Lee Ellis's Blog, page 182
March 26, 2019
Video FAQ – “Why is leadership development important?”
In this brief clip, Lee answers the foundational and popular question on why leadership development is important? Why is it both important to develop yourself and develop others? Lee answers those questions—please watch and post your comments too – thank you
Learn more about the award-winning book, Leading with Honor: Leadership Lessons from the Hanoi Hilton
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March 25, 2019
World-Class Leadership Behavioral Assessment
Leadership Behavior DNA (LBDNA) is one of the only assessments in the world that specifically assesses and interprets natural leadership behavior.
Created in partnership with DNA Behavior International® our experience is anchored in more than 25 years of research and working with Ph.D.’s to develop world-class behavioral assessments that measure the natural talents that are unique to each person.
Please learn more on our website and contact us for further details – thank you
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March 24, 2019
On This Day in Leadership History, March 24th
On this day in leadership history in 1947, the U.S. Congress proposed the limitation of the presidency to two terms. President Franklin Roosevelt was the last president to hold more than two terms.
What’s the leadership lesson? All honorable leaders should be aware of the best seasons of influence in their domain and when it’s time to pass the mantle on the next leader. Be gracious with your leadership.
The 22nd Amendment to the Constitution – Wikipedia
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March 22, 2019
Leading with Honor Wisdom for Today, March 22, 2019
“No person was ever honored for what he received. Honor has been the reward for what he gave.” – Calvin Coolidge
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March 21, 2019
Giving Back Spotlight – The Veterans Empowerment Organization (VEO)
Giving Back Spotlight – The Veterans Empowerment Organization (VEO)
Lee and his wife Mary are longtime advocates of several organizations. VEO’s mission is to enhance the quality of life for homeless veterans on their road to self-sustainability. They provide a caring, supportive environment that allows veterans to rebuild their lives by returning the dignity lost to the circumstances that left them homeless.
Please learn more about them – thank you!
Leading with Honor – Giving Back
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March 19, 2019
Behavioral Differences in Communicating with Clarity
Much of success in life is about getting everyone on the same page—whether it’s personal or professional relationships. And inevitably someone has to choose to lead the charge in getting clarity. As fighter pilots, we reviewed comm procedures during pre-flight briefing to ensure that everyone would be on the “same frequency”. In this case gaining clarity could mean the difference between life and death.
In team sports like football and baseball we see players and coaches using all sorts of signals and methods to achieve communications clarity—waving a hand, brushing an arm, touching a nose. In these games it’s immediately obvious that clarity is the starting point for precise execution. Without clarity things fall apart right in front of our eyes as the play unfolds; the feedback loop is immediate and obvious—from both the players and the fans.
The Challenge
Unfortunately it’s usually not so obvious at work and the loss of alignment and focus of energy takes longer to show up, but it eventually does.
“Ensuring clarity is one of the great challenges of leadership. All too often leaders overlook or sidestep the challenges of clarifying.” [Tweet This]
I see it every day and I understand why it’s so easy to fall into this trap.
There are several issues at work here as well as the natural behavior and talents of individuals. We’re all uniquely designed and are naturally inclined to communicate in unique ways. The goal is to understand your natural behavior and make positive adjustments so that everyone clearly understands your message. We use the Leadership Behavior DNA assessment with our clients to confirm natural behavior and then build a team development strategy that guarantees better performance and results.
Clarifying Clarity Clues
Here are also two important clues to clear up the murky fog of communication and gain greater clarity –
Don’t assume that everyone hears (and visualizes) your message. We have a natural tendency to assume that if it’s clear to us, why would it not be clear to others? Going back to our sports analogy, teams usually have set plays and they rehearse them in practice for weeks in class and on the field—both verbally and visually and even physically—before they execute them in the game. Hours and hours are spent getting everyone executing their assignment for each situation. At work this is usually not the case. For most situations there is no playbook, so when the leader calls the play, team members create their own individual mental diagrams/pictures of what it’s supposed to look like.
And of course some are distracted and never even hear the message. Further compounding the “fog” is the reality that individuals have different personalities and learning styles.
“Leaders must over-communicate the message and get feedback to make sure a team understands expectations and why those expectations are in place.” [Tweet This]
Regularly and publicly clarify standards and expectations. At the top of the organization most of these expectations may be at the 100,000- foot level. As we move down the organization, the clarity gets more granular as standards are interpreted more specifically to the environment and tasks. There are several issues of human nature working against us here. First, it’s hard work because it takes mental discipline, time, and energy to clarify what is expected and what level of detail is required. Second, as the leader, if you set, clarify, and emphasize high standards, then you have to live up to them also – and what if you fail? I’ve actually seen many leaders resist clarifying expectations because it seemed easier and much less threatening to retain flexibility and interpret standards on the spot. That way they could avoid having to confront themselves with their shortcomings.
Likewise, if expectations are loosely defined, leaders may feel they don’t have to be the enforcer. Confronting others about their behaviors is very difficult for most leaders and especially for those who fear looking like the bad guy and not being liked. The reality is that we respect leaders who hold themselves and others accountable to standards, and we don’t trust those who don’t. Accountability is the next step along the way and we’ll cover that in my next blog.
Clarify Where You Are
How are you doing on clarifying standards and expectations? Reflect on it yourself and look for times when people were not on the same frequency with you. What happened? Whose responsibility was it? Get feedback from a couple of your stronger players on how well you are doing on clarity. In Tongue and Quill, the Air Force handbook for writing and speaking there was one idea that stayed with me: to get better, you have to “fight for feedback.” Fight for clarity and then you will be more successful when you’re communicating with others.
LE
Refine Your Communication and Team Clarity
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A Quick POW Reunion Story – Uncle Tom
A Quick POW Reunion Story – here is a picture of me and long-time POW cellmate, Col. Tom
Story (or as we called him “Uncle Tom”). Tom is 88 and still living life to the fullest. One of the more interesting aspects of POW life was our internal education programs that we had in the cells. In one corner, we’d be learning to speak and write French and German by scrawling in the dirt, while in another corner we’d be learning differential calculus or engineering.
Before the war, Uncle Tom was a high-school shop teacher; and later his education skills and experience were used to create one of the best education programs in the camps. What a great example of innovation with very little resources!
Leading with Honor book – Link
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March 18, 2019
Leadership Behavior DNA Certification Training
Leadership Behavior DNA Certification Training is coming up again soon! Administering and interpreting our behavior assessment reports is worth the ease and accessibility when using LBDNA on a regular basis for hiring, personal coaching, or team development.
Please learn more in the Leadership Behavior DNA section of our website and contact us for further details – thank you
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March 17, 2019
On This Day in Leadership History, March 17th
On this day in leadership history in 1973, the first American prisoners of war (POWs) were released from the “Hanoi Hilton” in Hanoi, North Vietnam. 46 years later, I’m still celebrating my and my brothers’ release and freedom.
What’s the leadership lesson? Never give up.
Leading with Honor – Link
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Lee Ellis returning home after POW release at Maxwell AFB
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POW Group Release Photo (Lee Ellis shown on 4th row)
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March 15, 2019
Leading with Honor Wisdom for Today, March 15, 2019
“Becoming a skilled, emotionally intelligent, honorable leader trying to keep a team of people focused on a common goal isn’t for cowards; it’s dedication and #courage personified.” – Lee Ellis
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