Red Bike Leader

rip the training wheels off your leadership

Archive for the ‘basics’ Category

Forts and Men

by Ryan Russell | July 20th, 2010 | Posted in basics, leadership

As a little boy you built forts with the logs, branches and surrounding natural supplies. You scoured for a functional location. You sweated and labored to make your fantastical kingdom fort take shape upon the earth in front of you.

It doesn’t have to change just because you are older… just change the supplies. It is the inherent nature of man to build! So, ask yourself, are you enjoying the process? Are you having fun with your real world creation? Is the fantasy within you to bring to life something worth doing? Who are your new playmates in this world of taller boys in the field? And how cool is your fort? What battles will you fight from it’s place of strength? And what will be your crowning glory?

So many dreams and opportunities and fun to be had! Don’t stuff them down; figure them out.

No Connection Productivity

by Ryan Russell | May 24th, 2010 | Posted in basics, gtd, project management

You want to be extremely productive with your day?
Turn off your phone.
Turn off your internet connection.

* You can still use your computer, it does still function very well without being connected to the web.
NOW, go to work and focus on your 2 biggest projects.
Try this for 2 whole hours… straight!

EXTREMELY PRODUCTIVE time can be found in dis-connectivity.

Ask any working person who flies regularly. They will tell you how great their time on an airplane is for getting caught up and also getting way ahead. The world continues to function. Earth and all of it’s joys and heartaches will still be here when you plug back in. There was an era where we were highly functional human beings without the drugs of facebook, twitter, email, text and calls… there really was.

It’s as simple as it sounds OR you become addicted to the internet.

Volunteer Leadership Team

by Ryan Russell | May 19th, 2010 | Posted in basics, leadership

Some quick basics on building a kick-ass volunteer leadership team.

Never go alone. Get people engaged in your initiative from the very beginning. If you can’t take people with you early on when your passion is white hot, then it won’t get any easier for you later.

Get people in on the ground floor. Some people are more inclined to serve with you because you aren’t thoe big and established ‘old dog’. Use this to your strength.

Share your vision of the glorious future. Make it straight forward and easy to understand. Practice this every time you meet with someone. if you don’t have it down to 2-3 quick & easy to understand sentences.

Grow Up! The best leaders will come around young leaders when they see your desire to grow up and do something of import. You don’t have to wear a suit and tie to accomplish this, but you must be ready to work hard. Have fun, but prepare yourself to grow and demonstrate this with how you carry yourself.

Don’t put off inviting in BIGGER minds. Find people that will challenge you. BE SURE to listen to them when they speak. This stop investing if you demonstrate that you aren’t listening.

Keep close a tight group of trusted people. Choose carefully 3-5 rock solid leaders you can depend on in hard times & for key decisions.

Don’t just invite friends, but choose leaders. Diverse strengths and insights won’t come without some effort on your part to seek them out. Just because people are easy to hang with doesn’t mean they will be the best leaders for your project.

Engage your key people regularly. This doesn’t have to translate into more meetings though. Invite them into your processing, your planning, your strategy. Quick phones calls and emails will do the trick.

—> If they aren’t invested, they aren’t invested with their time, money and mental energy that will help your project or organization move towards accomplishing your dreams.

Launching Basics

by Ryan Russell | May 13th, 2010 | Posted in basics, entrepreneur, leadership

Getting ready to launch your own non-profit?

Have a unique focus or problem to tackle - If you aren’t going to be original or if you aren’t going to strive to be the best in your area of focus then go work with the ones who are. There is a TON of redundancy in the non-profit, social good space already. Yes, I am speaking to the ministries too.

Demonstrate & prove your concept - Seek early wins, even if they are small ones. start with your free time. Jump in with your money and energies first. Know what you are talking about from an experiential perspective. Draw from your in the trenches experience to cast a grander vision.

Develop a thorough but basic plan – You don’t need 10 pages to make your point, but you do need a few. Websites are nice, but be sure that you can easily share your plan & strategy with others. Avoid writing a novel but be sure to outline the “who, what, where, why, how, when, and how much” for all who are interested. Be specific and brief.

Recruit leaders - Every non-profit seeks volunteers, but what you really need early on is leaders. Leverage your personal relationships, contacts and networks. Seek leaders by having leadership opportunities for them to tackle with you. Don’t ask leaders for basic things… they want to jump in on real issues you with you.

Communicate a crystal clear mission – Don’t give vague concepts and flowery anecdotes; tell us what is going to change because you are in existence. Be bold. Be brave. Be simple if necessary. Help all of us to “get it”. And it quickly. Without flinch

More Than a Cover

by Ryan Russell | May 6th, 2010 | Posted in basics, entrepreneur, leadership

Appearance matters. I have had this conversation several times with young leaders and in more than one instance it seems to have fallen on deaf ears. Words relayed about first impressions, professional standards and basic hygiene have been filed by recipients as surface, non-important and old school (and I am not even that old).

Here’s an excerpt from a worthy article on the subject:

When you shake hands with a potential partner, they form an instant impression of you which is not easily dislodged.   First impressions are powerful because until we begin to speak, they are the only bits of information we have to make a snap decision as to whether we like or trust someone.  Countless communication studies have shown a man’s visual appearance is initially more powerful than what he says; ignore your wardrobe at your own risk. [more]

Wrestle with It

by Ryan Russell | April 15th, 2010 | Posted in basics, leadership

“If your organization wanted to replace you with someone far better at your job than you, what would they look for?” -Seth Godin, Linchpin

This quote has been pinging around in my head for the better part of a month. Seth’s book is great… this concept is at it’s core.

If you are worried about being replaced is it already too late?

Are you indispensable?

Am I?

Small hills matter

A key battle of the Civil War was obviously the battle of Gettysburg , the high water mark of the Confederate Army.  A key part of the victory for the Union forces was maintaining the left flank at Little Round Top hill.  This effort was lead by a professor from Bowdoin College in Maine  Joshua Chamberlain . Joshua enlisted against the College’s desires as they already saw what a key individual he was for their school.  He was offered the head of the Maine regiment but declined and asked for a lesser position to learn the ropes.

 We can learn much from this decisive stand on a seemingly insignificant hill by a professor from Maine with no military experience prior to the war.

The pivotal day of the battle of Gettysburg was July 2, 1863.  The day before the Confederate Army had pushed the Union Army back through the town to outlying ridges. On July 2 the Confederate Army wished to continue this push and key would be able to flank the Union Army.  On the left flank was the 20th Maine regiment led by professor Chamberlain.  The Confederate Army was relentless on attack .  Chamberlains 20th Maine was short on ammo to the point they barley had a round left per member.  

It was at this point in which Chamberlain executed what was a masterful counter attack. In the midst of the noise and exhaustion he was able to communicate to his troops to make a coordinated sweeping bayonet charge starting with the end of his line forming a hinged hook that essentially created a flanking and frontal assault on the Confederate advance.  This move caught the Confederate army off guard who were also low on ammo and severally exhausted and beat up.  Chamberlain knew if he waited he would not survive another assault so he took the initiative. This saved the left flank and strengthened the Union line which eventually repelled the Confederate charge the following day and won this pivotal battle.

While much has been written on this aspect of the battle I think it important we do gain leadership insights that over 50,000 men paid with their lives in this battle.

Leadership is leadership … a book worm professor who has learned good leadership principals then checked his ego when given opportunity to lead asks to come up through ranks instead to gain lower level experience.  Take a challenge to lead something out of your realm of understanding and see that leadership principals are transferable.

Don’t wait till it is too late.  With most time critical endeavors there is usually a window of opportunity that will close.  Knowing what that is and then decisively jumping through the window when it opens is key.

Know the importance of your position understood the strategic significance of the small hill.  The Art of War by Sun Tzu stressed the key to gaining and keeping the high ground.  This takes many forms and mostly figurativley on struggles within a non-war enganement.  

Communicate it well and to help this keep it simple.  I can think of no more difficult circumstance in which to communicate than in all the noise and mayhem of this battle.  Chamberlain did it though and was able to communicate a coordinated movement of his troops starting with outer troops and rolling into a strangling hook against the Confederates.  In midst of the action we need to communicate simply and clearly to each member so they know their role.

 ”When everything seems to be going against you, remember that the airplane takes off against the wind, not with it.” – Henry Ford.  Chamberlain who was probably one more charge away from defeat turned into the wind and that made all the difference.

Glamour Boss

by Ryan Russell | April 7th, 2010 | Posted in basics, leadership

Young leaders can be guilty of spending more than a fair amount of time critiquing the boss. In the process, each of us have taken the things we like least about our current or past employers and created a fictional ‘glamour boss’ in our minds. This new boss, who now qualifies to grace the the covers of GQ, Fast Company, Psychology Today and Philanthropy.com all in the same month, is not human. She is made of the stuff that can only be concocted by drinking from the wrong workplace water cooler. Reset your expectations for this world.

Research Character – Before you work for or under anyone, take the time to ascertain fundamental nature and character of your new guide. Know which are the essential qualities of a leader that matter most to you. A job interview is a two-way street so do your own reference checking. Have confidence in the character of the individual that you are going to allow to lead you.

Concentrate on Core - Every leader has their core strengths. When you focus on their gifts, you have the opportunity to see their best and most remarkable qualities and contributions. Seek to learn from a leader’s area of expertise. Fault finding is a pastime that too many have become experts at.

Expect Less – Sounds weird I know. Do a personal inventory. In your frustration, write down every single thing that you expect from your boss. I mean it… write it all down. Now, if your list of reasonable expectations for your leader has grown beyond 2-3 major items (example = clearly defined path of what success looks like in your environment) I want to let you know that you are needy and your expectations are probably unreasonable.

5 New-World Tools

by Ryan Russell | April 3rd, 2010 | Posted in basics, resources

Here are some very basic thoughts on for working, networking, living and leading in the world today. These are not comprehensive and they may not even be the top 5 so add some ideas of your own to the comments section. I feel silly even writing about these things but every week I run into leaders who are violating at least 2 of these 5 items.

Cell # – Keep the one you have. Don’t use the one your company gives you (unless you have to). DON’T ever change your number (unless your area code is North Dakota, then travel some place cool and get set-up there). Invariably you will change jobs, locations, etc… most people hate trying to track you down. Worst yet, they won’t.

Personalized Email – Similar to your cell, don’t make changes that keep the right and important people from finding you. Unless your employer requires you to use their email address, create your own. Get one at Gmail or .ME or get your own domain. I use 2. I for people and a different one for filling out forms and other crap on & off-line.

Google Docs – This is my preferred collaboration tool, others like Basecamp. The principle here is simple. Learn how to effectively collaborate and use current tools that allow you to do this effectively with others. If you haven’t spent time doing anything other than goofing off on the internet, start learning NOW how to use the amazing free work tools found online.

Network Tools – Sure, Facebook is good, but be sure to constantly be developing your own network of indispensable relationships, contacts, phone numbers and emails. This truth is as old as society.

Work from Anywhere – Train yourself to effectively be able to work from anywhere. Create your own personal spaces & virtual offices. IF you have to be ‘at your office’ to get your job done you won’t last long in the new world of work. By your own laptop. Keep your own files. Create your own securities and back-up systems. Make sure that everything essential to high performance is available to you online. Take reimbursements if they are available from your company for things like your cell or computer or licenses, but don’t let anyone else own your new office.

Teach that Kid

by Ryan Russell | April 1st, 2010 | Posted in basics, leadership

Can a kid be RESPONSIBLE at 6 years old? Just the fleeting vision or foggy nightmare of one of my sons slumming on a couch, jobless, eating potato chips while scratching themselves and playing video games into their late 20’s is enough to push me past all of my paranoia’s about making them grow up too fast. Currently, I am trying to teach the concept of responsibility to my 6 year old. Writing that makes me sound and sort of feel like an ogre. However, I strive for my sons to be a benefit to society and a rock to their families as “men”.

The tricky question though is, “HOW do you teach responsibility to a 6 yr. old?” Is it the ‘more is caught than taught’ theory? Is it what I show them with my life or is it what I teach him through assignments? Should I assign easy to complete tasks? How much should I remind him of his new duties? Can ’struggle’ be an effective teacher? Or should I go with a reward system? What happens when he “forgets”? Should there be consequences for that? He will of course certainly forget… he is 6 after all. And we all forget something every once in a while, but if it is truly responsibility that I am seeking then it is his responsibility to remember.

Here is an even trickier question, “HOW do you teach responsibility to a 20-something?” Some argue that if they don’t get it by now than it is too late. Can you coach responsibility? Challenge it? Manipulate a system to produce it? Does it come from within? Will you know quickly when someone does not possess it? Will responsibility magically manifest itself in an individual over time?

Responsibility is a state of mind, a core value, a life principle. For some it seems to come in degrees or shows up only in certain areas. Some people do not seem to equally apply responsibility in all areas of their lives. This much I do know, when you have someone who understands and lives responsibility in full measure, do your best to keep them on your team and in your company.