Sarah Palin on Fox News Sunday

On Fox News Sunday, Sarah Palin noted President Obama doesn’t have “the cojones” to effectively address the issue of illegal immigration.

Here’s the story: Palin Says Brewer Has Something Obama Lacks: ‘Cojones’. History will define whether or not she is on target.

The word “cogones”  is a borrowed work from Hispanic roots. It basically means courage to step up and do the right thing. Leader are always being criticized by followers for something. So, why not be criticized for doing what you feel is important and necessary as the effective leader you are?

The issues about Obama is simply a political football – or is it? Anyway, it does set the stage for looking at leadership courage.

Here are some ways that the Transformational Leader can step to action:

1. Address the Issue – Leaders continually ignore inappropriate or unproductive behavior and do not address it head on. Not dealing with an issue can cause your organization to suffer larger consequences: time, money, relationships, public image, market share, etc. Not dealing with the issues when first discovered will only allow it to grow larger and create more damage. Pay the upfront cost and deal with the issue immediately. A musical rehearsal is to correct mistakes before they become learned behavior and before they impact the entire orchestra or choir. Business and church leaders have the same responsibility – fix the problem now before it multiplies
2. Do not Place Importance on Popularity – The musical conductor is expected to correct mistakes before they become learned behavior. These actions are not considered to be personal in nature – it’s simply part of the leaders’s responsibility. Business and church leaders are too worried about upsetting the balance, or about hurting someone’s feelings, or seeming to be confrontational to be effective in preventing or correcting problems. In fact, the leader is respected more after taking action and addressing the difficult issues. Teams do not respect a leader who does not or cannot deal with these situations. Pay the upfront cost – act on issues appropriately, let popularity find its place.
3. Be Aware that Others Follow Your Behavior – If you have children you will understand this dynamic easily. Those we lead will pick up and emulate our habits – especially our habits that we do not like. The lesson is authentic, ethical, firm, focused leadership inspires the same. Model the results and behavior that you want to see in your organization.
4. Do Not Guard the Information – Effective Transformational Leaders share information needed to accomplish tasks and meet deadlines for goals. Have the courage to share all the information you have in order to enable your team members to share in the success of meeting organizational goals. It’s not only you. It’s not about you. It’s not only up to you. It’s a shared effort. Share the information and share the celebration. Be courageous and know that you will make it happen, but you do not need all the attention or all the credit. You are, in fact, the leader. If there is success, then you have lead the team and the organization to that success. It becomes self-evident.
5. Be Transparent – Do not pretend to know everything – those whom you lead know the facts, so why pretend? In fact, if you try to pretend that you have no weaknesses, then those who work for and with you will prove you to be wrong. It might be intentional. It might not be intentional. It just happens. Transparency is a trait of strong leaders. Being vulnerable and letting your team know that they have a place for acting that complements your skills a leader will empower them to do their best. It’s now their skill and not yours. They have a chance to step up as well.

This is a short list of courageous behaviors for the Transformational Leader.

Tip: Would you rather be criticized for being and action leader behaving boldly for the good of an organization or would rather be criticized for “play it safe”?

Are you the 3%? Only three percent of the population will actually follow through with an idea and implement it. Yes, that’s the sad truth. Many, many people have great ideas, if fact there is an abundance of great ideas. There are, however, very few people to see those ideas through to success.

This is the law of averages. Only 3% of the readers of this newsletter will actually implement the ideas. Why? It’s the law of averages. Throughout history this formula repeats itself.

So, the choice is yours. Do you want to be known as the person who actually succeeded? Maybe the winning idea is an idea that was given to you. The great idea does not have to be original.

Today you have many options. You have many opportunities to succeed. Have you decided to succeed? That’s the first step – deciding to succeed. The next step is deciding to be committed to the idea. Believe in the idea and have a passion for the idea. You will not succeed if you have no passion for the idea.

The first step in establishing a successful system is deciding to succeed. Next, figure out how.

TIP: First develop clarity for what you want. Next devise a pathway to success.

As I interviewed Jim Hart for the May 10, 2010 edition of Monday Morning Email (http://dld.bz/cNKu) I really resonated with his perspective on leadership in the church. This newsletter is for those who plan and lead worship ministries. Jim served the church for many years and now is President of the Webber Institute for Worship Studies in Florida. One comment jumped out at me that supports a major principle of Transformational Leadership – Authenticity.

Here’s his quote:

Well, you know, I think leadership is an area that is, has not been given the proper kind of regard, particularly among music ministers and worship leaders. We say we are worship leaders and we talk mostly about worship and not so much about leading and all of us in some way are called to be leaders in the way that, again, the way that Jesus modeled for us being servant leaders. And serving those with whom you spend your life and your ministry. And so, I think reflections on leadership are, are vitally important for all of us who are involved with worship leading ministry or actually just any kind of kingdom advancing ministry. We need to be reflecting on how leadership plays into everything we’re doing.

The principle that resonated with me was that of look to the leadership of Jesus who demonstrated Servant Leadership. Jesus was the Servant Leader, indeed! He represented serving humanity in all that he did. His leadership was authentic. Authenticity inspires authenticity. We are professionals in many types of work. We are first and foremost the person that God created us to me. Trying to be something else is not authentic. It’s good to study leaders, however, learn from successful leaders and make the principles you like your own principles. Learn the principle behind what you see and do not just copy the action.

The successful leader internalizes the lessons learned. These new skills mature as the leader grows and matures in their own leadership style.

Be authentic. Be the leader you were created to be. Be the best you can be – all the time. You will inspire others to do the same.

One of the most common problems I encounter when working with leaders to build results and create effective teams, is described in the statement, “My people just don’t do what I need them to do.” I suggest that this problem comes from the leader and not from the team.

When a leader defines the vision and then sets specific goals to achieve that vision, it’s important to leave a place for team members to create their strategies for their work. It is limiting for team members when a leader not only defines the outcomes, but also defines all the steps to get there.

You have a worthy vision and have created powerful goals that will drive processes toward achieving that vision. Create systems where team members can fill in the blanks. Once each team member can contribute a process step, they move to being interested in the vision to owning the vision.

If you create a sloppy process for this process, then you are creating a less than excellent organization. Inspire excellence. Define the goal, move forward by creating a process to define all the steps to achieve that goal, put the steps into a sequence and then let the team members divide up the responsibility for managing those process steps. Be focused in your process. Allow each member to contribute. Assign responsibilities and deadlines. Shift the accountability from you, the leader, to the team.

TIP: Plan the outcomes of the planning meeting. Plan the process to get to the outcomes. Define the process and outcomes at the beginning of the meeting. Keep the group on task. Excellence in planning leads to excellent results.

If you lead an organization or are preparing your self to lead the organization of your dreams, then be in touch with your passion. When I question leaders about their vision and then ask them to define their passion for that vision, I often get responses describing the desired results for others. Many times it takes quite a bit of of questioning to arrive at a definition of the passion that resides in the heart of the leader. Once we arrive at that moment of clarity in the discussion, then it is possible to move forward and describe desired outcomes and know that there is a good chance of achieving those outcomes.

There are way too many leaders that feel trapped in a position for reasons other than following their passion. When I shop in a store, eat in a restaurant, or receive a service, I am impressed, feel more engaged, and am better served when I can sense the passion in the person that is providing me goods or services. I feel fully engaged with that person. How important is that? Apply that perspective to leadership. If the people you lead can sense your passion, don’t you think that they will be influenced by that passion?

TIP: The passion you share is the passion you will receive in return.

Developing effective systems is crucial to leadership success. Know how to run an effective meeting.

Hugh’s rule #1 for Conducting Effective Meetings:

Purpose – Don’t hold a meeting if you do not have a defined purpose for the meeting. Know what you want to achieve and state those outcomes for the participants.

TIP: Define the meeting outcomes first, and then plan how to achieve those outcomes.