Ethical Leadership: Cultivating Integrity for Organizational Success

In the dynamic landscape of leadership, ethical conduct stands as the cornerstone upon which trust is built, and success is sustained.

As you navigate the intricate terrain of leading others, three principles emerge as guiding points: ethical decision-making, unwavering integrity, and their profound influence on organizational culture.

First and foremost, ethical leadership demands a steadfast commitment to ethical decision-making.

Imagine yourself at the crossroads of choice, where the path of expediency diverges from the route of righteousness. Here, your decisions echo beyond the confines of your boardroom, resonating throughout your organization.

Ethical decision-making transcends mere compliance with rules and regulations; it embodies a conscientious examination of the moral implications inherent in every choice. Each decision becomes a testament to your character, shaping the trajectory of your leadership legacy.

By embracing ethical decision-making, you pave the way for a culture of trust and accountability, where transparency reigns supreme and ethical lapses find no quarter.

Integrity stands as the bedrock of ethical leadership, anchoring your actions in a steadfast commitment to truth and honor.

Integrity compels you to align your words with your deeds, fostering an environment where honesty and authenticity flourish. It is the currency of trust, earned through consistency and unwavering adherence to ethical principles.

In the absence of integrity, even the loftiest of goals falter, as doubt erodes the very foundation upon which leadership is built. By embodying integrity in your actions, you inspire confidence and loyalty, cultivating a culture where ethical conduct is not a choice but a way of life.

The impact of ethical leadership reverberates throughout the tapestry of organizational culture, shaping norms and values that define the collective identity of your organization.

Envision your organization as a thriving ecosystem, where every member plays a vital role in the cultivation of a shared vision.

By championing ethical conduct, you foster an environment where diversity is celebrated, dissent is welcomed, and collaboration thrives. In this nurturing environment, employees feel empowered to voice their concerns, share their ideas, and contribute to the collective success of the organization.

In conclusion, ethical leadership is not merely a choice but a calling—a calling to uphold the highest standards of integrity and ethical conduct in every aspect of your leadership journey.

By embracing ethical decision-making, embodying unwavering integrity, and cultivating a culture of trust and accountability, you pave the way for organizational success and sustainable growth.

As you navigate the complexities of leadership, remember that the choices you make today shape the culture of tomorrow.

Choose wisely, for the legacy of ethical leadership is measured not in accolades or achievements, but in the lives touched and the values upheld.

Navigating Storms: Lessons & Strategies in Crisis Leadership

In the tumultuous landscape of today's world, crises and emergencies are not uncommon occurrences.

From natural disasters to global pandemics, leaders are often thrust into situations of uncertainty and adversity, where their ability to navigate crises effectively can make all the difference.

We have spoken on these lessons individually, but now it is time to put them together.

1. Embrace Agility and Adaptability

One of the fundamental lessons of crisis leadership is the importance of agility and adaptability. Crises are by nature unpredictable, requiring leaders to respond swiftly and flexibly to evolving circumstances. Leaders must be willing to abandon rigid plans and embrace creative solutions in the face of uncertainty.

Crisis leadership demands a willingness to learn and adapt in real-time. Leaders must be open to feedback, willing to course-correct as needed, and unafraid to experiment with new approaches. By fostering a culture of agility and adaptability, leaders can empower their teams to navigate crises with resilience and resourcefulness.

2. Prioritize Communication and Transparency

Effective communication is paramount in times of crisis. Leaders must keep stakeholders informed, providing regular updates on the situation, the steps being taken, and the expected outcomes. Transparency breeds trust and confidence, reassuring individuals that their concerns are being heard and addressed.

To be effective in times of stress, communication requires empathy and compassion. Leaders must acknowledge the impact of the crisis on individuals and communities, demonstrating genuine concern for their well-being. By communicating with empathy and authenticity, leaders can foster a sense of unity and solidarity, rallying their teams around a shared purpose.

3. Lead with Purpose and Resilience

In times of crisis, leadership is tested like never before. Leaders must remain steadfast in their commitment to their organization's mission and values, providing a sense of stability and direction amidst chaos. They must inspire hope and resilience, reminding their teams that adversity can be overcome with perseverance and determination.

Leading through crisis also requires a focus on self-care and well-being. Leaders must prioritize their own physical and mental health, recognizing that they cannot effectively lead others if they are not taking care of themselves. By modeling resilience and self-care, leaders set a positive example for their teams, encouraging them to prioritize their own well-being as well.

Crisis leadership is both an art and a science, requiring a combination of agility, communication, and resilience.

By embracing agility and adaptability, prioritizing communication and transparency, and leading with purpose and resilience, leaders can navigate crises effectively and emerge stronger on the other side.

All of these strategies are important whether you are leading in a crisis or not, but placing an emphasis on them when times get hard will help you persevere. As the world continues to face unprecedented challenges, the lessons and strategies of crisis leadership will remain invaluable tools for leaders across all sectors and industries.

Midway Speech

For 47 years, the USS Midway and its crews served our nation during the Korean War, Vietnam War, Gulf War, and countless other operations. Imagine how many sailors and Marines traversed those decks from the time it was commissioned as the first Midway-class aircraft carrier on 10 September 1945, until it was decommissioned on 11 April 1992.

But why was the ship named the “Midway”? The answer to that, I believe, is a story that everyone here can benefit from.

All of you want to be part of “learning organizations” that can quickly adapt to a changing environment.

That was also true for the American military prior to World War II. Imagine you were a Navy Admiral in 1941. You have been invited, along with all the senior naval officers serving in Washington, to attend a breakfast at the Army-Navy Club in downtown D.C. The host is Admiral Harold Stark, Chief of Naval Operations, and the breakfast is scheduled for 0800 on Sunday, 7 December 1941. As you settle into your seat, it is 0200 in Honolulu, and the nation is at peace, but events are moving rapidly toward a conflict with Imperial Japan.

At the conclusion of the meal, Admiral Stark rose and said the following: “Gentlemen, I have been thinking a lot about the future of our Navy as danger looms globally, and I need your help. What is truly our brand? When I say United States Navy, what word or words come to your mind? What picture immediately flashes in your brain?” I have asked countless modern naval officers for their answer—everyone has said “the battleship.” To reinforce this, a few weeks before, on 29 November 1941, Navy defeated Army 14-6 in football before 100,000 people in Philadelphia Municipal Stadium. In fact, the Navy football team finished the season ranked 10th in the nation. In the program that day was a picture of a battleship. The caption read, “A bow-on view of the USS Arizona as she plows into a huge swell. It is significant that despite the claims of air enthusiasts, no battleship has yet been sunk by bombs.” The battleship was the center of Navy culture at 0800 that morning. Ten hours later, that was no longer true. The aircraft carrier was now predominant in naval warfare. The world had changed.

A little over four months later, on 18 April 1942, 16 medium-range Army Air Corps bombers were launched from the USS Hornet and bombed Tokyo, the capital of Imperial Japan. The 80 aviators involved in this mission were led by Army Lt. Col. Jimmy Doolittle.

Prior to Pearl Harbor, no one had ever considered launching bombers from an aircraft carrier or done any planning to make that happen. They figured it all out in a few months...

Two months later, on 4 June 1942, was the Battle of Midway. The Japanese were convinced that it was impossible for the U.S. to have launched a bombing raid against their capital from aircraft carriers, so they firmly believed the attack had come from Midway Island. Admiral Yamamoto, commander of the Imperial Japanese Navy, dispatched four carriers in a task force to capture Midway. He thought this might ensure victory for Japan. Admiral Nimitz took enormous risks and sent the remaining American carriers and a task force to intercept the Japanese.

Japan lost all four carriers during the battle that ensued. The U.S. lost one. But during the Battle of Midway, the two fleets never came within gunfire range of each other. It was aircraft carrier against aircraft carrier. Midway, ladies and gentlemen, was the turning point for the war in the Pacific.

The Japanese never recovered, and that is why this ship was named Midway.

Throughout history, the military is criticized (and rightfully so, quite frankly) for preparing for the last war or, as I like to say, the “last war that it liked.”

But the Battle of Midway is a classic example of being a learning organization at a moment of dramatic change.

Sir Michael Howard, a famous British strategic thinker, once said that success is often “the capacity to adapt oneself to the utterly unpredictable, the entirely unknown.”

Victory in war often goes to the side that can adapt the most quickly to changing conditions.

And that is what you are trying to do as well, as you adapt to the ongoing dramatic changes we are experiencing economically, socially, politically, and geopolitically to best serve your clients.

In that regard, Peter Drucker, the famous organizational theorist, once said that innovation is “change that brings on a new level of performance.” The Wright brothers invented the airplane, but the innovation was using it to deliver the mail, passengers, cargo, or for the military. The American military was innovative in the development not only of the aircraft carrier but the associated aircraft, systems to support it, and tactics to employ the carrier in battle.

Today, the United States has eleven aircraft carriers, and consequently, we are the only nation that can project and sustain large-scale military operations at great distances from our shores. In a similar fashion, you and your organizations must also be innovative in dealing with the ongoing dramatic changes of today.

I firmly believe we, as a nation, are at a major inflection point in our history, and, if you reflect on it, I also believe that such inflection points have occurred about every 75 years in our history. Furthermore, we have normally taken at least five to ten years to adjust to a new reality.

Consider the following: In 1783, American representatives signed the Treaty of Paris with the British, which ended the American Revolution and established our country as a free and independent nation—clearly an inflection point. But we did not sign our Constitution until September 1787, nearly five years later.

If you add 75 to 1783, you get 1858! Another major inflection point in our history as we moved rapidly toward the American Civil War. It began in 1860 with the secession of South Carolina and lasted nearly five years. Many might argue that the effects of this conflict are still being felt to this very day.

If you add 75 to 1865, you get 1940! Again, a major inflection point, as World War II had, in many ways, begun in Europe and Asia, though we would not formally enter the conflict until Pearl Harbor. It lasted until Japan surrendered in September 1945.

If you add 75 to 1945, what do you get? 2020, and the onset of a major global pandemic that has killed 3 million people around the world. There is little question that we are still dealing with its effects at home and around the world.

As we meet tonight, there are ongoing wars in the Middle East that many fear might escalate at any moment into a regional conflict stretching from the Mediterranean to Afghanistan. The war in Ukraine—the largest war in Europe since WWII—continues into its third year with little prospects for a return to peace. Tensions are rising in Asia due to the aggressive policies of the People’s Republic of China, and many fear a war could break out over the continued independence of Taiwan. Here at home, we are in the midst of what will clearly be one of the most contentious elections in modern history, likely to be one of the closest.

But in every crisis, there is opportunity. There are many reasons to worry or even be afraid. But there are also reasons to be optimistic.

I teach at a small college, Dickinson College, and still believe the vast majority of young people I encounter on campus are truly remarkable. They are far smarter and more talented than I was at their age. We are also witnessing remarkable changes almost daily in technology, health care, and other fields. I recently spoke with an expert on artificial intelligence who told me AI would have a greater impact on education than anything that has occurred since the invention of the book.

Let me conclude by using a quote from an old book about another time when global challenges loomed large. In 1859, Charles Dickens wrote his famous book, A Tale of Two Cities. His novel takes place from 1775 to 1792, as Europe is dealing with not only the American Revolution but also the French Revolution and the Napoleonic Wars that followed.

Dickens begins his novel as follows:

"It was the best of times, it was the worst of times,
It was the age of wisdom, it was the age of foolishness,
It was the epoch of belief, it was the epoch of incredulity,
It was the season of light, it was the season of darkness,
It was the spring of hope, it was the winter of despair,
We had everything before us, we had nothing before us,
We were all going direct to Heaven, we were all going direct the other way...."

3 Key Strategies to Master Communication

Effective communication is the cornerstone of building trust, inspiring action, and fostering collaboration within teams.

In today's fast-paced and interconnected world, leaders must effectively communicate their vision, values, and goals with clarity and impact.

In this article, we want to share three essential communication strategies: 

1. The Power of Storytelling

Storytelling is a timeless and powerful communication tool that transcends cultural and linguistic boundaries.

Leaders who master the art of storytelling can captivate audiences, inspire action, and convey complex ideas in a compelling and memorable way. Stories have the unique ability to engage both the intellect and the emotions, making them an effective vehicle for conveying values, illustrating challenges, and celebrating successes.

Effective storytelling begins with authenticity and vulnerability.

Leaders who share personal anecdotes and experiences create a deeper connection with their teams, fostering trust and rapport. Moreover, stories should be crafted with purpose and intention, aligning with the organization's mission and values. Whether it's communicating a new strategy, rallying support for a change initiative, or celebrating a milestone, leaders can leverage storytelling to create a shared sense of purpose and meaning within their teams.

2. The Art of Active Listening

While leaders often focus on honing their speaking skills, the ability to listen actively is equally essential for effective communication. Active listening involves fully engaging with the speaker, empathizing with their perspective, and seeking to understand their underlying thoughts and emotions.

By listening attentively, leaders demonstrate respect, empathy, and openness, laying the foundation for meaningful dialogue and collaboration.

Active listening also involves asking probing questions, seeking clarification, and paraphrasing to ensure mutual understanding.

Leaders who practice active listening create a safe and supportive environment where team members feel valued and heard.

This fosters trust and encourages open communication, leading to more innovative ideas, creative solutions, and effective decision-making.

3. Fostering Open Dialogue Within Teams

Effective leadership communication is not just about conveying messages from the top down; it's also about fostering open dialogue and collaboration within teams.

Leaders play a critical role in creating an environment where diverse perspectives are welcomed, dissent is encouraged, and constructive feedback is valued. By fostering open dialogue, leaders tap into the collective intelligence of their teams, unlocking new insights and driving innovation.

One way leaders can foster open dialogue is by creating regular opportunities for team members to share their thoughts, ideas, and concerns.

This could involve team meetings, brainstorming sessions, or informal gatherings where everyone has a chance to contribute. Leaders should also lead by example, actively soliciting feedback, and demonstrating a willingness to listen and learn from others.

Moreover, leaders can create channels for anonymous feedback, ensuring that team members feel comfortable expressing their opinions without fear of reprisal. By fostering a culture of openness and transparency, leaders empower their teams to speak up, challenge the status quo, and drive positive change.

In conclusion, effective leadership communication is essential for building trust, inspiring action, and fostering collaboration within teams.

By mastering the art of storytelling, practicing active listening, and fostering open dialogue, leaders can create a culture of communication excellence where ideas flow freely, and innovation thrives.

As the pace of change accelerates, effective communication will continue to be a hallmark of successful leadership.

The Triad of Resilient Leadership: Strategies for Thriving Amidst Challenges

In the ever-evolving landscape of leadership, resilience stands out as a defining characteristic of success.

Resilient leaders possess the ability to navigate adversity, manage stress, and bounce back from setbacks with unwavering determination.

Here are three key strategies for building resilience as a leader, managing stress effectively, and mastering the art of bouncing back from setbacks.

1. Mindful Self-Care

Resilient leadership begins with self-care. In the relentless pursuit of goals and objectives, it is easy to neglect your own well-being, leading to burnout and diminished effectiveness. However, prioritizing self-care is not a luxury but a necessity for sustainable leadership.

This entails cultivating mindfulness practices that promote self-awareness and emotional regulation.

Mindfulness techniques to try include meditation, deep breathing exercises, and journaling.

Maintaining a healthy work-life balance is paramount for resilience. You must carve out time for rest, relaxation, and activities that nourish their mind, body, and soul.

Whether it's spending quality time with loved ones, pursuing hobbies, or engaging in physical exercise, investing in self-care rejuvenates you and equips you to face challenges with renewed vigor.

By modeling healthy behaviors, you as a leader inspire your teams to prioritize their own well-being and foster a culture of resilience within the organization.

2. Adaptive Leadership

Resilient leaders embrace adaptability as a core principle of their leadership approach. In today's volatile and uncertain world, change is inevitable, and you must be prepared to pivot swiftly in response to evolving circumstances. This entails cultivating a growth mindset that views setbacks as opportunities for learning and innovation. Rather than dwelling on past failures, you must step back and analyze the root causes of setbacks, extract valuable lessons, and apply them to future endeavors.

Fostering a culture of experimentation and creativity encourages adaptability at all levels of the organization. By empowering team members to take calculated risks and explore new ideas, leaders foster a sense of ownership and resilience within the workforce.

Effective communication plays a pivotal role in adaptive leadership, as transparent and open dialogue facilitates collaboration, aligns goals, and builds trust amidst uncertainty.

3. Resilient Mindset

At the heart of resilient leadership lies a resilient mindset.

Resilient leaders possess unwavering optimism, perseverance, and resilience in the face of adversity.

They view challenges as opportunities for growth and innovation, rather than insurmountable obstacles. Cultivating a resilient mindset requires cultivating self-belief and a sense of purpose.

As a resilient leader, you actively seek out support networks that provide encouragement, guidance, and perspective during challenging times. Whether it's mentorship, peer support groups, or professional networks, surrounding oneself with trusted allies fosters resilience and strengthens leadership capabilities.

By nurturing a resilient mindset within yourself and your teams, you inspire resilience, innovation, and sustained success in the face of adversity.

In conclusion, resilient leadership is essential for navigating the complexities of today's world.

By prioritizing mindful self-care, embracing adaptive leadership principles, and cultivating a resilient mindset, leaders can effectively manage stress, bounce back from setbacks, and thrive amidst challenges.

You as leaders have the power to inspire and empower your team to overcome obstacles with grace, determination, and unwavering resilience.

Adaptive Leadership: Thriving Amidst Uncertainty

In the whirlwind of today's dynamic and unpredictable world, traditional leadership approaches often prove insufficient in navigating the complexities of change.

Enter adaptive leadership – a framework tailored to empower leaders to flourish amidst uncertainty.

In this article, we delve into three key points illuminating how leaders are adapting their strategies and behaviors to navigate uncertain and rapidly changing environments. 

1. Embracing Agility and Flexibility: Adaptive leaders recognize that rigid, one-size-fits-all strategies are ill-suited to thrive in turbulent times.

Instead, they embrace agility and flexibility as guiding principles. These leaders understand that what works today may not work tomorrow, necessitating a continuous process of adaptation and evolution. They foster a culture where innovation and experimentation are celebrated, encouraging their teams to explore new ideas and approaches without fear of failure. 

In practice, this may entail implementing agile methodologies, to enable rapid iteration and responsiveness to changing circumstances. It could also involve decentralizing decision-making processes, empowering frontline employees to make real-time adjustments based on emerging challenges and opportunities. By prioritizing agility and flexibility, adaptive leaders equip their organizations with the resilience needed to thrive amidst uncertainty. 

2. Cultivating a Learning Mindset: In times of change, the ability to learn and unlearn becomes paramount.

Adaptive leaders cultivate a learning mindset within their organizations, encouraging continuous growth and development at all levels. They recognize that navigating uncertainty requires a willingness to challenge assumptions, embrace new perspectives, and adapt to evolving realities. 

To foster a learning culture, adaptive leaders invest in employee development initiatives, such as training programs, workshops, and coaching sessions. They create opportunities for cross-functional collaboration and knowledge sharing, enabling individuals to leverage their collective expertise to tackle complex problems. Moreover, they lead by example, demonstrating a commitment to lifelong learning and personal growth. 

By prioritizing learning and development, adaptive leaders ensure that their organizations remain agile and resilient in the face of change. They empower their teams to embrace challenges as opportunities for growth, rather than obstacles to be feared. 

3. Building Trust and Resilience: In uncertain times, trust serves as the bedrock of effective leadership.

Adaptive leaders understand the importance of building and maintaining trust within their teams and across their organizations. They prioritize open and transparent communication, keeping their employees informed and engaged throughout periods of change. They demonstrate empathy and compassion, acknowledging the challenges faced by their teams and offering support and encouragement when needed. 

Moreover, adaptive leaders foster resilience within their organizations, equipping their teams with the tools and resources needed to navigate adversity. They instill a sense of purpose and direction, rallying their employees around a shared vision and values. They create a supportive environment where individuals feel empowered to take risks and overcome obstacles, knowing that they have the backing of their leaders and colleagues. 

By prioritizing trust and resilience, adaptive leaders lay the foundation for long-term success in uncertain times. They cultivate a culture where individuals feel valued, supported, and inspired to achieve their full potential. 

In conclusion, adaptive leadership offers a powerful framework for navigating uncertain and rapidly changing environments. By embracing agility, cultivating a learning mindset, and building trust and resilience, leaders can position their organizations for success in an ever-evolving world.

As the pace of change accelerates, the need for adaptive leadership has never been greater.

Those who heed its principles will not only survive but thrive amidst uncertainty.

Building Bridges: Strategies for Fostering Diversity and Inclusion in the Workplace

Diversity, equity, and inclusion are highly discussed, but how do we see to implement supportive practices every day?

A diverse and inclusive workplace isn’t just good for morale; it’s also good for business. It drives innovation, fosters creativity, and attracts top talent.

Let’s explore some key strategies to ensure you’re creating an environment where everyone feels valued, respected, and empowered to bring their authentic selves to work…

1. Cultivate a Culture of Belonging

People want to feel like they’re part of something bigger than themselves - like they belong to a community where their contributions are valued.

As leaders, it’s our job to create that sense of belonging. Encourage open dialogue, create opportunities for collaboration, and celebrate the unique contributions of each team member. When people feel like they belong, they’re more likely to bring their best selves to work every day.

2. Lead by Example

As the saying goes, actions speak louder than words. If you want to foster diversity and inclusion in the workplace, you need to lead by example. That means walking the walk, not just talking the talk.

Show your team that you value diversity by actively seeking out diverse perspectives, championing inclusive policies, and holding yourself and others accountable for creating an inclusive environment.

Be an ally for underrepresented groups and use your privilege to amplify their voices.

Remember, leadership isn’t just about what you say - it’s about what you do.

3. Invest in Education and Training

Building a truly inclusive workplace requires ongoing education and training. Invest in programs that raise awareness of unconscious bias, promote cultural competence, and teach inclusive leadership skills. Provide resources and support for employees from underrepresented groups and create opportunities for mentorship and career development.

 The more you educate yourself and your team, the better equipped you’ll be to navigate the complexities of diversity and inclusion.

Your employees are your greatest asset, and their experiences and perspectives can provide invaluable insights into how to make your workplace more inclusive. Listening and creating channels for feedback help encourage open communication and make sure that your team feels heard.

Most importantly, you must act on what you hear. Show your team that their voices matter by taking concrete steps to address their concerns and create positive change.

Fostering diversity and inclusion in the workplace isn’t just the right thing to do - it’s the smart thing to do. By cultivating a culture of belonging, leading by example, investing in education and training, implementing inclusive policies and practices, and listening and learning from your team, you can create a workplace where everyone feels valued, respected, and empowered to succeed.

And that’s a recipe for success that benefits EVERYONE.

Nurturing Success: The Vital Role of Emotional Intelligence in the Workplace

Have you ever worked with someone who just seemed to 'get' people effortlessly? What made them stand out in your mind? Did their presence or attitude inspire you?

In the bustling corridors of modern workplaces, technical skills and expertise are often prioritized in the pursuit of success.

However, amidst the flurry of deadlines and deliverables, one often-overlooked factor plays a pivotal role in driving organizational effectiveness and employee satisfaction: emotional intelligence (EQ).

Here we explore the profound importance of emotional intelligence in the workplace and its transformative impact on organizational culture, collaboration, and overall success.

Emotional intelligence encompasses a myriad of skills, including self-awareness, empathy, and emotional regulation. It is the ability to understand and manage one's own emotions while also recognizing and empathizing with the emotions of others. In the workplace, these skills are invaluable assets that underpin strong leadership, effective communication, and resilient teamwork.

At the heart of emotional intelligence lies empathy — the capacity to understand and share the feelings of others.

Empathetic workplaces foster a culture of trust, respect, and collaboration, where employees feel valued and supported. When you demonstrate empathy in interactions, deeper connections and stronger relationships are built, enhancing morale and employee engagement.

Moreover, empathy promotes diversity and inclusion by acknowledging and validating the experiences and perspectives of all individuals within your organization. It cultivates a sense of belonging where employees feel respected and empowered to contribute their unique talents and insights. In turn, this diversity of thought fosters creativity, innovation, and adaptability, driving organizational growth and competitiveness in an ever-evolving marketplace.

Self-awareness is another cornerstone of emotional intelligence that holds profound implications for individual and organizational success.

Self-aware employees understand their strengths, weaknesses, and triggers, enabling them to navigate challenges with resilience and humility.

They seek feedback, embrace constructive criticism, and continuously strive for personal and professional growth, fostering a culture of accountability and continuous improvement within the workplace.

Furthermore, self-aware leaders set a powerful example for their team, inspiring authenticity and transparency in their interactions. By acknowledging their own mistakes and vulnerabilities, they create a safe space for open dialogue and learning, fostering a culture of trust and psychological safety. In turn, this environment enables employees to take risks, share ideas, and collaborate more effectively, driving innovation and problem-solving across the organization.

Emotional regulation, the ability to manage and control one's emotions, is equally essential in the workplace.

Emotionally regulated individuals remain calm, composed, and focused under pressure, enabling them to make sound decisions and communicate effectively, even in challenging situations.

Leaders who model emotional regulation inspire confidence and stability in their team, fostering a culture of resilience and adaptability.

Emotional regulation promotes a positive work environment where conflicts are managed constructively, and stress is mitigated effectively. By fostering a culture of emotional well-being, you can reduce absenteeism, improve employee retention, and enhance overall productivity and performance.

In conclusion, emotional intelligence is not just a desirable trait in the workplace; it is a fundamental necessity for driving organizational success. Every small action can make an impact, imagine how much impact an organization can have if all members are keen on emotional intelligence.

We welcome you to share experiences or stories of interactions you have had where a colleague demonstrated strong emotional awareness.

Or, how to do attempt to demonstrate your emotional intelligence? What can you do to better support your colleagues?

Leading your team remotely (...best practices revealed!)

Remote team leadership has become more than just a buzzword; it's a necessity.

Remote work, or hybrid models at the very least, is becoming commonplace in many industries, and an Upwork study suggests that 22% of the American workforce will be remote by 2025.
-USA Today

So what does that mean for today's leaders?

During the pandemic, most of us had to work remote.

Four years later, some are still working remote, others have returned back to the office full time, and the rest have fallen into some sort of hybrid schedule. 

That means there's no way around it, we have to shift the way we lead.

We will no longer have (or will have way less!) in-person meetings, water cooler discussions, and pleasantries in the hallway. 

Not to mention it will also make reading body language and connecting with your team much more difficult.

Bottom line, we have to be more intentional-- much more intentional.

Focus on these 3 ways to improve the way you lead your team remotely… 

1. Communication
The Backbone of Remote Team Success

Communication serves as the backbone of any successful team, and in the realm of remote work, its importance is magnified.

Establish clear channels of communication.

Whether it's through video conferencing tools like Zoom, messaging platforms like Slack, or good old-fashioned emails, ensuring that team members can easily connect and communicate is paramount.

Additionally, setting expectations regarding response times and availability helps streamline communication and prevent misunderstandings.

Prioritize regular check-ins with team members to provide guidance, feedback, and support.

Regardless of the format, the goal is to maintain open lines of communication and foster a sense of connection among team members.

By investing in robust communication strategies, remote leaders lay the foundation for a cohesive and productive team dynamic.

2. Collaboration:
Fostering Innovation Across Distances

Collaboration lies at the heart of innovation, and remote team leadership must continue to facilitate meaningful collaboration despite physical distances.

Platforms like Google Workspace and Microsoft Teams provide tools for project management, file sharing, and real-time collaboration, empowering team members to work together efficiently, regardless of their locations.

Remote leaders should encourage a culture of collaboration by creating opportunities for brainstorming, ideation, and knowledge sharing.

Virtual whiteboarding sessions, collaborative document editing, and virtual team-building activities can foster creativity and camaraderie among team members. Additionally, assigning cross-functional projects or forming virtual task forces encourages collaboration across different departments, driving innovation and problem-solving.

Remote leaders should lead by example and actively participate in collaborative efforts, demonstrating their commitment to teamwork and collective success. By fostering a collaborative culture and providing the necessary tools and support, remote leaders can unlock the full potential of their teams and drive impactful outcomes.

3. Maintaining Team Morale
Nurturing a Positive Remote Culture

In the absence of physical proximity, maintaining team morale becomes a crucial aspect of remote team leadership.

The third, but arguably most important aspect of remote leadership, centers around nurturing a positive remote culture that fosters engagement, motivation, and well-being.

Remote leaders need to prioritize building rapport and trust with their team members, creating a supportive and inclusive environment where everyone feels valued and appreciated.

To maintain team morale, remote leaders should celebrate achievements, both big and small, and recognize the contributions of individual team members. Virtual shout-outs, appreciation emails, or virtual team celebrations can go a long way in boosting morale and fostering a sense of accomplishment.

Additionally, providing opportunities for professional development and career growth demonstrates a commitment to the personal and professional well-being of team members, enhancing overall job satisfaction and morale.

Remote leaders should prioritize work-life balance and mental health by promoting boundaries and encouraging downtime. Flexible work schedules, wellness initiatives, and mindfulness practices can help alleviate stress and prevent burnout among remote team members.

By prioritizing team morale and well-being, remote leaders not only enhance productivity and performance but also cultivate a positive and resilient team culture that thrives in the virtual environment.

Leading With Purpose: Cultivating Authentic Leadership

In today's fast-paced business world, leadership isn't just about steering the ship; it's about igniting a sense of purpose that drives teams to excel.

Purpose-driven leadership is all about aligning leadership practices with the core values and mission of the organization.

At its heart, purpose-driven leadership recognizes that businesses have a deeper reason for being beyond making money. Whether it's improving lives, sparking innovation, or making a positive impact on society, leaders who embrace this philosophy understand that success is about more than just the bottom line.

Central to purpose-driven leadership is the alignment of leadership practices with organizational values. When leaders embody and champion these values, they create a culture where every decision and action is guided by shared principles. This alignment fosters trust and cohesion among team members, inspiring all to work together towards common goals.

Purpose-driven leaders are skilled at articulating the organization's purpose in a way that resonates with their teams. By connecting individual tasks to the larger mission, leaders infuse work with meaning and significance, fueling intrinsic motivation and passion. But purpose-driven leadership isn't just about talking the talk; it's about walking the walk.

It's about embodying those core values in everything you do, from the way you communicate with your team to the decisions you make as a leader.

When you lead by example, you create a culture where everyone feels empowered to live out those values in their own work.

And speaking of communication, that's another key ingredient in purpose-driven leadership. It's not enough to just have a mission statement buried somewhere on your website. You've got to bring that mission to life, to make it real and tangible for your team. That means talking about it, celebrating it, and showing your team how their work directly contributes to that bigger picture.

Moreover, purpose-driven leaders prioritize empathy and inclusivity. By understanding the needs and challenges of team members, you create an environment where everyone feels valued and empowered. This sense of belonging drives loyalty and commitment among employees.

Continuous learning and growth are also central to purpose-driven leadership. (We always say, a good leader never stops learning!) Investing in the development of your team fosters a culture of innovation and demonstrate their commitment to their employees' success.

The impact of purpose-driven leadership extends beyond the organization itself. Companies led by purpose-driven leaders attract top talent, retain employees, and enjoy stronger customer loyalty. They also contribute positively to society and the environment, making a meaningful difference in the world.

In conclusion, purpose-driven leadership is a powerful force for organizational success and societal change.

By aligning leadership practices with organizational purpose and values, leaders inspire and motivate teams to achieve greatness. As you navigate the complexities of the modern world, purpose-driven leadership lights the way forward, guiding us towards a brighter, more sustainable future.

You can join Jeff on Thursday for this memorable event!

Do you recognize the soldier in the center of these photos?

It's Jeff, leading his battalion as they arrived home after completing their mission in Desert Shield/Desert Storm.

It was a seminal moment for Jeff, his fellow soldiers, and their families. 

This week Jeff will experience a full circle moment. 

He will be at The Mall in Washington, DC for the groundbreaking ceremony of the new National Desert Storm and Desert Shield War Memorial.

Jeff, and hundreds of his fellow Desert Storm veterans. It will be an incredibly moving event honoring all those involved in the shortest war in American history. 

The length of this war does not, and should never, minimize its importance. 

If nothing else, the swift timeline highlights the critical factors that led to the this effort’s success. 

In the weeks leading up to the dedication Jeff has been working hard to ensure the event gets plenty of coverage and attention. 

Roughly 600,000 American troops were deployed in support both Operation Desert Shield and Desert Storm, nearly 400 died.

These men and women all deserve to remembered and honored. 

The expected completion date of the memorial is 2024.

The groundbreaking will be streamed LIVE on Thursday, July 14th, starting at 8:45 am ET. 

If you can, we hope you will join!

Desert Storm offers lessons we should continue to learn from.

It was a time when the nation came together to support the military and their families. The "yellow ribbons" of support were everywhere.

Furthermore, it ended America’s estrangement from its military that had occurred during Vietnam. The military became one of the most respected institutions in the nation, almost overnight.

While American unity was at a high point, the world also came together in a common cause. The UN Security Council supported this effort, as did the Russians.

A coalition of 34 nations pushed an aggressor out of a country that it had invaded without any true justification. (Does this sound familiar?)

Additionally, the looming threat of Chemical and Biological warfare tends to get brushed aside when talking of Desert Shield/Storm.

This important history is also reflected in our current events.

Earlier this week President Biden left for Saudi Arabia in an attempt to improve US-Saudi relations. Desert Shield was launched to protect the Saudi monarchy in many ways from being overturned and the country occupied. It is interesting that the Kuwaiti government has donated a significant amount of money for the monument and will have a delegation present to include Ambassador Al Sabah.

While America closed a chapter on the past with a victory in 1991, we must continue to do what is right, today, and into the future.

The party's over.

We hope you had a wonderful and relaxing 4th of July weekend!

And now the party's over.

The grills have cooled down.

The fireworks shows have gone up in smoke.

The hot dogs, baked beans, chips, and watermelon have been eaten.

Now is a good time to reflect on this summer holiday that made us the country we are today....and hope to be in the future.

All organizations have a culture that defines them and they follow a mission and vision. And, the United States is no different.

Celebrating the 4th of July is part of our organizational culture.

It is an opportunity to reflect on our countries mission and vision.

The preamble of the Declaration of Independence states;

We hold these truths to be self-evident, that all men are created equal, that they are endowed by their Creator with certain unalienable rights, that among these are Life, Liberty, and the Pursuit of happiness.

Separating from England, "the mother country," threatened American's sense of security, economic stability, and identity. Asserting our independence and securing it for posterity was the mission.

Are we living up to this mission?

Just like any organization, it is important to consider a vision for the future as well.

The founders refined our vision in the preamble of the United States Constitution. It states,

We the people of the United States, to form a more perfect Union....

Visions are aspirational, and young America was full of aspiration!

Our founders believed that growth and change was necessary.

Striving to know better, do better, and be better is part of who we are as Americans.

Are we living up to this vision?

In his 2018 book, The Soul of America: The Battle for Our Better Angels, Jon Meacham writes,

To know what has come before is to be armed against despair. If the men and women of the past, with all their flaws and limitations and ambitions and appetites, could press on through ignorance and superstition, racism and sexism, selfishness and greed, to create a freer, stronger nation, then perhaps we, too, can right wrongs and take another step toward that most enchanting and elusive destinations: a more perfect Union.

On this week after our 4th of July holiday, where we celebrated our independence, our mission of equality, and vision to embrace change for the better, let's reflect if we are living up to what our founding fathers set before us - as individuals and a nation.

Our Summer Reading List

Summer is finally upon us. 

Schools are out, vacations are starting. 

It's time to read a few books!

We asked a few of our faculty members to provide us with book recommendations to create a short summer reading list. 

As you may expect, these are not your typical beach reads! 

Leadership, business, personal development, and history are always trending on Diamond6 bookshelves. 

Do you have a book you would recommend to us?

Comment below and let us know what it is AND why you recommend it. 

Maybe we'll do a Diamond6 readers’ list next!

First Friends; The Powerful, Unsung, and Unelected People Who Shaped Our Presidents by Gary Ginsberg
We often talk about leading the boss and that everybody needs somebody. That is also true with Presidents and Ginsberg’s analysis is compelling as he tells the stories of these “friends” who were influential advisors to American presidents at critical moments in their lives and our history.

The Great American Sports Page: A Century of Classic Columns from Ring Lardner to Sally Jenkins by Charles P. Pierce
Not only are sports columnists terrific writers, they tell compelling and interesting stories of sports heroes from all walks of life with passion and humor. This groundbreaking anthology spans nearly a century of sports writing featuring well known and lesser known athletes. Easy to read and the perfect travel companion, this book This is my summer read and have also placed it in my travel bag so I can read a couple of these on a flight.

Flying Blind by Peter Robison
This book is much more than just the 737 Max. Leadership requires task skills, behavioral skills, and future skills. By focusing on just task skills, copying Jack Welch, and not understanding the implications of doing so, Harry Stonecypher and lesser lights destroyed the safety culture of Boeing. Note the destructive power of arrogance.

The Edge: How 10 CEOs Learned to Lead – and the Lessons for us All by Michael Useem
Mike Useem, a management professor at the Wharton School, says a leader’s job in a radically changing world, is “standing on a cliff edge, getting a grip on unfamiliar landscapes, and acquiring the skills for leading the enterprise into new territory.” Useem interviews and draws lessons from ten leading CEOs who have faced and met critical challenges.

Twilight of the Gods by Ian Toll
The final volume of Toll’s Pacific War trilogy. Toll’s telling of the events of 1944-45 comes up to the high standard of his first two books in the series. No one else offers as complete a treatment of the war. No one else assesses the leadership challenges and social upheaval on all sides nearly as well. This lengthy book and series are worth the time it takes to read them.

Talking to Strangers by Malcolm Gladwell
When not intentional, human beings begin with what they know. They may follow a process which does not fit the circumstances. Only when it is too late do they consider context. This book implores us to start with context. Examples like the case of Sandra Bland are powerful illustrations of how specialization creates conflict which can lead to tragedy.

From Strength to Strength: Finding Success, Happiness and Deep Purpose in the Second Half of Life by Arthur C. Brooks.
Arthur C. Brooks tackles the challenge all of us will face sooner or later; that of moving from the ambitious striving for success at work that often characterizes the first half of life, to truly flourishing in the second half of life. This book is not about changing your diet and exercising more; rather, it digs deep into crafting a fresh mindset about work and life, and the importance of building connections and finding meaning as we age.

The Color of Lightning by Paulette Jiles
Historically based on Britt Johnson’s life, this short novel is set in the rugged days post-Civil War Texas and the Indian Territory. Johnson, a Black rancher, undertakes rescuing his kidnaped wife and children and the wife of his neighbor from their Kiowa-Comanche captors. Jiles rises above modern stereotypes of the period to describe conditions and courage that make the reader wiser about the times and its people.

The Lightmakers Manifesto: How to Work for Change Without Losing Your Joy by Karen Walrond
In The Lightmaker's Manifesto, Walrond helps us name the skills, values, and actions that bring us joy; identify the causes that spark our empathy and concern; and then put it all together to change the world. Creative and practical exercises, including journaling, daily intention-setting, and mindful self-compassion, are complemented by lively conversations with activists and thought leaders such as Valarie Kaur, Brené Brown, Tarana Burke, and Zuri Adele.

Think Again: The Power of Knowing What You Don't Know by Adam Grant
Intelligence is usually seen as the ability to think and learn, but in a rapidly changing world, there's another set of cognitive skills that might matter more: the ability to rethink and unlearn. With bold ideas and rigorous evidence, Grant investigates how we can embrace the joy of being wrong, bring nuance to charged conversations, and build schools, workplaces, and communities of lifelong learners.

JEFF SET A WORLD RECORD!

Ok, let's be more specific.

He set a personal Diamond6 world record in number of workshops taught in a certain period of time.

But still, we're impressed!

Here's a quick summary between April 4 and June 18th. (Just 2 1/2 months!)

States visited: 8

Number of workshops taught (in person and online): 12

Number of participants: 210

Miles traveled: 27,100!

Can he break this record with all the workshops planned this fall? We'll see!

WE have a voice, it's time to use it.

The U.S. just experienced the deadliest weekend for mass shootings this year. 

There have been 245 mass shootings in the U.S. so far this year, according to the Gun Violence Archive. 

Parents in Uvalde, TX have begun to bury their children and teachers after a gunman murdered them in their classroom. 

The community of Buffalo has laid their friends and family to rest after a racially motivated shooting at their local grocery store. 

Why are we just now talking about this in the D6 newsletter?

Because this is when we become complacent.

This is when we forget, and move on. 

When we accept this as our reality.

We cannot move on. We cannot forget. We cannot accept this as our reality. 

We are seeing the deadly results of a complete breakdown in leadership when it comes to common sense gun laws in America. 

Our elected leaders are choosing money and power over the lives of their constituents, and our children. 

We applaud Golden State Warriors coach Steve Kerr for his comments after the Uvalde shooting during a press conference. If you haven't watched it we encourage you to do so. 

Other basketball coaches have followed suit. San Antonio Spurs coach Greg Popovich and former Duke basketball coach Mike Krzyzewski have publicly called on politicians to address our gun violence crisis immediately. 

They and many other public figures are using their platforms to speak truth to power. We are grateful to these leaders for speaking out and demanding change. 

As leaders in our families, schools, and communities we have a voice too, and it is our responsibility to use that voice.

But speaking out is not enough. We have to DO something if want change to happen. 

We have been looking for an organization to support in this important work. 

We found Moms Demand Action. 

Moms Demand Action is a national, grassroots movements of Americans ("mothers and others" as they like to say), fighting for public safety measures that can protect people from gun violence.

They pass stronger gun laws and work to close the loopholes that jeopardize the safety of our families. They also work within communities and with business leaders to encourage a culture of responsible gun ownership.

Action is the antidote to grief, despair, and feelings of hopelessness.

If you are experiencing any of these feelings and are called to action we encourage you to take a look at Moms Demand Action.

Their work is giving us hope.

Below are three starting points that we found helpful in learning about Moms Demand Action, their philosophy, their work, and how we can support them.

How you can take action:

• Listen to this powerful interview with Shannon Watts, Moms Demand Action founder on the We Can Do Hard Things podcast (listen via Apple, Spotify, or wherever you listen to your podcasts).
  

• Find a virtual or in-person information meeting and events to learn more about how you can get involved with Moms Demand Action.
  

• Donate to help their goals of pressuring lawmakers to improve gun laws, raise awareness about gun violence, and educate the public about responsible gun ownership.

Edmund Burke said it best...

The only thing necessary for the triumph of evil is for good men to do nothing.

Maybe it's time for "Moms" to take this one....

DID YOU KNOW?
A few facts on gun violence in America

That firearms are the leading cause of death among children and teens in United States.

We live in a country where gun homicide rate is 26x higher than that of other high income countries.

Our federal, state, and local governments are spending a combined average of $34.8 million each day to deal with the aftermath of gun violence across the country. The total annual bill for taxpayers, survivors, families, employers, and communities is $280 billion. This is money that could be invested in public services to improve quality of life for all Americans.

Over one million ads on Armslist (the Craigslist of guns) do not require a background check for someone to purchase a gun. This has resulted in guns ending up in the hands of convicted felons, domestic abusers, gang members, and gun traffickers.

(Information from Everytown for Gun Safety, parent organization of Moms Demand Action)

This is the most important thing we can talk about right now.

Seems our little reminder about Lily landed for a few folks!

We're so grateful for your support and willingness to continue to share Lily's story with the hope of finding her a kidney donor. 

And, there is still work to be done.

You asked us a really important question and we got you an answer!

You asked us for Lily’s blood type. As you can imagine this is one of the FIRST ways to know if you, or someone you know, could be a match for Lily.

Lily's blood type is O+. 

None of her family members are a good match and it could take years for Lily to find a match via a transplant list. Lily is undergoing daily dialysis treatments so she doesn't have that kind of time left. 

Are you an O+ blood type?

If you're interested in seeing if you could be a match and learning about the process please email Donna Tissot, Lily’s advocate, and she will assist you. Her email address is: donnat628@gmail.com

An inquiry does not mean you have committed to anything. Donna can simply give you information and answer your questions. 

You can read more about Lily and her story HERE. 

NOT A MATCH? YOU CAN STILL HELP! 
There are two ways... 

1. Share Lily’s story.

When you share a message you never know how far and wide your reach may be. Thank you for taking a minute to forwarding this to your network. 

2. Learn about kidney donation. 
Most often, just KNOWING something can help someone. Taking a few minutes to learn about kidney donation means we can simply be more aware and have informed conversations with others on this important topic. Who knows! It could help us inform or encourage someone else to become a donor. 

In 2016, Dylan Matthews donated his kidney to a complete stranger. He documents how and why in his incredible story, How to Save a Stranger's Life. 

Listen to the podcast HERE. 
Read the article HERE.  
Watch the video HERE. 

Thank you for taking a moment to read this and for potentially saving Lily's life. 

#TeamLily

-Jeff & The Diamond6 Team

We haven't seen Jeff in weeks. Here's why...

It's true, we haven't seen Jeff in weeks!

He left the rest of us here in the office while heading to Hawaii nearly two weeks ago to run a leadership workshop with students from Penn State University.

Then, earlier this week he traded in his Hawaiian shirt for a coat and fancy hat to join his classmates at his 50th college reunion from West Point. 

We're not at all bitter about it. Really, we're not ;)

He will surely regale us with many stories of his travel adventures when he returns to the office. We can't wait to hear them!

Storytelling is such a powerful and engaging teaching tool. Stories help connect us to each other, to events, and to lessons. 

That is why we use storytelling in all our leadership workshops. 

One of the consequences and most important lessons from the Attack on Pearl Harbor, is that it germinated a unity amongst the American people; that great team called the nation. 

Talk about a great story!

In this McCausland Monday video and blog post Jeff shares the background of an important monument at Pearl Harbor and the most important lesson we can learn from this historic event. 

CLICK HERE for the video and blog post. 

Help us help Lily

We have a special request for you.

As you may have heard us mention before, our friend and colleague, Lily Din Woo, needs our help. 

Lily found out that she had Stage 4 Chronic Kidney Disease in early 2018 and was placed on the transplant list at Weill Cornell Medical Center in September of 2018. In the summer of 2020, she became extremely ill, spending 5 months in the hospital. Her situation has gotten progressively worse and now has End Stage Renal Disease (ESRD). She is undergoing daily dialysis for 10 hours each night. She desperately needs our help. 

The wait for a deceased donor in New York is 7-10 years. Chances for survival is greatly increased if she gets a living donor.

Doctors have advised Lily to actively seek a living kidney donor as soon as possible.

Feel free to share this email with your friends, colleagues, and larger network. Together we may be able to find the donor Lily is so desperately searching for. 

You can also share this information on your social networks. The goal is to spread Lily's story far and wide. 

==============================================

Here's how you can help Lily:

If you are interested in learning more about the kidney donation process or in becoming a potential donor for Lily, please register at: https://cornell.donorscreen.org

Please indicate "donor for Lily Woo" on the registration form. This does not commit you to anything. 

If you have any questions please email Donna Tissot, Lily’s advocate, and she will assist you. Her email address is: donnat628@gmail.com

==============================================

More about Lily

If you have heard Lily speak at one of our workshops you know that she is an incredible person, educator, leader, and friend. We are so grateful to her for sharing her time and wisdom with all of you! Her stories and experiences have provided invaluable insights to us all.

Lily has served her community as a school principal for 25 years and has received many awards in her life for her service: most notable were the NYC and NYS Distinguished Educator Awards in 2002; recognition by the 2004 World Olympics Committee as an “Everyday Hero” and had the honor of running part of the New York City leg of the Summer World Olympics Torch Relay that year; and Manhattan Media’s 2010 “Principal of the Year” Blackboard Award. At her retirement celebration in 2014, she received proclamations from the City Council and the NYS Senate for her long-standing service as principal in her school and community, and most recently in 2016, received recognition as one of City University of New York’s Outstanding Asian American Alumni.

As a hobby, Lily is a drum corps enthusiast. From the time when she was seven, she was a part of a community drum corps in Chinatown. During the late 1970’s, she was a part of the Bills Boys Drum and Bugle Corps horn line and later joined the New York Skyliners to become one of the few females in their horn line. She also marched as part of Sky’s Championship Honor Guard for several years in the 1990’s and served as assistant drum major for the competing corps from 2005-07. She was given the honor as a lifetime member of the New York Skyliners field corps in 2015. Today, she is still a member of the Skyliners Alumni Drum and Bugle Corps and still plays whenever she is well enough and able to.

Create a team like a meerkat mob - trust, resilience, buy-in

"Team trouble" is definitely a reality right now.

What do we mean?

As you continue to adjust to new guidelines, requests, and expectations from organizations AND employees you might be feeling a little added tension.

Some companies want folks back in the office but employees want to stay home.

Stakeholders want to get back to business but organizations aren't able to move as quickly.

Many are feeling hesitant, fearful, or just plain overwhelmed by it all.

This is when we need to build trust, create resilience, and get buy-in.

Without these three ingredients our teams and organizations will continue to flounder.

We have compiled three blog posts that address these important tools. Plus, strategies you can implement right away.

Just a few little tweaks and your team can get back to business like a mob of meerkats!

Build Trust, Create Resilience, Get Buy-In

How to Build Trust and Achieve Goals: Jeff covers five strategies in very simple terms. Plus, you can watch the McCausland Monday video where he goes into greater detail!

Two Steps to Creating a Resilient Business: Jeff describes his experience keeping Diamond6 alive during Covid, and why Yogi Berra was right....as always!

How to Achieve Buy-In? Become a Great Communicator: Quickly read through six tips that you can immediately incorporate to get to that next level of communication success and earn the essential “buy-in” of your peers.

Three ingredients for the innovation we need NOW

This month marked a strange and somber anniversary. Two years of the Covid-19 pandemic, now heading into year three. 

It seems we can be cautiously optimistic, as far as the pandemic is concerned.

Unfortunately, the world is still experiencing so much tragedy as we watch the citizens of Ukraine fight for their lives and their country. 

Covid, Ukraine, and countless other challenges all have secondary effects and impacts that we will experience for years to come. 

The pandemic brought on "the great resignation" while the war in the Ukraine is bringing us face to face with our dependence on foreign oil and energy sources. 

It can all feel very doom and gloom. 

And, while we feel the fear, we also must remember to never waste a perfectly good crisis. 

I believe we are in a unique position to make radical, innovative, and necessary changes in our businesses, for the climate, our broken systems, our communities, and families. 

I was reflecting back on where I was and what I was doing shortly before the pandemic spread to the U.S. in March, 2020.

I was hanging out with turtles on a trip with my son Phil in the Galapagos! I am so grateful I was able to do that trip before the world shut down.

That trip inspired me to take a fresh look at adaptation, innovation, and leadership. I definitely wouldn't have expected us to all dig deep into our adaptive abilities just a few weeks later when we all started meeting over Zoom!

Now it is time for us to take truly innovate and work on greater change.

On that note, I thought now would be a good time to revisit the article I wrote two years ago.

CLICK HERE to go straight to that blog post.

I'm curious to hear from you! What innovation do you want to see for long term impact?

Comment your thoughts below.