It was adopted by politics to diagram leadership from the local, state and national levels.

Along the way, this hierarchy (flat, horizontal, chain of command) became a common tool for large companies to display the gaps between titles and the path to the top. No longer would we depend upon a simple introduction or business card — now we needed a published glossy document to identify senior leadership and all of those below them with perfect head shots and titles only an ad agency could come up with.

While necessary, does it establish a realistic and fair representation of how leadership should work?

I call this vertical leadership because as the saying goes, “one must climb the ladder to the success.” But is that really necessary?

Is success only achieved vertically?

Why does one have to correlate the process of moving up the chain of command with being an effective and successful leader? I know many people without a title who are extremely successful.

Why is leadership associated with a title?

For example, does the manager, and the manager only, deserve all the credit for the successful, efficient and productive team? Of course not. The results of the team were a result of their hard work and perseverance, as well as the respective managers ability to empower, lead and inspire. With that comes shared credit for the achievements.

What’s my point?

Why does society pressure those who are extremely successful in a role to move up the proverbial ladder to success? Why do we invest in performance consultants that stress the importance of the pathway for advancement?

Why do we push employees to participate in job rotations where WE think they would be successful, without really having an honest dialogue?

For example, some will tell you that a successful sales person will lose their passion and the challenge of sales if left in the same role too long. When you find one that has been on top for many years, look to promote them or possibly risk losing them to the competition for lack of advancement.

Although I agree to an extent with the logic, I do so with one caveat … are they being promoted on their own free will, or as a result of the pressures of management and job security? In other words, are we really listening to them, both verbally and non-verbally, or are we making assumptions?

Each year during reviews at most companies, we ask our employees:

“Where do you see yourself a year from now?”
“What are your goals?”
“What career path do you see yourself on?”

Why do these questions have to be so persuasive in their delivery? Those being reviewed have no other option, without putting themselves in a vulnerable position, than to not be completely truthful.

Would it be too far-fetched to believe that there are some people who actually find their current role to be amazing, challenging, rewarding and something that they may want to continue to pursue for years to come? Would that be the wrong answer to their superior if they were asked if they wanted to advance?

Would that leader walk away from that discussion, and come to the conclusion that the employee lacks the passion for advancement or take on new challenges? In other words, are they stagnant and in a comfort zone?

I have personally seen companies put some of the best sales people into management positions based on their record of achievements — only to watch them crash and burn. The assumption is that because they were successful, they must have the ability to teach others their skills, and empower the team under their leadership to be just like them. But the truth of the matter is this:

Not everybody has the skill, nor desire to lead a team. I’m not being disrespectful; it’s just an honest statement. The success of those individuals comes from their ability to lead themselves.

They have a gift, and they challenge themselves to grow in their existing role every day. If you really know the people you lead, you should know this, because of the relationship you already have with your key staff. It should not come as a surprise, nor should you have to justify it to upper management. If you don’t know the goals and desires of your staff, you need to be having more conversations with them.

Remember this: success doesn’t come from “upward” steps, it comes from small steps forward. Each of those small steps forward will result in amazing things. In other words . . .

You don’t have to aim for the clouds
if you want to be a successful leader;
just keeping moving forward.

Venture + Lead + Prosper

Go do great things today and make a difference.

Privileged to lead,

#chargeup #lessonsinleadership #leadership #lead #process #fail #learnfromfailure #bounceback #failure #success #moveforward #patience #change #venture #lead #prosper #empower #motivate #inspire #beyou #gratitude #integrity #starttoday #humility #ambition #action #stepforward #journey #destination #passion #spirit

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✏ The Roots of Leadership

Is your leadership secure in its roots and healthy enough to withstand any storm?

The tallest tree in the world is a sequoia in northern California. It stands at 379 feet tall, which is about 7 stories higher that the Statue of Liberty. The tree is named Hyperion, and is estimated to be over 800 years old.

Like any other tree, when it first started to grow, Hyperion was small, and didn’t look much different than any other tree in the forest. But over time, it grew. New wood layers, new tree rings, new growth. It grew, and grew, and grew — until it towered over the forest.

“Leadership is the companion of wisdom.”

– Augustine of Hippo (354 AD)

It is within this metaphor that I want you to think of leadership. The tree grows DOWN first, and establishes its roots before it can begin its growth pattern upward. This process takes a tremendous amount of time, but it is the only way to ensure that the tree has the power and strength to stand up to even the roughest of wind and storms.

“When the roots are deep, there is no reason to fear the wind.”

– Chinese Proverb

We now live in a time where leaders want their tree to grow UP before giving it a chance to establish roots. What tends to happen is that when the first storm hits (we can refer to this as adversity), with heavy winds (more adversity), the tree gets knocked down. How will the tree survive if drought hits? What are the implications if the tree is infected with disease because it doesn’t have the resiliency to fight it off on its own?

But look at the tree standing proudly nearby. Absolutely no damage with the exception of a few leaves blown off. Always healthy, regardless of weather. And strong enough to withstand any disease. Why?

This tree was planted years ago; nurtured very slowly and fed regularly to ensure a solid root system. Every year, dead branches or clumped growth were trimmed in an effort to keep the tree healthy. Over the years, the tree grew both in diameter and height. This tree was well-maintained. This tree was cultivated to be able to remain upright regardless of the adversity it may face.

Now compare those two trees to the way you have invested in your leadership skills, abilities and knowledge. Have you devoted the patience, integrity, and endurance to the process? Are your roots firmly established? Do you know your purpose? Are you – and your team – willing to withstand the storms of adversity and change?

Leadership is an internal quality, not an external one. All of your growth will occur “within”. Invest the effort in yourself to build your character and confidence, and as a result . . .

The Devil whispered in my ear, “You’re not strong enough to withstand the storm.”
Today I whispered in the Devil’s ear, “I am the storm.”

Venture + Lead + Prosper

Humbled to lead,

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✏ What Type of Leader Are You?

Every strong leader wants to be courageous and bold, leave their mark, inspire people and need the thrill of the chase like you and I need oxygen. They have invested so many years into sharpening their skills and learning how to be a leader that their high-intensity becomes contagious.

Who wouldn’t want to follow somebody with that kind of passion!?

Too many people make a basic assumption, however, about what kind of personality that type of leader must have. Let’s clear things up right now:

FICTION: Successful leaders have Type A behavioral tendencies

FACT: Successful leaders are able to balance both Type A and Type B behavioral tendencies

Why is this true?

Let’s take a quick look at the qualities these two personalities have, and how they relate to leadership skills.

TYPE A BEHAVIORAL TENDENCIES:

Compare the Type A leader to a sports car. Words that come to mind might include “horsepower”, “high octane”, “full throttle” or “speed”. These are powerful characteristics to emulate day after day, and while Type A’s are known for “getting things done”, some followers may become intimidated as opposed to motivated. Trap #1: It’s easy to make someone feel like they are not meeting expectations if their don’t match your speed and enthusiasm.

Trap #2: Type A behavioral tendencies tend to have another side they don’t usually show, and that is a sense of despondency at times. This includes carrying around a tremendous load of stress, anxiety, self-criticism and perfectionism. I’m not implying that these behavioral tendencies only apply to the Type A person; I’m just saying they are more dominant.

It seems as if the Type A professional rises to the top more often than those who are Type B or Type C – or maybe we just hear about them more. The reason is simple, they tend to command — or even demand — attention. When we talk about diversity of management, however, behavioral traits are often not included in that discussion or evaluation.

TYPE B BEHAVIORAL TENDENCIES:

Is the leader with Type B behavioral tendencies the complete opposite of Type A? No, they just have different traits that make up their personalities. For example, those with Type B tend to be comfortable in their own skin, are easy to get along with, exhibit more patience, are creative, and overall seem to be more satisfied with life.

So is there room at the top for Type B leaders?

Absolutely, and they are all around us. Do these names bring to mind great leadership? Bill Gates. Warren Buffett. Steve Jobs. Marissa Mayer. Guy Kawasaki. Franklin Delano Roosevelt. The list is longer than you might think.

What set these specific leaders apart, though, was their willingness to learn and apply the benefits of Type A behavioral tendencies to succeed in their roles. They found the balance that worked for them and the companies and people they led.

What’s the takeaway from all of this?

Don’t try to be somebody you aren’t. It’s never too late to become the person you are capable of being, so just be YOU. Don’t worry about what behavioral tendency you may fall under.

If you have the will to lead, you will lead. Inspiration isn’t always the loudest voice, but rather the one with quiet confidence.

Humbled to Lead,

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©2018 Victor Pisano/Charge Up. All rights reserved. You are free to use portions of this publication, provided the following credit is listed at the bottom: ©2018 Victor Pisano/Charge Up, is a media-based entity that provides intriguing, innovative and distinctive content, engaging its readers with real-world challenges and solutions while embracing obstacles and the value that failure can provide. While that sounds serious, we promise you will both learn AND laugh (and sometimes cry).Contact Charge Up at victor@chargeuptoday.com or visit our website at www.chargeuptoday.com.

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Word Up – Everybody Wants to Rule the World

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With that, it’s time for a little leadership sing-along by Charge Up . . .

One thing really does lead to another — make sure you bust a move next week and check out the second half of this post.

The only way we can inspire is to grow our community – would you please share this with family and friends, ask that they subscribe to Charge Up, and follow us on social media?

The only way we can inspire is to grow our community – would you please share this with family and friends, ask that they subscribe to Charge Up, and follow us on social media?

The only way we can inspire is to grow our community – would you please share this with family and friends, ask that they subscribe to Charge Up, and follow us on social media?

The only way we can inspire is to grow our community – would you please share this with family and friends, ask that they subscribe to Charge Up, and follow us on social media?

The only way we can inspire is to grow our community – would you please share this with family and friends, ask that they subscribe to Charge Up, and follow us on social media?

While necessary, does it establish a realistic and fair representation of how leadership should work?

Is success only achieved vertically?

Why is leadership associated with a title?

What’s my point?

Venture + Lead + Prosper

The only way we can inspire is to grow our community – would you please share this with family and friends, ask that they subscribe to Charge Up, and follow us on social media?

“Leadership is the companion of wisdom.”

– Augustine of Hippo (354 AD)

“When the roots are deep, there is no reason to fear the wind.”

– Chinese Proverb

Venture + Lead + Prosper

The only way we can inspire is to grow our community – would you please share this with family and friends, ask that they subscribe to Charge Up, and follow us on social media?

Why is this true?

So is there room at the top for Type B leaders?

What’s the takeaway from all of this?

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