Leader vs Manager – Big Is The New Small http://www.bigisthenewsmall.com dream BIG. think BIGGER. Fri, 06 Jan 2017 15:01:38 +0000 en-US hourly 1 https://wordpress.org/?v=4.6.7 10 Leadership Lessons From Baker Mayfield and The Sugar Bowl http://www.bigisthenewsmall.com/2017/01/06/10-leadership-lessons-from-baker-mayfield-and-the-sugar-bowl/ Fri, 06 Jan 2017 15:01:38 +0000 http://www.bigisthenewsmall.com/?p=12126

Baker Mayfield is personifying what Leadership is all about in the this short video highlighting the acceptance of his 2017 Sugar Bowl Most Outstanding Player Award. This immediately was after Sooners beat the SEC’s #2 team Auburn Tigers, only second to Nick Saban’s Dynasty at Alabama. The Sooners pretty much dominated Auburn after Auburn’s 1st possession and score. The final score was 35-19 and wasn’t really that close considering the Sooners took their foot off of the gas of their prolific offense and Auburn scored a late TD in the final seconds after many OU reserves were in the game.

Baker Mayfield was 19-28 for 296 yards, 2 touchdowns and zero turnovers against the SEC Auburn defensive juggernaut. Not no mention the countless Houdini plays where Mayfield had Auburn defenders dazed and amazed as they wondered how he could possibly escape from their relentless pursuit and “almost, but not quite good enough sack attempts.”

Baker Mayfield was the obvious Sugar Bowl Most Outstanding Player. While receiving his award, Mayfield immediately deferred to give props to his running back and career workhorse Smamaje Perine for breaking the Oklahoma Sooners All-Time rushing record once held by The Great Billy Simms.

From this video and the success of this turnaround season in which OU started off 1-2 and rolled off 10 straight wins and becoming the Big 12 and 2017 Sugar Bowl Champs. I’ve listed 10 short and quick leadership lessons from Baker Mayfield and this season.

10 Leadership Lessons From Baker Mayfield:
1. You must believe in yourself.
2. Be yourself.
3. Work hard.
4. Get better daily.
5. It’s always more about the team than it is about you.
6. Be Inspiring and someone people are excited to follow.
7. Have integrity, lead by example.
8. Tune out the naysayers.
9. Focus on the goal.
10. Produce winning results.

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The One Simple Thing I Wish The Voting Public Would Do http://www.bigisthenewsmall.com/2016/10/24/the-one-simple-thing-i-wish-the-voting-public-would-do/ Mon, 24 Oct 2016 15:36:41 +0000 http://www.bigisthenewsmall.com/?p=12117 one-thingThis election is absolutely crazy. It’s not the first time we’ve had a crazy election; however it’s the odds on favorite to go down in history as the craziest ever.

Many say this is the craziest ever because we have two really flawed political candidates and feel like it’s a “lesser of two evils” election. A political system with flawed candidates is nothing new; however the 24 hour uninterrupted access to digital media accentuating their flaws is new. Social media, print media, television and conversations. We wake up we see it, we go to sleep we see it, we try to avoid it and an unexpected conversations pops up and there it is again.

I honestly could care less that people disagree, let me rephrase that: it’s a beautiful thing that in America we are allowed to disagree. I wish that we could embrace the notion that we can disagree and still be agreeable. Let’s face it, we live in a world that is more moved by scandal, tabloid, gotcha and pointing out flaws than we are anything of substance, good will and kindness.

I wish we could do this one simple thing.

My voting friends, if there was one simple thing that I wish the voting public would do, that’s focus on what you are for instead of what you are against. It doesn’t require much effort to point out flaws, disagreements and how much of an idiot candidate A&B are… those sound bites are readily available to you all day long. On the other hand, focusing on what you are for, rather than what you are against requires some critical thinking, some research, some inner-dialogue and personal belief wrestling.

As a leadership consultant one of the easiest areas to uncover as it relates to culture and organizational flaws is an organization filled with people, especially at the leadership level who always know the problems but rarely or never bring solutions. I like to say it this way, for every one problem you bring to the table, I want to see three solutions. That’s where the magic happens, complaints begin to diminish and solutions begin to take front and center stage. 

The next time you find your self in political debate and you or the person you are talking to begins to go off about their dislike of their opposing candidate preference. Ask them one simple question, “What is it that you like about your candidate?” crickets

I wish the voting public would do one simple thing and that’s focus on what they are for instead of what they are against. If you personally commit to doing this, it may just change your perspective and even better it may encourage and change the minds of those around you. 

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6 Major Keys To Effective Leadership http://www.bigisthenewsmall.com/2016/06/30/6-major-keys-to-effective-leadership/ http://www.bigisthenewsmall.com/2016/06/30/6-major-keys-to-effective-leadership/#comments Fri, 01 Jul 2016 00:13:31 +0000 http://www.bigisthenewsmall.com/?p=12104 key2Leadership is an art and it’s an art that anyone can learn for the most part. Just because someone learns an art doesn’t mean they will be good or effective. Just think about all of the painters, musicians, communicators, or artists of any sort; although they have learned an art very few get through the threshold of simply being an artist, to being an effective artist. That same statement is true for the art of leadership… there are many leaders who never become effective leaders.

“The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly.” ~Jim Rohn

6 Major Keys To Effective Leadership:

  • 1. Recognize- Recognize that leadership is a gift, an art, a craft… that has to be continually developed.  Seek out and be willing to learn from effective leaders who have developed this craft we call leadership.
  • 2. Realize- Realize the fact that although leadership is a craft, it is not rocket science.  STOP MAKING IT SO DIFFICULT.  I repeat, unless you are a leader at NASA, your leadership role is not rocket science; chill-out and quit making things so hard on yourself and others.  BTW- If you are a leader at NASA or a rocket scientist, you should probably be asking the tough question: “Is what we do still necessary or relevant?”
  • 3. Remember- Remember The Golden Rule: “Do unto others as you would have others do unto you!”  Most leaders’ barley remember the bronze rule, let alone The Golden Rule.  As a leader it’s important to care about your people, to love your people, to care about their interests, care about their success… to treat them how you would want and expect someone to treat you.  Remember in order to become an effective leader you have to understand that “Relationships Matter!”
  • 4. Replicate- Replicate what works and don’t force things that don’t work.  Don’t try to be a replicate of another leader or simply replicate what you have read in a book, but rather replicate the effective “What Works” concept into who you are and what you do!
  • 5. Resurrect- Resurrect a dying team member; an effective leader has the ability to take a dying team member on the verge of being fired and help resurrect them into a story that begins with this sentence… “There was a time when so and so team member was on the verge of being fired and so and so leader believed in them… Wow, Look at how successful they are now!”
  • 6. Reinvent- Reinvent the way leadership is carried out!  Break the box, find a new way, figure out what works for you, don’t be scared to be different, reinvent what might has been seen as irrefutable.  Reinvent out of hunger, creativity, thinking, believing, seeking etc.; don’t reinvent for the sake of reinventing!  “Don’t reinvent the wheel” applies to those who reinvent for the sake of reinventing!
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7 Key Ways Leaders Destroy Their Teams http://www.bigisthenewsmall.com/2015/06/12/7-key-ways-leaders-destroy-their-teams/ http://www.bigisthenewsmall.com/2015/06/12/7-key-ways-leaders-destroy-their-teams/#comments Fri, 12 Jun 2015 13:12:36 +0000 http://www.bigisthenewsmall.com/?p=12081 fail2Often times when it comes to “leadership” we hear the warm and fuzzies or the great success stories. There are so many great books and tools at the disposal of leaders that growth, competency and effective leadership should be inevitable. The challenge with that theory is it’s rendered “not always true” because of the simple fact that leadership deals with human beings and human beings are rather complex creatures. Anytime you are dealing with people things are never that simplistic.

Another reason being an effective leader is not that simple is that fact that book knowledge doesn’t always translate to street knowledge {{translation – just because you can read it and talk it, deosn’t mean that you can effectively apply it}}.

A key understanding to leadership how ineffective and incapable individuals find themselves in key leadership roles is this: people hire people, who hire people, who hire people. Somewhere within those three generations of hiring, there are people placed in roles of leadership that they are not capable of handling. In my tenure working as a Deputy Prison Warden, before being promoted to Warden, I worked for a leader that definitely should not have been in her role. She literally destroyed her staff and destroyed her team. Not only did she destroy them, she didn’t have the self-awareness to make the necessary adjustments. She was a “Leadership Destroyer.” In consulting over the last 14 years, I have seen and heard about these “Leadership Destroyers” more often than I’d like to admit.

Unfortunately the “Leadership Destroyers” are not isolated to my experiences, if you live long enough and work for enough people, there is a good chance that you will work for one of these destroyers. To help identify how these leaders managers destroy their teams, I have identified 5 ways.

7 Ways Leaders Destroy Their Teams

  • 1. My Way Or The Highway (MWOH): Everyone has an opinion and often times people have thoughts, ideas and suggestions that can be helpful to those that are in charge. MWOH is fueled by the insecurity of the Leadership Destroyer. MWOH can create an environment of control, but not an environment of healthy success. Listen to your team, involve your team, learn from your team and embrace the reality that the collective sum is much better than the Big-Headed MWOH Leader.
  • 2. All About The Numbers: The numbers do matter, the bottom line is important and if it doesn’t make dolla$ it doesn’t make sense.  In business, ministry or non-profit work, it’s important to measure things as it’s a great barometer for success. Where numbers become a problem is when the Leadership Destroyer focuses on the numbers, bottom line and measurables so much that they forget about their team of people who are making those numbers happen. They lose sight of the “how” because they are so focused on the “what.” Number matter, but people matter more. Focus on creating a healthy team and healthy numbers will be a natural bi-product.
  • 3. Talk But Don’t Listen: No one can get a word in or have an opinion because the Leadership Destroyer is always talking. Not only are they always talking, they never listen. If people are not heard, they will cease to say the things that matter. Shh (be quiet) Listen!
  • 4. Change Things For The Sake Of Changing Things: Change is good and sometimes necessary to create forward momentum. The Leadership Destroyer takes this to another level by changing things just to let you know that they’re the boss. They are unwilling to receive feedback or go back to what worked, even if their change isn’t working. I heard a great thought from OSU Football Coach Mike Gundy from his press conference during OSU’s great season several years back.  This articular season OSU was ranked #2 and they were rolling like a well-oiled machine. Mike Gundy said, (paraphrasing) “I try to change things up a bit, just to justify my existence. My team will come to me and say I think we need to stick to XYZ and this is why. Often times what they are saying makes perfect sense and I change it back.” It’s important to survey the impact, timing and necessity of change.
  • 5. They Just Don’t Care:  The quickest way to destroy a team is to not care about the players on the team. Team members know the difference between the fake stuff and the genuine care and concern for the individual players and the collective team. Leadership Destroyers care more about their title, role, corner office and the fact that they have arrived than they do their team. One of the things that the inmates used to say when I was a Warden in regards to leadership and life is this, “It’s All About Missouri!” In other words, Missouri is the Show-Me State.  I’ll close with the words of John Maxwell, “People don’t care how much you know, until they know how much you care.”
  • 6. Focused On Pleasing The Boss – It’s okay to want to perform for your supervisor and help you organization be successful. Leadership Destroyers take it to a whole-nutha-level. The Leadership Destroyer will do anything and everything to look good, rather than doing any and everything right. The all-consuming thoughts of wondering what the boss thinks will lead these destroyers to destroy their team, chunk team members under the bus and not give proper credit where proper credit is due.
  • 7. Unwilling To Receive Candid Feedback – When an individual is unwilling to listen to feedback because “It may hurt” or “It isn’t what they want to hear,” they are in trouble. You can’t win with thin skin. Once team members realize the Leadership Destroyer is unwilling to receive feedback, they will stop giving feedback. Once team members stop giving feedback, the Leadership Destroyers find themselves on an island. Islands are great places to vacation, but horrible places to find yourself when you are trying to lead a team.
Leadership Destroyers destroy everything.
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The Leaders Who Need The Most Development http://www.bigisthenewsmall.com/2015/05/18/the-leaders-who-need-the-most-development-2/ Mon, 18 May 2015 12:27:52 +0000 http://www.bigisthenewsmall.com/?p=12073 leadership1The Leaders Who Need The Most Development Are Often Times The Leaders That Say That Others Need More Development.

Have you ever seen a situation where a leader has a team member who is either up for a promotion or in all actuality should be considered for a promotion; and the leaders says they are not ready yet, or they need more development.

I understand that sometimes people aren’t ready and they could benefit by a little more time in the leadership development cooker. More times than not, the person is ready, all they need is a little encouragement, belief in themselves and an opportunity to show what’s inside of them. How do you get the experience, if no one is willing to give you a chance to get the experience?

Over the years I have come to realize that the leaders who are quick to say that someone isn’t ready and need more development are the ones that need more development themselves.

It takes, time, energy and true leadership to develop someone — moving them from where they are to where they can be. Leaders must learn to focus on potential instead of limitations.

The next time you hear a leader say “so and so” isn’t ready, the deeper question to ask is this “is the leader making the statement ready?”

No one will ever be 100% “ready,” it’s up to the leaders to be a part of getting them there. That’s why it’s called leadership.

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Do They Want To Work For You? http://www.bigisthenewsmall.com/2015/05/12/do-they-want-to-work-for-you/ Tue, 12 May 2015 12:37:48 +0000 http://www.bigisthenewsmall.com/?p=12070 question

Great leaders ask great questions of others. Great leaders also ask great questions of themselves. One of the greatest questions that a leader can ask themselves is this: Do They Want To Work For Me? Not Do They Have To Work For Me? Do They Like Me? Do They Respect Me?… Do They Want To Work For Me? 

Honest answers to this great question will serve leaders well. If you lead well, they will want to work for you. If you show them respect, the will want to work for you. If you help them grow, they will want to work for you. If you inspire greatness, they will want to work for you. If you are full of integrity, they will want to want to work for you. If you are secure in who you are, they will want to work for you.

Do They Want To Work For You?

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Do You Really, I Mean Really Want To Succeed? http://www.bigisthenewsmall.com/2015/05/06/do-you-really-i-mean-really-want-to-succeed/ Wed, 06 May 2015 12:18:13 +0000 http://www.bigisthenewsmall.com/?p=12067

How bad do you want to succeed? great question and better answers here.

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How Micromanagers and Insecure Leaders Kill Creativity In Their Organizations http://www.bigisthenewsmall.com/2015/04/15/how-micromanagers-and-insecure-leaders-kill-creativity-in-their-organizations/ Wed, 15 Apr 2015 13:25:22 +0000 http://www.bigisthenewsmall.com/?p=12055 ceativity killer 2

Creativity is a key ingredient to a successful, thriving and growing organization. Unfortunately some Micromanagers, Control Freaks and Insecure Leaders Kill Their Organizations and the creative spirit without even realizing it.

Micromanagers take the dynamics of creativity off the table. Their negative and counterproductive process goes a little something like this: Team member tries something new, micromanager watches over their shoulder, questions them and doesn’t give the team members ideas any credibility. Team member gets frustrated and stops thinking outside the box, trying new things and stops leading in general – thus killing creativity.

“The most common mistake I see leaders make is to attempt to lead through control. As counterintuitive as it might seem, in order to gain influence you must surrender control.” ~Mike Myatt

It’s really a sad case when a leader wants a thriving, vibrant, creative organization and they don’t have the self-awareness to know that their insecure control freak nature is the bottleneck. The best position a leader can find themselves in is, “out in front and out of the way.” The only way a leader can remain out in front is to continuously get out of the way and let their team members lead.

In order to foster organizational success and a spirit of creativity, leaders must allow their team members to try new things, chart new courses and sail new waters. If a leader truly wants this to work, they must be willing to get out of the way and be okay with some failures and fumbles. Successes and failures should never be overlooked; however its important to applaud the thought and process of trying. Freedom, flexibility, solutions, ideas, risks, opinions, opportunity, experiment, failure… are all words that help foster creativity and effectually lead to success.

In order for creativity and a culture of winning to permeate through an organization, the insecurity of the micromanager must bid farewell.

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Your Title and Corner Office Doesn’t Make You A Genuine Leader http://www.bigisthenewsmall.com/2015/03/06/your-title-and-corner-office-doesnt-make-you-a-genuine-leader/ Fri, 06 Mar 2015 19:00:22 +0000 http://www.bigisthenewsmall.com/?p=12037 corner officeLeadership is all about value. If you are not adding value to your team and your organization, you are not leading. Effective leadership value is more than just raw data, numbers and hitting benchmarks. Effective leaders always bring hope, inspire people, move things forward, make people feel valued, make everyone and everything around them better and oh yes… They Produce Results!

Unfortunately in this day and age of everyone wanting to be and claiming to be a leader. Individuals are misleading themselves and others about their so called leadership prowess. They think they are a leader because they have the title and the corner office. Those things don’t make you a leader, they are simply symptoms of what could be leadership. The position without genuine acts of leadership means nothing. It’s just a little man or little woman sitting in a big chair.

“A large chair does not make a king.”  ~Sudanese proverb

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Leadership Development – Understanding The Leaders Who Need The Most Development http://www.bigisthenewsmall.com/2015/03/02/leadership-development-understanding-the-leaders-who-need-the-most-development/ Mon, 02 Mar 2015 13:55:35 +0000 http://www.bigisthenewsmall.com/?p=12029 ld

The Leaders Who Need The Most Development Are Sometimes The Leaders That Say That Others Need More Development.

Have you ever seen a situation where a leader has a team member who is either up for a promotion or in all actuality should be considered for a promotion; and the leaders says they are not ready yet… or they need more development.

I understand that sometimes people aren’t ready and they could benefit by a little more time in the leadership development cooker. More times than not, the person is ready, all they need is a little belief in them, encouragement and an opportunity to show what’s inside of them. How do you get the experience, if no one is willing to give you a chance to get the experience?

Over the years I have come to realize that the leaders who are quick to say that someone isn’t ready and need more development are the ones that need more development themselves.

It takes, time, energy and true leadership to develop someone — moving them from where they are to where they can be. Leaders must learn to focus on potential instead of limitations.

The next time you hear a leader say “so and so” isn’t ready, the deeper question to ask is this “is the leader making the statement ready?”

No one will ever be 100% “ready,” it’s up to the leaders to be a part of getting them there. That’s why it’s called leadership.

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