Tag: Student Leadership

Communicating Expectations

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There are a few things ideas that keep popping up for me as I ponder leadership ideas and principles. Today, on the back end of a trip and the front end of an event, I wanted to share a couple posts that are on the forefront of my mind.

First, learning to communicate expectations proves a continual struggle. In this post, I share how I came to the realization on a trip.

Second, as with anything, learning to communicate expectations well goes a long ways to further your leadership influence.

Whether you’re new here or have been with me for a while, take some time to check these posts out today.

Silent Victories

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On Tuesday I posted about watching as two airport fire trucks doused a plane as it was pulling up to a terminal. If you missed it, click here to go check it out.

Now, the rest of the story. Contrary to my worries, the plane was fine. In fact, it was a plane filled with military veterans. They were arriving in Washington DC on what is called an Honor Flight.

Those of us in the terminal gathered around as the passengers disembarked, and clapped as they passed by. It was remarkable.

I could wax eloquently about the lessons we could learn from the faithfulness of those walking by, or the impact it had on my life, or the joy of sharing that moment with my daughters. But I’m not going to do that.

Instead, let me tie into Tuesday’s post and unknown reasons.

I had no clue what was happening. I had no idea an Honor Flight even existed. But there’s a large network dedicated to Honor Flights. People spend countless hours and energy preparing and carrying out trips.

I watched as one stood in the terminal. She was beaming with joy not because people were recognizing her effort, but because people were honoring these heroes.

The core of leadership is setting other people up to win, regardless of recognition.

My leadership is not better when I get recognized My leadership is best when someone I’m leading gets recognized.

This is why I love working with student leaders. I want to set them up to win long after they are in my realm of influence. I want them to grow and achieve more than I ever could dream, but it has to start somewhere.

We all have to start somewhere.

Are you ready to invite and equip leaders around you? What are you waiting for?

Hidden Reasons

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Last week I had the opportunity to take a vacation to Washington D.C. It was an incredible trip, and we were able to see so much.

One of the most striking things was probably the most unexpected. As we arrived at the airport, we stopped before going through security to grab a donut. Looking out the window, I noticed two fire trucks pull up not far from the terminals where we were going.

Now, just in case you’re not sure, when I get to an airport, I turn into a 7 year old boy when it comes to fascination with airplanes. I’ve always loved planes. So, I was naturally extremely curious as to what was going on.

There was no rush to the movements of the fire trucks. They were parked, waiting. No lights, no hustle and bustle.

Then, a plane started to pull up to the terminal, and the fire trucks sprung into action, spraying the plane with water. At first I couldn’t tell if there was purpose or not to their actions. And honestly, until later, I still wasn’t sure what I had just witnessed.

Leadership can be the same way a lot of the times. The things we see others do may not make sense from where we sit, but most people have a reason for the decisions they make.

We, as leaders, need to understand people are working with information we may never receive. So critical spirits, when we know nothing of the circumstances, are not beneficial.

Likewise, there are going to be things we do that people will not understand our actions or motivations. Sometimes out of necessity (because we can’t share) and sometimes out if neglect (because we failed to share).

If you’re in a position where you are training leaders, be willing to share what you can to help them know what’s going on and what went into a decision.

As for what was happening, more on that Thursday. Click here to subscribe to the emails so you don’t miss it.

The Power of Shared Definitions

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On Tuesday I wrote about the importance of shared definitions. (Click here if you missed it.

So, what’s the benefit of a shared definition?

I played basketball in high school. One year our coach drew up a play we called “Oklahoma”, and the play would end in a lob pass to the basket. The play itself was a pretty big leap for our collective ability, but that didn’t diminish the excitement.

Then, in a game, he called the play. I quickly ran through the mental motions and realized I would be on the receiving end of the lob pass at the basket–my chance for a Sportscenter top 10 highlight play.

One problem–not everyone knew the play. Not to throw someone under the bus, but the other post botched the execution which in turn eliminated any possibility of my going on to play basketball professionally. There was no lob. There was no highlight. There was no cohesion.

When we share definitions, we get on the same page as those around us, and they get on the same page as us. When we agree that we all start from point x, and we all move to point y, then we move as a unit.

Shared definitions lead to unity.

Shared definitions lead to increased impact.

Shared definitions lead to greater influence.

As a leader, our job is to navigate the waters of multiple priorities, trying to provide a clear direction for those we lead.

What situations are you facing that would benefit from a shared definition, a common goal? What arena of poor communication is preventing your influence from growing more and more? Are you willing to make the necessary changes? What’s the first one? What are you waiting for?

Defining Small Town & Leadership

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One of the things that fascinates me is listening to people talk about small towns. In Texas, we have our fair share of small towns. But here’s the tricky thing: not everyone shares the definition of a “small town.”

Don’t believe me, try it. If I were to walk up to people in my current town of 23,000 and ask if they think we are living in a small town, I think many would say yes.

If you ask me, my answer would be different. This is actually the second largest town I’ve ever lived in, and I grew up in a town of 500. And no, that’s not a typo–there are only two zeroes after that five.

So, which is right? Is 500 a small town, or is 23,000 a small town? Can they both be small towns? At 500 are you supposed to change it from town to village? Is 23,000 a small city? Is it a large town?

Here lies one of the biggest struggles I see in leadership time and again – a lack of shared definitions. We get in a room with a group of people and start talking about a subject, presuming agreement on basic terms, and realize (or sometimes don’t) we are talking apples and oranges.

Have you ever asked a group of people what “deep” means? Chances are in a group of five people, you’ll get six different answers (how’s that for deep?).

Or, how about the way you express emotions. I would say I’m more reserved and intense, but to some people that comes across as detached and angry. I have had times where I thought I was having a wonderful discussion with someone only to find out later our relationship was negatively affected because of our lack of shared definitions.

Learning to navigate the tricky waters of varied definitions provides a very difficult challenge for leadership. But until we get people on the same page, you will find very often the battles you face find their roots in this principle.

What struggles or battles are you facing because of a lack of shared definitions? What adjustments can you make to get on the same page moving forward? Are you willing to do it?

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