leadership development

Leadership Minute: Rate Your Boss as a Leader

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Today’s Leadership Minute comes from Clarke Price, former President, Ohio Society of CPAs and a Founder of the Ross Leadership Institute.

leader great quoteIn his classic 1970 book, Up the Organization, Robert Townsend proposed a way to rate your boss as a leader:

Score each characteristic from 0 to 10

My Leader is:

1.. . . . available.  If I have a problem I can’t solve, he is there.  But he is forceful in making me do my best to bring in solutions, not problems.
2.. . . . inclusive.  Quick to let me in on information or people who might be useful to or of long-term professional interest.
3.. . . . humorous.  Has a full measure of the Comic Spirit in his make-up.  Laughs even harder when the joke’s on him.
4.. . . . fair.  And is concerned about me and how I am doing.  Gives credit where credit is due, but holds me to my promise.
5.. . . . decisive,  Determined to get at those little unimportant decisions which can tie up organizations for days.
6.. . . . humble.  Admits his own mistakes openly – learns from them and expects his people to do the same.
7.. . . . objective.  Knows the apparently important from the truly important and goes where he is needed.
8.. . . . tough.  Won’t let outsiders waste his time or his people’s time. Is more jealous of his people’s time than he is of his own.
9.. . . . effective.  Teaches me to bring him my mistakes with what I have learned (if anything) and done about them (if anything).  Teaches me not to interrupt him with possible good news on which no action is needed.
10.. . . . patient.  Knows when to bite the bullet until I solve my own problem.

Total   __________  This is your leader’s rating as a leader on a scale of 0 to 100.

How would your team rate you?

Baseball and Leadership Development

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One of the highlights of summer in my house is the Little League World Series.  My boys love watching kids their age play one of the sports they love.  They especially enjoy the introduction of each player.  In front of a national TV audience, the young baseball players have a chance to state their name and their favorite player.  I was amazed at how many kids stated Derek Jeter (who retired at the end of last season) as their baseball hero.

baseballI am not a huge Yankees fan, however I can respect the legacy of success and hard work that Jeter is leaving behind.  During one of the commercial breaks, my youngest son asked me, “How did they find someone to take his place?”  In a simple way I attempted to explain the MLB’s farm system.  I shared how teams use the minor leagues to develop talent and produce a new crop of young players.

My oldest son, more savvy to sports, then mentioned how teams also “buy” talent through free agency.  This is also true.  Some teams, instead of developing their own talent, pay big money and sign a free agent from another team.

What about you….do you have a minor league leadership development system or do you depend on free agency?

As a leader within your organization ask yourself the following questions:

 ·        Are there stars on my team nearing the end of their service?

·         Who are the rising stars on my team?

·         Do I have an intentional, programmed leadership development plan for my team?

·         If one of my team members were absent for an extended period of time (similar to the D.L. in sports) have I identified talent to fill the hole or would I need to go the free agency route and hire someone new?

Remember…free agency is not necessarily bad.  If you develop the talent on your team well, another organization may come calling for one of your team members.  When they do, you’ll ensure that person is supported and equipped to go.  You’ll then go to your bull pen and call up your next rising star!