Connect, Adapt, Collaborate: Applying Army Mission Execution Fundamentals to Business

Army Ops

The U.S. Army has a timeless and sticky saying it uses in order to drive home the fundamentals of mission execution. From the very first days of boot camp, a young Private will hear the Drill Sergeants yelling “you must learn how to shoot, move, and communicate if you want to survive on the battlefield!” They then go on to spend weeks mastering their personal weapon, learning how to low crawl and find cover, and practicing how to speak properly on the radio. Over time, one learns how important these skills really are. Yes, there are many more advanced competencies to learn over the course of your career, but if you can’t do these three basics consistently well… it might all be for nothing.

These ideas are not limited to the military and there is much that corporate leaders can take away from this simple saying as well. Successfully executing any strategy, whether it be on the battlefield or the boardroom, is often a function of doing the fundamentals consistently well. So how might the Army’s fundamentals of shoot, move, and communicate apply to the modern business environment? There are many similarities but I would translate the language to connect, adapt, and collaborate.

TargetConnect – Just like the Private learning how to “put steel on target” at the weapons qualification range, business execution requires one to master their resources and connect them with distant objectives. Specifically, there are three connections to be made that foster better execution. First, master an awareness of your personal strengths and connect these innate talents with the team’s objectives. Ask yourself: what are my exceptional gifts to the world and how can I provide the most value in day-to-day execution? Next, smartly connect to the infinite resources outside of you. Who can do this challenging activity much better than you can? Savvy leaders realize their boundaries and connect with others that compliment limitations. Finally, fully connect with your customer’s needs and expectations. Little is more frustrating than executing well on something that is no longer in the greatest service to your key stakeholders. Like the bullet seeking its target, the energy of connecting with your customer is one of laser-like focus. Don’t wait for feedback; be proactive and purposeful in continuously reaching out to clarify how things are going.

mud soldiersAdapt – Successful execution is becoming less of a formulaic process, and maintaining flexibility and agility is increasingly important. In essence, we must practice our ability to move with our shifting environment and change plans as necessary. In the Army, we might rehearse a complex mission for weeks on end. Yet, we lived by the rules of “the enemy always has a vote” and “no plan ever survives first contact (with that enemy).” A more relevant example might be at Google, where the culture promotes the concept of “design and iterate.” Googlers see strategy and execution as being one – a continuously refined process of trial and error that speeds up results. We might intuitively understand these concepts; however, many find them difficult to implement. We frequently become wed to our brilliant plans or overly comfortable with stale execution processes. The key to overcoming these barriers is to cultivate a “beginner’s mind” and learn to approach potential change from a place of curiosity. When we already “know” how to execute best, we resist things that do not reinforce these beliefs. Yet, when we lose our rigidity and get curious about possibilities, change becomes a way to simply get better.

military-560475_1280Collaborate – Great execution today requires increased communication and collaboration. It seems simple enough, yet why can it be so hard to collaborate during execution? The answer lies in the two very different energies required to do these equally imperative skills. When we are personally executing, our heads are down, our eyes narrow, and we concentrate our energy so that we might overcome obstacles and complete our tasks. When we are collaborating, we pick our heads up, we open our eyes wide, and seek to see the bigger picture around us. Executing and collaborating well is an ebb and flow of contraction and expansion. We collaborate to build intent, execute initial steps, communicate needs, execute some more, check-in on collective progress, drive towards results… it’s a rhythm we all know well. Yet, we all seem to do much better at the personal execution part than we do at the collaboration part. Key to becoming a better collaborator is becoming aware of when you contract. When do you tend to put your head down and get overly focused on your piece of the execution pie? For me, I contract when I have made a personal commitment and am up against a tight deadline. In these moments, I can be a lousy communicator as I focus myself on fulfilling my promises and shut down to others in the process. Stress in general can make us all contract, so recognizing when we are stressed is a tell-tale sign that we need to communicate our needs and collaborate more with others.

Execution is what translates ethereal strategy into tangible results. Yet, disciplined execution is a rarity in today’s turbulent business environment. Learn to embody the three fundamentals of connection, adaptation, and collaboration…and all will marvel at your ability to get the mission accomplished!

(David understands how effective leadership generates success. A U.S. Army combat veteran with corporate leadership experience, he is the Founder & Principal Consultant of The Leader Growth Group, a firm dedicated to creating self-aware leaders who inspire more engaged and productive workplaces.)

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How to Get Your Leadership License

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What if you could only be a leader in your organization if you first passed a leadership test. Consider something like getting your driver’s license! Imagine this. On your big day, your proud mentor takes you to the Department of Leadership Certification (DLC). You are nervous as your number is called to enter a private booth and take a multiple-choice quiz on topics like emotional intelligence, teamwork, and leading organizations through change. You feel good about how things went, until your assessor calls for you to come and take your practical exam. You are then given a task and a team, and told to deliver results under challenging conditions. All the while, your assessor is scribbling notes on his clipboard about your performance. Hours later, you get your scores back…you’ve done it! You’ve passed your leadership test and earned your license to lead!

Sounds ridiculous, right? Well, as crazy as this may sound, many people out there are waiting for someone to “certify” them as a leader. They may not be formally taking a test; however, they are lingering until an authority deems them “worthy” of handling leadership responsibility. These are the people who tell themselves, “once I get that promotion, then I will be ready to lead.” Or maybe it’s “once I get an M.B.A. from a prestigious institution, that’s when I’ll really start leading.”

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I’ve got a “secret” to share with you…No one can give you permission to lead; it’s a choice you make all by yourself. It doesn’t take a new title. It doesn’t require an advanced degree. However, it does require you to see yourself as a leader. That’s the real magic of getting recognized with a promotion or going through the ceremony of graduating from a credentialed program. These events change how we see ourselves. When leadership becomes a part of your identity, one starts to embrace leadership behaviors more.

So, how do we flip the switch and start to see ourselves as leaders? Here are a few ideas:

  1. Realize You Own the Power – Come on…Really? Yes, really. Recognize that leadership is not about the title and has nothing to do with your credentials. Instead, these things often lend us authority. Yet, authority is given to us whereas leadership is something you do all on your own. If something in your organization must change, begin with yourself and model the change that’s needed. Build your credibility and find others with shared values. Create strength through relational commitments and energize others through your passion. Then, work with authority (or artfully against it) to strategize outcomes and appropriate actions to bring about a new reality. Voila, you just led a movement. Not because someone authorized you to do so, rather because you chose to put in the work.
  2. Practice Your Confidence – So why don’t more people put in the work required to lead? It’s a combination of a few things. First, it’s easier to not exercise leadership, and many just don’t have the energy or determination within them. They would rather someone just do it for them. The second most common reason is people are afraid they might fail. They say to themselves; “what if I put myself out there and nobody follows?” or “do I really have what it takes to make a difference?” There is only one way to know—give it a try. You build your confidence to lead by doing. Note also that it’s often in failure we learn our greatest leadership lessons. Every time you step into the arena, you are building your leadership skills, and in the process, you gain confidence.
  3. Be a Student of Leadership – The best leaders are insatiably curious and committed to life-long learning. They consistently pursue new knowledge and diverse perspectives on leadership. They read leadership books not only to gain fresh insights, but also to form their own opinions on what will work for them personally. They also try to surround themselves with other leaders and observe their behavior. Finally, they commit to their professional development. Whether it be signing up for a new training or working with an Executive Coach, they prepare themselves for the challenges of leadership.

If you hadn’t already bought into your own power to exhibit leadership, I hope this article has helped you to see things differently. If you know someone who has real potential to lead, yet hasn’t created that identity for themselves, please share this with them. With so many challenges today, the world need more leaders. Thankfully, we don’t have to get a license to do so; we just need to choose to lead.

(David understands how effective leadership generates success. A U.S. Army combat veteran with corporate leadership experience, he is the Founder & Principal Consultant of The Leader Growth Group, a firm dedicated to creating self-aware leaders who inspire more engaged and productive workplaces.)

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Mindful Leadership in a VUCA World

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In my last article on the VUCA Proof© leader, I made the case that leaders exist to extinguish the status quo, envision a superior outcome, and align actions towards producing new results. To be effective towards this purpose, leaders must be extraordinarily bold, rising above the distractions of Volatility, Uncertainty, Ambiguity, and Complexity (VUCA) to inspire others. Yet, embracing boldness as a leader is only part of the equation, as a strength overdone becomes a weakness.

Perhaps, you have met an “overly bold” leader. Someone whose vision was so far ahead of the rest of the team, they had a hard time gaining buy-in during execution. Or maybe, they challenged others so intensely to attain their vision, they burned out even their most ardent supporters (or themselves) along the way. For boldness to be effective, it needs a counterweight. Mindfulness is the Yin to the Yang of boldness.

Mindfulness

You may think, “Oh no, not another mindfulness article!” For some, the word mindfulness conjures up images of yogis meditating on a pillow, and it’s “too far out there” for them to practically access. So, please allow me to break this down in the most tangible way possible. Mindfulness is about training your attention. For a VUCA Proof© leader, mindfulness is about training your attention to cut through chaos, so you can notice what’s going on and deeply understand the impact of your leadership initiatives. Let’s look at these components in greater detail.

Cutting through chaosIt’s No Longer Optional – In a world of information overload and multitasking, a leader’s attention is their most precious asset. One might think of attention as the currency of leadership, just like in your wallet or purse you have a finite amount of money you have available to spend. How you spend it is largely a function of your values/needs, and how a leader “spends” attention reflects their priorities. Unfortunately, in today’s VUCA world, it’s easy for leaders to spend their attention on distractions. Mindfulness is no longer optional; it is now a critical leader behavior.

Hand in waterGetting Beneath the Surface – With deliberately focused attention, the leader can dig deeper to see and to hear what might go on in their environment. Think of your daily workflow as moving like a fast-paced stream. The water is rushing by, and from the banks, you can see rocks and how they are affecting flow. Now, you take your hand and place it in the water. Immediately, you notice new information. The water is cooler and deeper than you expected. You also notice there is a strong undercurrent down about two feet. Similarly, leaders leverage mindfulness to observe, feel, sense, and think about what’s going on inside them and around them.

connectionsSeeing connections – With fresh information to work with, a mindful leader can practice greater curiosity and empathy. They might notice the VP of Sales sounded a little down on the call today and get curious about how he is holding up after almost three straight weeks of traveling. They may then remember he has a 5-year-old daughter at home, who has likely also been affected. Or a leader might notice their own frustration around why Project X hasn’t made more progress in recent weeks, only to realize they haven’t done a great job communicating expectations for certain milestones. Having connected the dots, the leader now has greater choice as to what leadership actions will increase their influence and produce results.

Yet, like boldness, mindfulness does not just happen to us one day; it’s a behavior that must be practiced and embodied. To be a mindful leader, here are a few things to keep top of mind:

  1. Be Your Own Intervention – VUCA typically has us thinking about past events and anticipating the future. To get oneself in a fully present state requires an intervention! We need to interrupt our thinking and quiet the mind. For many, the best way to do this is through a micro-meditation that focuses one’s attention on your breath and/or our body. Sometimes, a short mantra can help. As an example of all three techniques, here is Deepak Chopra’s “go-to” 3-minute meditation to get focused.
  2. Make Curiosity a Habit – Once you are well practiced at quieting your mind on demand, you will have the space to practice authentic curiosity — questioning your observations in an open, honest, and non-judgmental way. For better introspection, this is a solid list of 13 questions every leader should have on hand and reflect on daily. However, mindfulness is also about what’s going on for others, and great leaders’ check in often with their people to test assumptions. Here is also a great list of 7 questions every leader should keep in their back pocket to better understand the impact of their leadership on others.
  3. Commit to Consistency – 10 minutes a day…at a minimum, that’s what it takes to increase your mindfulness (1). Just like heading to the gym, you must put in the work to build new muscle. Create the conditions for consistency. Perhaps, you start your day with 5 minutes of meditation and then 5 minutes of reflection on “questions of the day” (before looking at your email). A little discipline goes a long way, and over time, it will become easier. Finally, there is great new technology you can use to support a mindfulness practice. If you haven’t yet heard of Headspace, it’s a great app that helps to make meditation and mindfulness a habit.

I invite you to bring more mindfulness to your leadership. In doing so, you’ll be setting yourself up for greater success and moving toward what I call a VUCA Proof© leadership style. Interested in learning more about what it means to be a VUCA Proof© leader? You can download my whitepaper here. Interested in training your executive team to adopt a mindful, more VUCA Proof© leadership style? Simply download the VUCA Proof© 1-day Executive Workshop Brochure here.

(David understands how effective leadership generates success. A U.S. Army combat veteran with corporate leadership experience, he is the Founder & Principal Consultant of The Leader Growth Group, a firm dedicated to creating self-aware leaders who inspire more engaged and productive workplaces.)

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“Soft Power” – Leading Without Authority

Bear FaceHave you ever tried leading a person or a group without any formal authority to fall back on? For many, this is one of the greatest leadership challenges we might face. Without the traditional “carrot or stick” to help get things done, we can feel powerless and limited in our ability to influence. Yet, some people seem to thrive in these situations and we admire their ability to still get things accomplished. I call this demonstration of applied emotional intelligence—leveraging “soft power.” So what are the secrets of “soft power” and how can we use it to accomplish both individual and team objectives? Here are three ideas to consider.

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  1. Give Power to Others. When working in groups where the formal power dynamics are flat, it is important to recognize that everyone is subconsciously “racking and stacking” one another and creating their own personal hierarchy. This evolutionary process is deeply ingrained within all humans and allowed us to organize ourselves for survival. Expect that there will be power plays as group members test to see where they fit in the group. Instead of allowing these dynamics to naturally unfold, tactfully intervene and try to facilitate a space where everyone’s voice gets heard. Rather than leading with your opinion, ask for input from others and encourage quieter voices to speak up. Insist on mutual respect for all team members. In creating a space for power to be shared, others will trust in you more and naturally give you an informal leadership role.

Create Space to Listen Deeply

2. Actively Listen. When we hold formal authority, we are frequently directing and telling others what needs to be done in order for the team to be successful. Thus, managers tend to get really good with their directing skills, often to the neglect of practicing their listening skills. In a power flat relationship, it is the better listener who will assume leadership. Use techniques like mirroring back what you heard and asking meaningful questions to gain further clarification. When others feel you are a great listener, they are more likely to trust you and hence give you referent power, which is the highest base of power a leader can access.

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3. Serve & Synergize. In power flat relationships, the synergistic details that lead to better teamwork can often be neglected as everyone stays in their personal lanes of responsibility. To be seen as a leader in a team, hunt down the resources that everyone knowingly needs, but no one finds the courage or the time to make a priority. Or perhaps you might seek out the management/stakeholder feedback needed to make the team work better, and then act as a liaison in making the team more aware. Make it your priority to help others succeed. These small acts of service will increase your value to the team and others will intuitively begin to seek out your leadership.

Leading a team without formal authority can often feel like a daunting challenge. Yet, when we smartly recognize the group dynamics at play and practice the use of “soft power,” we provide the leadership necessary to achieve results. The next time you are leading without formal authority, try using some of the above ideas to influence others… you might be surprised at how persuasive you can become!

(David understands how effective leadership generates success. A U.S. Army combat veteran with corporate leadership experience, he is the Founder & Principal Consultant of The Leader Growth Group, a firm dedicated to creating self-aware leaders who inspire more engaged and productive workplaces.)

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3 Leadership Lessons from Dr. Seuss

Many of you may not know this about me, but I have four young kids ranging from one to ten years old. As a family, we enjoy reading a lot of children’s books together and over the years, we’ve determined a few favorites. At the top of our list are several books written by Dr. Seuss. His rhymes are fun to read, and the brightly colored illustrations capture their imagination. I’ve also noticed that some of his stories carry a wonderful leadership message within them. A message that many adults could stand to revisit. Here are three of my favorites:

1.      Yertle the Turtle – These are King Yertle’s famous last words. Just a few pages later, we find him falling from his great height, face first in the mud, never to rule again. How did the once proud and mighty king end up like this? Well, he wasn’t grateful for the wonderful kingdom he already had and became overly ambitious. Leveraging his positional power for his personal benefit, he literally walks on the backs of his subordinates to make himself more magnificent. Meanwhile, he treats his people with great disrespect. If you’ve been in the workforce for more than a day, you have probably met your own personal Yertle somewhere in your career. Leadership lesson…don’t be King Yertle! Instead, embrace humility as a leader and use your power to serve, rather than exploit, others.

2.      The Sneetches – Oh those silly Sneetches! Always trying to outdo one another and put down those that are not like them. There are several solid lessons here. In the formation of all groups, a natural phenomenon unfolds where “racking and stacking” takes place. We are unconsciously determining the social pecking order, and this often results with an “in-group” and an “out-group.” When this occurs, unspoken jealousy and resentment can plague a team’s dynamics and effectiveness. Leadership lesson…no kind of Sneetch is the best on the beaches! All team members have unique value. Leaders must be aware of where unhealthy dynamics are festering in their team and learn to unleash the often repressed value that the “out-group” brings through their diversity.

3.      The Zax – This one is my favorite! It’s a short tale of two prideful and stubborn Zax who find themselves at a crossroads, unable to compromise on a solution (great metaphor for the current state of American politics, anyone?). Instead of exercising empathy and compassion, the two Zax angrily argue their individual viewpoints. The result—zero progress and personal irrelevance as the world passes them by. Leadership lesson…learn to notice your inner Zax and manage it accordingly. Leaders should be principled and passionate, however, not to where they are getting in their own way.

If you enjoyed this post, you might also enjoy my new children’s book, “The Legend of Stinky Toes McGee.” Inspired by Dr. Seuss, it’s intended to teach kids that some problems cannot be solved with our heads, but rather, they can only be solved with our hearts.

You can pick up a paperback or digital copy exclusively on Amazon by following this link:“The Legend of Stinky Toes McGee”

David Spungin is the Founder & Principal Consultant of The Leader Growth Group, a firm dedicated to creating self-aware leaders who inspire more engaged and productive workplaces. Follow him on LinkedIn , Twitter, and Facebook to see more of his articles.

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Leaders…Go Bold or Go Home!

Do you consider yourself a bold person? For some, a certain pride comes with identifying themselves as “being bold.” Boldness is different, it’s daring, and it requires courage. For similar reasons, others purposely shy away from self-identifying as a bold person. To them, boldness is unnecessarily “rocking the boat,” it’s risky, and it lacks humility. Before we go on, I invite you take a moment to assess your level of boldness. Where might you place yourself on a continuum of boldness?

Now, I have another question for you….what level of boldness is appropriate for practicing effective leadership?

Many people will say, “that’s situationally dependent, because in certain cases, a leader needs to be bolder than in others.” To which I would offer a bold (albeit respectful), “Bullcrap!”

We are talking about exercising leadership here! You may recall, from my previous article, where I described how the purpose of leadership is to extinguish the status quo, envision a superior outcome, and align actions towards producing new results. Such an undertaking, regardless of the situation, requires unprecedented boldness. This is especially pertinent to today’s business environment of Volatility, Uncertainty, Ambiguity, and Complexity (VUCA). Consider the following:

  • It’s a Matter of Risk – There is always a risk in championing change, as every system is perfectly designed to produce the results it is experiencing. There will always be stakeholders that have a vested interest in keeping things exactly how they are. Yet, our VUCA world guarantees change is eminent; whether leadership is proactive about it or not is the only question. A lack of bold leadership ensures the forces of mediocrity will prevail until change eventually consumes and overwhelms us.
  • It’s a Matter of Visibility – Like getting caught in a storm while at sea, finding your way through our noisy, cluttered, and chaotic world can be challenging. The timid leader’s small ideas and objectives similarly get lost in disorder. Conversely, a bold leader’s ideas act as a lighthouse, cutting through the storm and getting noticed by those seeking shelter. Without first gaining their followers’ attention, there will be no leadership.
  • It’s a Matter of Motivation – Followers won’t buy into half-hearted visions that fail to challenge and inspire. We all want to be a part of something bigger than ourselves. This is especially true in our VUCA world, which exacerbates feelings of inadequate purpose and meaning. Followers need a bold leader who pushes them to bring forth their potential in a significant way.

Yet, boldness does not just happen to us one day; it’s a behavior that must be practiced and embodied over time. To be a bold leader, here are a few daily practices to keep top of mind:

  1. Know Thyself – Most people will only “stick their neck out” when they are reasonably confident it won’t get chopped off. Thus, leaders are well served in continuously reassessing their individual gifts and personal challenges. It’s far easier to be bold when playing to our strengths, and consciously mitigating our known weaknesses.
  2. Speak Your Truth – Bold leaders aren’t overly worried about how they may be judged, and they don’t withhold their opinions because they “might piss some people off.” However, this doesn’t mean they overpower with opinionated impudence. Instead, it means bringing their voice into the room with a respectful yet assertive poise.
  3. Embrace Vulnerability – Let’s face it, with bold action, there will always be a risk of failure. Learn first to accept this fact—then embrace it. By embrace it, I mean actively lean into it. Make it a part of your journey every time to push yourself and others to new heights. Know that setbacks are inevitable and celebrate the learning opportunity that results. When we adopt a mantra of “Fail Fast, Fail Forward,” we are more apt to exercise bold leadership.

 

I invite you to bring more boldness to your leadership. In doing so, you’ll be setting yourself up for greater success and moving toward what I call a VUCA Proof© leadership style. Interested in learning more about what it means to be a VUCA Proof© leader? You can download my whitepaper here. Interested in training your executive team to adopt a bolder, more VUCA Proof©, leadership style? Simply download the VUCA Proof© 1-Day Executive Workshop Brochure here.

(David understands how effective leadership generates success. A U.S. Army combat veteran with corporate leadership experience, he is the Founder & Principal Consultant of The Leader Growth Group, a firm dedicated to creating self-aware leaders who inspire more engaged and productive workplaces.)

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Are You a “VUCA Proof” Leader?

Attention all leaders out there. It’s a new year and I imagine you have some audacious goals already lined up for you and your team. You probably have a strategic plan by now, and you intuitively know that exercising leadership will be imperative to getting things accomplished. In this light, I have an important question to ask you….

After 20+ years of studying leadership, personally leading teams, and helping Fortune 500 leaders to effectively do the same, I’ve come to a few of my own conclusions that I’d like to share with you.

First, I should highlight that the words management and leadership often are conflated together. The purpose of management is clear, to increase efficiency through enhancing control over one’s environment. The purpose of leadership, however, is more up for debate. I believe leadership exists to disrupt one’s environment for the better. In this regard, the purpose of leadership then is to extinguish the status quo, envision a superior outcome, and align actions towards producing new results.

Yet, given this purpose, there has never been a more difficult time to be a leader. Today’s executives must learn to compassionately disrupt in an already highly Volatile, Complex, Uncertain, and Ambiguous (VUCA) business environment. We’re talking about leading change in a world where predictability and control are limited. Pushing individuals outside their comfort zones and taking them to their edge when they are already overwhelmed, stressed, and anxious. Leaders today must learn to challenge followers to the highest levels of performance without breaking them (or being broken by them). For many years now, we’ve relied on a heroic leadership model to do this work, yet times are clearly changing.

So how should one adapt to effectively lead today? While no one approach works for every leader in every environment, there’s been a shift in the last several decades from heroic, authoritative, command and control approaches to more collaborative and adaptive methods. This hasn’t been some egalitarian impulse by leaders to more fully empower their people as some might argue, but rather a product of necessity. To be effective today, leaders realize that they need to be more strategic, flexible, and balanced. In essence, they’re learning to VUCA Proof© their leadership style.

What then does it take to VUCA Proof© one’s leadership style? It starts with critically looking at yourself and then building greater individual capacity in three critical behaviors: being more passionate, bold, and mindful.

1.      Be Passionate – Inspiring change requires a transfer of energy, and if one is to transfer inspirational energy to others, they must be inspired themselves. The more passionate the leader, the more inspirational they become to others who share similar ideals.

2.      Be Bold – As Nelson Mandela once said, “I learned that courage was not the absence of fear, but the triumph over it.” Leadership requires us to boldly challenge followers by walking with them to edge of possibility, and acknowledging our own vulnerabilities along the way.

3.      Be Mindful – Most people practicing leadership are in positions of authority, and with authority one can easily become self-absorbed. Effective leaders today must practice empathy and compassion to a greater extent than in the past, constantly seeking out ways to serve others before self.

Once you’ve built a strong foundation in these behaviors, then you can apply them at the team and organizational level. Importantly, these behaviors intersect with one another, to form three critical competencies for effective leadership in a VUCA environment: Alignment, Activation, and Attunement.

1.      Passion + Mindfulness = Alignment – An Aligned leader understands themselves and how they may best serve their environment. By being aware of what they stand for, what their value is, and where they fit in the world, they are more prepared to communicate their vision and make decisions in a turbulent VUCA world.

2.      Passion + Boldness = Activation – In a constantly changing VUCA world, being too comfortable can lead to a rapid demise (here’s 30 examples of companies struggling with VUCA who may disappear in 2017). An Activated leader abhors mediocrity, avoids safety, and inspires others with challenges. They know what it will take to achieve their leadership purpose, and they help others to boldly push beyond the boundaries of what is possible.

3.      Mindfulness + Boldness = Attunement – Perhaps the biggest shift leaders must make from a heroic leadership style is towards greater attunement. An Attuned leader recognizes the emotional impact of new initiatives on followers and others. They “feel” where there are pain points and opportunities to strengthen relationships. Most importantly, they care enough to make bold acts of compassion that keep people motivated during adversity.

So the question now becomes…how VUCA Proof© are you? Truth be told, when I first started leading, it was mostly a command and control world and I was a heroic style leader. My own transformation to a more VUCA Proof© style was born out of necessity, in order to meet the needs of the changing world around me. If you or your team is interested in walking a similar path, contact me directly at dspungin@leadergrowthgroup.com to learn more about VUCA Proof© team training and personal coaching programs.

(David understands how effective leadership generates success. A U.S. Army combat veteran with corporate leadership experience, he is the Founder & Principal Consultant of The Leader Growth Group, a firm dedicated to creating self-aware leaders who inspire more engaged and productive workplaces.)

*All Rights Reserved. Reproduction, publication, and all other use of any and all of this content is prohibited without authorized consent of the author.