1) Effective leaders make themselves accessible so their people will bring them problems, rather than hiding issues. Leaders who are disconnected from their people have failed as leaders.
2) Leaders should not be afraid to challenge experts and think differently. Even experts can become complacent. Good leadership encourages new ideas and evolution.
3) Leaders should surround themselves with people who work hard but don't take themselves too seriously. A balanced, fun work culture where people can relax is important for optimizing performance.
Colin Powell on Leadership. 4 star General (ret) Colin Powell shares his insights to leadership, that enabled him to become the chairman of the Joint Chief of Staff and first African American Secretary of State.
Colin Powell on Leadership. 4 star General (ret) Colin Powell shares his insights to leadership, that enabled him to become the chairman of the Joint Chief of Staff and first African American Secretary of State.
Leadership lessons from a great American Leader. Powell understands the difference between authority and leadership. Excellent ideas to use as meeting starters.
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/leadership-can-you-master-it/
Michaelangelo’s masterpiece – the Sistine Chapel, Rome
Great leadership is fine art, not painting by numbers.
During a recent conversation, I asked one of my closest colleagues, an outstanding leader: “Do you know the secret of great leadership?” His response was an excellent one, “Humility?” I said, “No, that’s important but not it. It’s the willingness to work with people better than you and not feel threatened by them”.
One could argue that such willingness stems from humility. This blog explains what humility really means in the context of strong leadership, and what it means to lead people who are “better than you.”
Everyone has a different idea of what makes a great leader, but in my experience most views are somewhat one-dimensional. There are two common and apparently irreconcilable camps – the “strong leader” or the “selfless, empowering leader”.
Actually great leaders are all of the above – strong, though not the way most people think, selfless, empowering, and yes, humble . They are more besides because great leadership is fine art, not painting by numbers. Every leader is different, and mastering leadership takes a lifetime of learning. Hopefully each piece of art you produce is better than the one before – richer in meaning, a reflection of your unique personality, unfolding experiences and insights. After all Michaelangelo was not Van Gogh, who was not Picasso.
Masterpieces of art are rare and invaluable. Likewise, how many great leaders can you think of, either in public life or whom you know personally? Not enough, most people would say. Too many leaders in all walks of life are obviously flawed, so much so that we may question whether they are fit to be there. However, no leader comes remotely close to perfection and paradoxically this is hugely encouraging. We need to reboot our expectations.
Leadership lessons from a great American Leader. Powell understands the difference between authority and leadership. Excellent ideas to use as meeting starters.
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/leadership-can-you-master-it/
Michaelangelo’s masterpiece – the Sistine Chapel, Rome
Great leadership is fine art, not painting by numbers.
During a recent conversation, I asked one of my closest colleagues, an outstanding leader: “Do you know the secret of great leadership?” His response was an excellent one, “Humility?” I said, “No, that’s important but not it. It’s the willingness to work with people better than you and not feel threatened by them”.
One could argue that such willingness stems from humility. This blog explains what humility really means in the context of strong leadership, and what it means to lead people who are “better than you.”
Everyone has a different idea of what makes a great leader, but in my experience most views are somewhat one-dimensional. There are two common and apparently irreconcilable camps – the “strong leader” or the “selfless, empowering leader”.
Actually great leaders are all of the above – strong, though not the way most people think, selfless, empowering, and yes, humble . They are more besides because great leadership is fine art, not painting by numbers. Every leader is different, and mastering leadership takes a lifetime of learning. Hopefully each piece of art you produce is better than the one before – richer in meaning, a reflection of your unique personality, unfolding experiences and insights. After all Michaelangelo was not Van Gogh, who was not Picasso.
Masterpieces of art are rare and invaluable. Likewise, how many great leaders can you think of, either in public life or whom you know personally? Not enough, most people would say. Too many leaders in all walks of life are obviously flawed, so much so that we may question whether they are fit to be there. However, no leader comes remotely close to perfection and paradoxically this is hugely encouraging. We need to reboot our expectations.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
1. An American Story
Parents immigrated from the Caribbean island of Jamaica to
New York City in the 1920s.
Born in Harlem on April 5, 1937; father worked foreman; mother
worked as a seamstress.
A story of a black kid of no early promise from an immigrant
family of limited means; raised in the South Bronx;
did not call his autobiography a “personal journey” or “an
African-American journey,” but simply “An American Journey.”
self-identity is one of soldier, patriot, and, above all, American.
declaring himself to be proudly American, at the same time
declares himself not just incidentally black but proudly black.”
2. Identify this Leader:
Was Chairman of the Joint Chiefs of Staff
during the Gulf War. He was a close advisor
to President Bush and an architect of the
allied victory over Saddam Hussein's Iraq.
Presently the US Secretary of State.
3. Identify this Leader:
The son of Jamaican immigrants, is the first
black American to hold this high office.
A world famous figure in his own right, owing
to his role in directing the smashing of Iraq in
the 1990-91 Persian Gulf War.
Represents not only the promise of American
democracy, but also its capacity to unleash
tremendous violence in pursuit of its global
agenda.
4. Identify this Leader:
Lead the United States to victory in the Gulf
War.
Among the most respected Americans,
– not only for rising to become the first black
chairman of the Joint Chiefs of Staffs
– but also for the manner in which he achieved that
success: with dignity, wit and aplomb.
Among the 10 most admired men in the
world, ranked right behind former President
Bush.
6. The Powell Doctrine
Powell’s main contribution to foreign policy:
U.S. Troops should not be sent into battle without.
– Clearly stated political objectives,
– An exit strategy and.
– A commitment to provide the resources that would give them
overwhelming superiority.
It grew out of his service as a young officer in Vietnam,
where limitations imposed by politicians on U.S.
Commanders are viewed to this day inside the U.S.
Military as the cause of the U.S. Defeat.
The gulf war, in contrast, became the Powell doctrine’s
proving ground. There would be no Vietnam-style
limits imposed on desert storm.
7. Powell Quotations
‘Lives must not be risked until we can face a
parent or a spouse or a child with a clear
answer to the question of why a member of
that family had to die.’
“My constant, unwelcome message at all the
meetings on Bosnia was simply that we
should not commit military forces until we had
a clear political objective.”
9. LESSON 1
"Being responsible sometimes meanspissing people off."
Good leadership involves responsibility to the welfare of the group, which
means that some people will get angry at your actions and decisions. It's
inevitable, if you're honorable. Trying to get everyone to like you is a sign
of mediocrity: you'll avoid the tough decisions, you'll avoid confronting the
people who need to be confronted, and you'll avoid offering differential
rewards based on differential performance because some people might
get upset. Ironically, by procrastinating on the difficult choices, by trying
not to get anyone mad, and by treating everyone equally "nicely" regardless
of their contributions, you'll simply ensure that the only people you'll wind
up angering are the most creative and productive people in the organization.
10. LESSON 2
"The day soldiers stop bringing you their problems is the
day you have stopped leading them. They have either lost
confidence that you can help them or concluded that you
do not care. Either case is a failure of leadership."
If this were a litmus test, the majority of CEOs would fail. One, they build so
many barriers to upward communication that the very idea of someone lower
in the hierarchy looking up to the leader for help is ludicrous. Two, the
corporate culture they foster often defines asking for help as weakness or
failure, so people cover up their gaps, and the organization suffers accordingly.
Real leaders make themselves accessible and available. They show concern
for the efforts and challenges faced by underlings, even as they demand high
standards. Accordingly, they are more likely to create an environment where
problem analysis replaces blame.
11. LESSON 3
"Don't bebuffaloed by experts and elites. Experts often
possess more data than judgment. Elites can become so
inbred that they produce hemophiliacs whobleedto death
as soon as they are nicked by the real world."
Small companies and start-ups don't have the time for analytically detached
experts. They don't have the money to subsidize lofty elites, either. The
president answers the phone and drives the truck when necessary; everyone
on the payroll visibly produces and contributes to bottom-line results or they're
history. But as companies get bigger, they often forget who "brought them to
the dance": things like all-hands involvement, egalitarianism, informality,
market intimacy, daring, risk, speed, agility. Policies that emanate from
ivory towers often have an adverse impact on the people out in the field
who are fighting the wars or bringing in the revenues. Real leaders are
vigilant, and combative, in the face of these trends.
12. LESSON 4
"Don't beafraid to challengethe pros,
even in their ownbackyard."
Learn from the pros, observe them, seek them out as mentors and partners.
But remember that even the pros may have leveled out in terms of their
learning and skills. Sometimes even the pros can become complacent and
lazy. Leadership does not emerge from blind obedience to anyone. Xerox's
Barry Rand was right on target when he warned his people that if you have
a yes-man working for you, one of you is redundant. Good leadership
encourages everyone's evolution.
13. LESSON 5
"Neverneglect details. When everyone's mind is dulled
ordistracted the leadermust bedoubly vigilant."
Strategy equals execution. All the great ideas and visions in the world are
worthless if they can't be implemented rapidly and efficiently. Good leaders
delegate and empower others liberally, but they pay attention to details, every
day. (Think about supreme athletic coaches like Jimmy Johnson, Pat Riley
and Tony La Russa). Bad ones, even those who fancy themselves as
progressive "visionaries," think they're somehow "above" operational details.
Paradoxically, good leaders understand something else: an obsessive routine
in carrying out the details begets conformity and complacency, which in turn
dulls everyone's mind. That is why even as they pay attention to details, they
continually encourage people to challenge the process. They implicitly
understand the sentiment of CEO leaders like Quad Graphic's Harry
Quadracchi, Oticon's Lars Kolind and the late Bill McGowan of MCI, who all
independently asserted that the Job of a leader is not to be the chief organizer,
but the chief dis-organizer.
14. LESSON 6
"You don't knowwhat you can getaway with until you try."
You know the expression, "it's easier to get forgiveness than permission." Well,
it's true. Good leaders don't wait for official blessing to try things out. They're
prudent, not reckless. But they also realize a fact of life in most organizations:
if you ask enough people for permission, you'll inevitably come up against
someone who believes his job is to say "no." So the moral is, don't ask. Less
effective middle managers endorsed the sentiment, "If I haven't explicitly been
told 'yes,' I can't do it," whereas the good ones believed, "If I haven't explicitly
been told 'no,' I can." There's a world of difference between these two points
of view.
15. LESSON 7
"Keeplooking below surface appearances.
Don't shrink from doing so (just) because you
might notlike what you find."
"If it ain't broke, don't fix it" is the slogan of the complacent, the arrogant or the
scared. It's an excuse for inaction, a call to non-arms. It's a mind-set that
assumes (or hopes) that today's realities will continue tomorrow in a tidy, linear
and predictable fashion. Pure fantasy. In this sort of culture, you won't find
people who pro-actively take steps to solve problems as they emerge. Here's
a little tip: don't invest in these companies.
16. LESSON 8
"Organization doesn't really accomplish anything. Plans
don't accomplish anything, either. Theories of management
don't much matter. Endeavors succeed or fail because of
the people involved. Only by attracting the bestpeople will
you accomplish greatdeeds."
In a brain-based economy, your best assets are people. We've heard this
expression so often that it's become trite. But how many leaders really "walk
the talk" with this stuff? Too often, people are assumed to be empty chess
pieces to be moved around by grand viziers, which may explain why so many
top managers immerse their calendar time in deal making, restructuring and
the latest management fad. How many immerse themselves in the goal of
creating an environment where the best, the brightest, the most creative are
attracted, retained and, most importantly, unleashed?
17. LESSON 9
"Organization charts andfancy titles countfor next to nothing."
Organization charts are frozen, anachronistic photos in a work place that ought
to be as dynamic as the external environment around you. If people really
followed organization charts, companies would collapse. In well-run
organizations, titles are also pretty meaningless. At best, they advertise
some authority, an official status conferring the ability to give orders and
induce obedience. But titles mean little in terms of real power, which is the
capacity to influence and inspire. Have you ever noticed that people will
personally commit to certain individuals who on paper (or on the organization
chart) possess little authority, but instead possess pizzazz, drive, expertise,
and genuine caring for teammates and products? On the flip side, non-leaders
in management may be formally anointed with all the perks and frills
associated with high positions, but they have little influence on others, apart
from their ability to extract minimal compliance to minimal standards.
18. LESSON 10
"Neverlet youregogetso close toyour position that
when your position goes, your egogoes with it."
Too often, change is stifled by people who cling to familiar turfs and job
descriptions. One reason that even large organizations wither is that
managers won't challenge old, comfortable ways of doing things. But
real leaders understand that, nowadays, every one of our jobs is becoming
obsolete. The proper response is to obsolete our activities before someone
else does. Effective leaders create a climate where people’s worth is
determined by their willingness to learn new skills and grab new
responsibilities, thus perpetually reinventing their jobs. The most
important question in performance evaluation becomes not, "How well
did you perform your job since the last time we met?" but, "How much
did you change it?"
19. LESSON 11
"Fit no stereotypes. Don't chase the latest management
fads. Thesituation dictates which approach best
accomplishes the team's mission."
Flitting from fad to fad creates team confusion, reduces the leader's credibility,
and drains organizational coffers. Blindly following a particular fad generates
rigidity in thought and action. Sometimes speed to market is more important
than total quality. Sometimes an unapologetic directive is more appropriate
than participatory discussion. Some situations require the leader to hover
closely; others require long, loose leashes. Leaders honor their core values,
but they are flexible in how they execute them. They understand that
management techniques are not magic mantras but simply tools to be
reached for at the right times.
20. LESSON 12
"Perpetual optimism is a force multiplier."
The ripple effect of a leader's enthusiasm and optimism is awesome. So is the
impact of cynicism and pessimism. Leaders who whine and blame engender
those same behaviors among their colleagues. I am not talking about stoically
accepting organizational stupidity and performance incompetence with a "what,
me worry?" smile. I am talking about a gung-ho attitude that says "we can
change things here, we can achieve awesome goals, we can be the best."
Spare me the grim litany of the "realist," give me the unrealistic aspirations
of the optimist any day.
21. LESSON 13
"Powell's Rules for Picking People:”
Look for intelligence and judgment, and most critically,
a capacity to anticipate, to seearound corners. Also
look for loyalty, integrity, a high energydrive,a balanced
ego,and the drive to get things done.
How often do our recruitment and hiring processes tap into these attributes?
More often than not, we ignore them in favor of length of resume, degrees and
prior titles. A string of job descriptions a recruit held yesterday seem to be
more important than who one is today, what they can contribute tomorrow, or
how well their values mesh with those of the organization. You can train a
bright, willing novice in the fundamentals of your business fairly readily, but
it's a lot harder to train someone to have integrity, judgment, energy, balance,
and the drive to get things done. Good leaders stack the deck in their favor
right in the recruitment phase.
22. LESSON 14
"Great leaders are almost always greatsimplifiers,
whocan cut through argument, debate and doubt,
to offer a solution everybody can understand."
Effective leaders understand the KISS principle, Keep It Simple, Stupid. They
articulate vivid, over-arching goals and values, which they use to drive daily
behaviors and choices among competing alternatives. Their visions and
priorities are lean and compelling, not cluttered and buzzword-laden. Their
decisions are crisp and clear, not tentative and ambiguous. They convey an
unwavering firmness and consistency in their actions, aligned with the picture
of the future they paint. The result: clarity of purpose, credibility of leadership,
and integrity in organization.
23. LESSON 15
Part I: "Use the formula P=40 to 70, in which P stands
for the probability of success and the numbers indicate
the percentageof information acquired.”
Part II: "Oncethe information is in the 40 to 70 range,
go with yourgut."
Don't take action if you have only enough information to give you less than a
40 percent chance of being right, but don't wait until you have enough facts to
be 100 percent sure, because by then it is almost always too late. Today,
excessive delays in the name of information-gathering breeds "analysis
paralysis." Procrastination in the name of reducing risk actually increases risk.
24. LESSON 16
"The commanderin the field is always right and the
rear echelon is wrong, unless proved otherwise."
Too often, the reverse defines corporate culture. This is one of the main
reasons why leaders like Ken Iverson of Nucor Steel, Percy Barnevik of Asea
Brown Boveri, and Richard Branson of Virgin have kept their corporate staffs
to a bare-bones minimum - how about fewer than 100 central corporate
staffers for global $30 billion-plus ABB? Or around 25 and 3 for multi-billion
Nucor and Virgin, respectively? Shift the power and the financial accountability
to the folks who are bringing in the beans, not the ones who are counting
or analyzing them.
25. LESSON 17
"Have fun in your command. Don't always run at
a breakneck pace. Take leave when you've earned it:
Spend time with your families.
Corollary: surround yourself with people who take their
work seriously, but notthemselves, those whowork
hard and play hard."
Herb Kelleher of Southwest Air and Anita Roddick of The Body Shop would
agree: seek people who have some balance in their lives, who are fun to hang
out with, who like to laugh (at themselves, too) and who have some non-job
priorities which they approach with the same passion that they do their work.
Spare me the grim workaholic or the pompous pretentious "professional;”
I'll help them find jobs with my competitor.
26. LESSON 18
"Command is lonely."
Harry Truman was right. Whether you're a CEO or the temporary head of a
project team, the buck stops here. You can encourage participative
management and bottom-up employee involvement, but ultimately the
essence of leadership is the willingness to make the tough, unambiguous
choices that will have an impact on the fate of the organization. I've seen
too many non-leaders flinch from this responsibility. Even as you create
an informal, open, collaborative corporate culture, prepare to be lonely.
27. “Leadership is the art ofaccomplishing
more than the scienceof management
saysis possible.”