All the Way Leadership Blog

Three more takeaways from my episode on the Kind Leadership podcast

Last month, I was invited to participate in a podcast recording with one of my good colleagues, Gino DeGregori. Gino is the host of the Kind Leadership Podcast. He is on a quest to redefine leadership through the lens of empathy, compassion, and integrity. I enjoyed the conversation immensely and wholeheartedly agree with Gino that we need more kind leaders worldwide. In my last blog, I shared a link to the podcast for anyone who wants to hear it and three key takeaways from our discussion. This time, I am highlighting three more takeaways from the podcast. I hope you enjoy this special edition of All The Leadership!

Takeaway #1 – kind leaders know how to handle crucial conversations

As a leader, you will face difficult times and even crises. How you act during these tough times matters a lot. People will remember what you were like when the pressure was on. Here are three strategies for how to handle these situations.

Always treat all people with dignity and respect, especially during a difficult time. It is never okay to demean a fellow human being in the workplace. Please don’t do it!!
Keep your cool. There is no need to yell or let loose on someone. No one likes jerks.
Learn how to handle crucial conversations – take a class, read a book, and prepare beforehand.

The more senior you are, the more important this skill becomes. You want to be at your best when it matters the most. I am amazed at how many seasoned leaders I have worked with who did not properly prepare for crucial conversations. They tried to wing it, but it rarely turned out well. Kind leaders handle difficult times and crises well. Mean leaders don’t. The opposite happens – they get meaner, which makes everyone miserable. Don’t be a mean leader. It does not work.

Read this book if you don’t know how to handle a crucial conversation.

Takeaway #2 – kind leaders bring positive energy

Kind leadership has a direct positive impact on both culture and employee engagement. The best-performing organization I have worked in had kind leaders who created positive company cultures. Kind leaders bring positive energy—you can feel it. Consider what it is like when any leader enters the room or joins a call. Does the energy go up? If so, it is likely a kind leader. It is not the same with mean leaders. They bring negative energy, and people don’t want to spend time in their presence.

People do not enjoy being in meetings with mean leaders.

Kind and nice leaders are not the same thing

During the podcast, I mentioned that I appreciate that Gino named his show The Kind Leader, not the nice leader. I believe there are many misconceptions about kind leadership. Some people think that to be a kind leader, you must be nice to everyone, highly emotive, soft, and squishy. Yikes. That sounds horrible to me, and it is not what kind leadership is about.

Some leaders are known to be both kind and tough.

Kind leaders can be tough

I served with many tough leaders in the Army, such as paratroopers, rangers, and special forces soldiers. These leaders were badasses. Some mistakingly believe these leaders are constantly yelling and screaming at their followers because of the intense requirements of these units. The opposite is true. The toughest leaders I knew were also the kindest leaders. Was there yelling and screaming? Yes – on a rare occasion. Usually, that method was used only in certain training scenarios or for safety reasons. The norm was kind leadership.

This style of leadership is not the norm in the military.

Takeaway #3 – Three tips for aspiring leaders

I supported the excellent Booz Allen Intern program for years. Every summer, I spent time with aspiring college students, which was a real reminder that younger generations don’t think like me. Many times, they would ask about becoming a leader. I will offer the same advice I gave them regarding aspiring leaders.

Master your craft – If you want to become a great leader, start learning about it now. Don’t wait until you are put into a leadership role. There are a ton of resources available these days. Take advantage of them. It will set you apart from the rest of the crowd.
Become the best version of yourself—invest some time figuring yourself out. Things like—what is your personality, what are your strengths, what are your weaknesses. I believe that the most challenging person to lead is yourself. Why should anyone follow you if you cannot lead yourself?
Get real experience – the thing you lack the most as a new leader is leadership experience. Go out of your way to get a broad set of experiences and find a good mentor to help show you the right way.

Some days the hardest person to lead is the one in the mirror.

Why I started All The Way Leadership!

It is not often that I get asked why I created All The Way Leadership! I launched the company and this blog five years ago for three reasons.

I believe we are in the middle of a global leadership crisis. We lack the leaders to deal with many of the world’s major challenges today. That needs to change.
Many companies and organizations lack the time and resources to invest in leadership training. This challenge is particularly vexing for small companies.
I noticed that several of my peers lacked a fundamental understanding of leadership and regularly made basic mistakes. No one ever explained the basic principles of leadership that I learned in the military early in my career.

I was privileged to start my career serving my country as a US Army Officer in the 82nd Airborne Division. While there, I learned a lot from world-class leaders. I create a lot of the content for All The Way Leadership! that comes from my military experience.

ATW! will make you a better leader

I hope you join me on this journey to raise the next generation of leaders. The world is in desperate need of more great leaders. Women and men who lead with confidence, clarity, and creativity. It’s time to become the leader that your world needs. Let’s go All The Way!

All The Way Leadership!

Three key takeaways from my recent conversation on the Kind Leadership podcast

Earlier this month, I was invited to participate in a podcast recording with one of my good colleagues, Gino DeGregori. Gino is the host of the Kind Leadership Podcast. He is on a quest to redefine leadership through the lens of empathy, compassion, and integrity. I enjoyed the conversation immensely and wholeheartedly agree with Gino that we need more kind leaders worldwide. In this blog, I am sharing a link to the podcast for anyone who wants to hear it. I am also sharing three key takeaways from our discussion. I hope you enjoy this special edition of All The Leadership!

Gino usually releases a new podcast each week.

Takeaway #1 – Kind leaders fulfill the 5 C’s of leadership

Kind leaders lead with empathy. That means they can see the world from others’ perspectives. When it comes to empathy in leadership, I believe it is essential for any leader to ask themselves a simple question: What do the people I am leading need from me to be successful? The short answer is that they want the same things you do in a leader. I call it the 5 C’s of leadership. It is somewhat like a leadership model I learned while serving in the US Army.

Competency – you know how to lead. You know what you are doing.
Confidence – you possess the right expertise and experience.
Communication – you can clearly articulate your thoughts and ideas to others.
Creativity – you know how to craft strategy, develop plans, and make decisions.
Character – you are a good person and a kind leader.

Nelson Mandela changed South Africa under his leadership. — Nelson Mandela changed South Africa through his kind leadership.

Takeaway #2 – Kind leaders demonstrate individual integrated integrity

Integrity and trust are two values that I hold dear and have spent a fair amount of time thinking about. In fact, for All The Way Leadership! I created a concept that I call Individual Integrated Integrity. It is a way for a leader to think about integrity and trust. This framework addresses three hard truths that leaders face regarding their integrity.

Team members pay special attention to the leader’s individual integrity.
They track who the leader is, what the leader says, and what the leader does.
The team will not trust the leader if these three integrity attributes do not align.

Your team members ask, “Can I trust this leader?” Trust is vital for a leader. Without it, you are dead in the water. One quick way to increase your impact as a leader is to show you have integrated individual integrity.

Takeaway #3 – Kind leaders have a growth mindset

Let me say that adopting a growth mindset can be a challenge for leaders like me. When you get a few decades into your career, it is easy to fall into the trap of thinking you are done. You think, “I am who I am, I know what I know, and I am going to do what I do. No need for me to grow.” It is better to keep learning and growing. Adopting a growth mindset has made me more resilient, versatile, and relevant. I have worked with many senior leaders who became ineffective because they stopped growing. The world changed, and they did not. As a result, they are no longer relevant. Their followers are waiting for them to retire.

The passion for stretching yourself and sticking to it, even (or especially) when it’s not going well, is the hallmark of the growth mindset.
Carol Dweck

Three strategies to cultivate a growth mindset in your team’s culture

Be the example – seek growth opportunities as a leader. Read books, listen to podcasts, attend training sessions, and encourage your team members to do the same.
Talk about it – create a growth mindset mantra for your team. Our mantra on one of my teams was, “We do hard.” We were starting a new program and guessed everything would be hard. It was, and our mantra helped keep us motivated.
Keep your cool – as a leader, you set the room’s temperature. When you experience setbacks, don’t lose your cool. Deal with the obstacle and get going again.

The last strategy is particularly challenging. As a leader, you get to deal with the good, the bad, and the ugly. When ugly shows up, you want to scream and shout. Don’t do it. Getting worked up will not solve your problems. It may have the opposite effect. Word will get out that you lost your cool, which harms your reputation.

One of my favorite podcasts is The Diary of a CEO – a fresh perspective.

ATW! will make you a better leader

All The Way Leadership!

The legacy of MLK continues to grow years after his most famous speech

Martin Luther King, Jr. remains a personal hero of mine. I believe MLK is one of the greatest leaders America ever produced. His name belongs among other American titans like Washington, Jefferson, Lincoln, Teddy Roosevelt, and Ike Eisenhower. Here are five reasons why his legacy continues to grow years after his most famous speech.

1. MLK leveraged his strengths to the advantage of others

Martin Luther King, Jr. did not have much power at all as a leader. He was an African-American man living in the segregated South. Whites and blacks were not equal. He was not a wealthy man either. MLK did possess several strengths that he leveraged to the advantage of others. First and foremost, he was a man of deep faith. Trained as a Baptist minister after completing college, MLK based his worldview on his Christian faith. He often quoted scripture when speaking and writing to justify the righteousness of the civil rights cause. Brilliant – preach the truth to the racists who claimed to be Christians. Little did they know at the time how foolish they looked in retrospect.

Fools find no pleasure in understanding
but delight in airing their own opinions.
Proverbs 18:2

2. He fought the battle with ideas

Martin Luther King, Jr. was a smart man. He passed the entrance exam for Morehouse College at age 15. He graduated with a degree four years later. MLK completed seminary, earned a Master’s degree, and received his Ph.D. by age 26. Impressive academic credentials that would serve him well over the years. If you read his writings or listen to his speeches they are both inspirational and logical. It is hard to pull apart his positions or argue against them. Many tried – most failed. MLK decided to fight his battles with ideas and non-violence. Genius moves on his part. His enemies, critics, and antagonists were not sure how to respond. They did not realize that he fought from higher ground and held the advantage, rather than the other way around.

3. MLK learned big ideas from others

Martin Luther King, Jr. was a Christian, and he was willing to learn from others. His non-violent approach to the civil rights struggle was rooted in his faith and modeled after Gandhi’s actions when battling the British Empire. According to a trusted internet source, from the early days of the Montgomery bus boycott Martin Luther King, Jr., referred to India’s Mahatma Gandhi as “the guiding light of our technique of nonviolent social change”. MLK realized the odds were stacked against him. He decided to learn from another leader who faced a similar situation and won. Ingenious idea – it worked. In the end, both were victorious.

4. He spoke with clarity and purpose

Martin Luther King, Jr., is arguably one of the greatest orators in American history. When MLK spoke, he inspired others to act. The words he said, and the ideas he offered still reverberate across the world today. He was clear and spoke with purpose. It is a divine talent that few possess. Imagine for a moment the pressure MLK must have felt as he stood before hundreds of thousands on the National Mall. The “I Have a Dream speech” he gave that day is considered to be one of the best speeches ever. Right up there with Lincoln’s Gettysburg address. MLK’s most famous speech inspires me to be a better person and dream of the world he described.

One of the best speeches in American history.

5. MLK chose the harder path

Martin Luther King, Jr. paid the ultimate price for the civil rights cause. He was assassinated on April 4th, 1968. What a tragic loss for America, and the world. His early death is strikingly similar to President Lincoln’s. Both were gunned down by madmen. Both decided to take the harder path and paid the price. Lincoln and MLK both took America to a new mountaintop, a better place. I am grateful for both of them. I especially admire MLK’s decision to take the high road, the harder path. His life greatly impacted mine. I was born only a few short months before he died, and I cannot imagine what the world would be like without him. I am reminded of his impact whenever I hear the song “Pride (In the Name of Love)” by U2. A song they wrote in tribute to him.

We still have a long way to climb

America and the rest of the world still have a long way to go when it comes to equality and civil rights. In fact, I think one could argue that we have taken a few steps backward this past decade. That needs to change. Let’s move forward to the next mountaintop. To go backward would sully the legacy of Martin Luther King, Jr. A man whose legacy continues to grow with each passing year.

All The Way Leadership!

Leaders must set clear priorities for success in the post-pandemic world

I am writing a blog series about becoming a strong leader in the post-pandemic world. First, I asked, Are you ready to be a strong leader in the post-pandemic world? Next, I continued the conversation by listing many bold predictions that did not come to fruition in the post-pandemic world. In October, I discussed three big work-related changes that all leaders need to understand to be successful in the post-pandemic world. In this blog, I will focus on how leaders can address big change number one – fewer people and resources to get the job done. The bottom line is that leaders must set clear priorities for success in the post-pandemic world.

Many organizations have fewer people

As I wrote in a previous blog, many industries reduced their workforce during the pandemic. Some that were hit hard, like travel, hospitality, and entertainment, rebounded and are on a positive trajectory in the post-pandemic world. Others have not faired so well. If you are wondering which industry laid off the most people this year, the answer is technology, according to my research assistant, ChatGPT. Here is what my assistant said when asked what sector laid off the most people in 2023.

“In the past year, the technology sector experienced many layoffs. Many tech companies, including major players like Cisco, Evernote, Oracle, Zendesk, LinkedIn, Microsoft, Cognizant, and Amazon, announced substantial layoffs. These layoffs affected various departments and were often attributed to cost reductions, restructuring plans, and a need to adapt to changing market conditions. The layoffs ranged from a few hundred employees in some companies to larger percentages of the workforce in others.”

Laying off employees is nothing new for many industries. The change this time around is the scale of the lay-offs. For example, the technology sector laid off over 100K employees in 2022. Numbers for this year are not final, but many believe it will be another large number. What does that mean for leaders? You will not have as many people in many industries to do the job as before. Sometimes, your team may be severely short-staffed, which can be challenging.

Some organizations have fewer resources

Not only did organizations reduce their workforce, but some also decreased their resources. What does that mean? Smaller investments, reduced offices, decreased benefits, lower budgets, less travel, and other ways to save money by cutting expenses. Don’t be surprised if fewer resources are available than before, which will limit your options. For example, if you use consultants to augment your workforce, you may be less able to leverage them as you did before the pandemic. I know many companies have “tightened their belts,” which makes leading in the post-pandemic world more challenging. However, lean times can sometimes lead to innovative solutions.

Leaders will need to set clear priorities

Given this new reality of fewer people and resources, leaders must set clear priorities to succeed in the post-pandemic world. Why? As a leader, you cannot waste your team members’ time on activities that don’t matter much or expend resources on low-return items. Gone are the days when you quickly produce better results by throwing more people at the problem. Neither can you afford to blow your budget early in the year and hope to get more resources later. No, wise leaders will set clear priorities so that the things that matter most get done first by their team members and themselves.

Strong leaders invest their own time in top-priorities

Let’s not forget that leaders must also set clear priorities for themselves. How you invest your time is hugely important. Please don’t waste it sitting in endless status meetings or low-impact activities. No – you need to focus on the top priorities. Over the years, I have witnessed many leaders who do not understand how to invest their time. They let others dictate how they spend their days without considering it. How can you spot a leader wasting their time on low-impact activities? Look at their calendars. It will tell you all you need to know. We will talk more about calendar management for leaders later this year in case it is one of your obstacles.

Leaders need to focus on the top priorities.

In the next blog, I will discuss a tool to set priorities.

What about you? Do you know how to set clear priorities for your teams and yourself? Do you have the tools you need to perform this critical function? If not, don’t worry. In the following few blogs, I will talk about tools that will help you set clear priorities and help put you on the path to success this year. Even if you already know how to set priorities, read the following few blogs. I will challenge you to be even more ruthless when setting priorities so that you can lead successfully in the post-pandemic world.

The most precious resource we have is time.
Steve Jobs

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The most important lesson this veteran learned serving with Army Paratroopers

A few years ago I was asked at work to share my perspective as an Army veteran. The presentation I gave described the most important lesson I learned serving with paratroopers. It received a lot of positive feedback. Therefore, I thought it would be useful to share the content here.

This video includes the presentation I gave at work.

My family is full of paratroopers

I spent over a decade serving as an Officer in the US Army. I learned a lot in the Army, especially during my first tour with the 82nd Airborne Division. The division was created in World War I. It is a famous unit with a storied history. It also has a special place in my family’s heritage. My father served in the 82nd Airborne after graduating from West Point. It was his first duty assignment as an Infantry Officer. He reported to Fort Bragg in 1956.

My father served multiple tours at Fort Bragg, North Carolina.

I followed in my father’s footsteps

Many years later I followed in my father’s footsteps. I joined the 82nd in 1991 as an Infantry Officer. My first assignment was as a rifle platoon leader in Bravo Company, 1/325 Airborne Infantry Regiment. After that role, I transferred to the Signal Corps and joined the 82nd Signal Battalion. I served as a Signal Node Platoon Leader and Division Assault Command Post Platoon Leader. Yes – I was a platoon leader three different times. I finished my time at Bragg as a Company Executive Officer.

Photo from my promotion ceremony circa 1994.

Leaders jump first then other paratroopers follow

Lesson one – leaders go out the door first. The 82nd has a unique culture, full of traditions that have been created over the years. One tradition regarding their leaders is that they jump first during airborne operations. This tradition started back in WWII. What does that mean – leaders jump first. The most senior leader of any airborne operation will go out the door first, before anyone else. For example, if the Commander of the 82d (a two-star general) is part of a jump, he will jump first followed by the rest of the paratroopers.

Leaders jump first to show their commitment to the mission.

This tradition dates back to World War II

During WWII legendary commanders like Matthew Ridgway and James Gavin jumped and fought alongside their paratroopers. No cushy office for them. This act is not one of privilege, but rather of leadership in action. This tradition visibly shows all the paratroopers in the plane that you are willing to lead them by going first. The 82nd expects danger when they jump into combat. Its leaders are expected to face this danger first. This tradition demonstrates that the leaders are willing to do what they are asking their followers to do. It is a powerful way to show others that I am with you and fully committed, just like you.

General James Gavin getting ready to jump before Normandy.

A personal example of this lesson from my time with paratroopers

I learned this lesson firsthand while serving as the Division Assault CP Platoon Leader. My platoon’s mission was to support the Division Command Group with communications capabilities. We jumped in the radio equipment that the Division Commander and other senior leaders used on the drop zone during airborne operations. Many times we jumped from the same plane as the Commander. He would go out the door first, followed by his Aide, and then members of my platoon. For larger airborne operations that involved many planes, my platoon would be split into small groups and jump from several different aircraft. We would be one of the first to leave the plane so that we could land near the command group members.

Mike Steele - 82nd Airborne Division Commander. He served with my father in Vietnam. — Mike Steele – 82nd Airborne Division Commander that I supported. Great man. He served with my father in Vietnam.

Jumping into Puerto Rico was an adventure

I remember one mission where jumping first was somewhat troubling to me. For this operation, we were jumping into Puerto Rico. The drop zone was not big so we jumped from C-130s. The Division Commander was on the first airplane. I was on the second plane and would be the first jumper from that aircraft. Everything en route went fine. As we approached Puerto Rico, the Jumpmaster gave me the command to “stand in the door”. That means I am positioned in the door, waiting for the jump light to turn green. When it does, you jump.

A paratrooper jumping out of a perfectly good airplane.

Waiting can feel like an eternity

Usually, you stand in the door for less than 30 seconds. As you stand in the door of a C-130 you can see out of the aircraft. When I looked out I noticed a potential problem – all water, no land. I am a good swimmer, but I certainly did not want to experience a water landing. I peered at the jump light – it was still red. Thank God. I watched and waited, hoping that the light would not turn green until we were over land. I kept waiting for what seemed like an eternity.

Jumping at night can be particularly frightening.

Paratroopers jump when the light finally turns green

Eventually, I saw the land, then the drop zone. Next came the green light, and I jumped, followed by my fellow paratroopers. What I learned later was that the jumpmasters decided to put the first jumpers in the door earlier than normal because there was real concern that all the jumpers would not be able to exit the aircraft in time because the drop zone was so small. They did not want any paratrooper to miss the drop zone and have to ride all the way back to Fort Bragg.

Paratroopers with the 82nd Airborne jump from C-130 Hercules aircraft during a mass-tactical airborne training exercise which included over a thousand paratroopers. (U.S. Army photo by Sgt. Michael J. MacLeod) — 82nd paratroopers jump from C-130 Hercules aircraft during a mass-tactical airborne training exercise which included over a thousand paratroopers. (U.S. Army photo by Sgt. Michael J. MacLeod)

Reflecting on the lesson I learned during this operation

After the operation was complete I thought to myself what would have happened if the light had turned green while we were still over water. I knew the answer – I would have jumped. I would have done what paratroopers have been trained to do for decades. The light turns green, and then you jump. I could not turn to the paratrooper behind me and say why don’t you go first, it looks kind of dangerous with all that water.

Jumping into an airfield can also be dangerous – lots of pavement.

Leading from the rear is not an option

No – I had been trained as a leader in the 82d that you jump first, and deal with whatever happens next. You lead from the front, not from the rear. That lesson has served me well in many other situations. Sometimes when I find myself in a somewhat scary situation I think of my days in the 82nd, and what it taught me as a leader. You go out the door first.

The reality is that the only way change comes is when you lead by example.
Anne Wojcicki

Are you ready to go out the door first?

What about you? Are you ready to go out the door first? Are you fully committed to the mission of the team you lead? I hope so. If you are committed and competent others will follow you. If for no other reason than to see what happens. Not that kind of leader? Don’t be surprised if your team members are reluctant to follow you. None of us like working for someone who does not lead by example. Don’t be that guy. Instead, be the kind of leader who goes out the door first.

The place for a general in battle is where he can see the battle and get the odor of it in his nostrils. There is no substitute for the general being seen.
General James Gavin, 82nd Airborne Division Commander during WWII

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What big changes at work do all leaders need to understand in the post-pandemic world?

I am writing a blog series about becoming a strong leader in the post-pandemic world. First I asked, Are you ready to be a strong leader in the post-pandemic world? In my last blog, I continued the conversation by listing many bold predictions that did not come to fruition in the post-pandemic world. For this blog, I will discuss three big work-related changes that all leaders need to understand to be successful in the post-pandemic world.

Work-related changes according to ChatGPT

First, let me have my new research assistant, ChatGPT, list the big work-related changes that came true during the pandemic. I checked the results and they seemed accurate to me.

Remote Work: One of the most notable changes has been the widespread adoption of remote work. Many companies transitioned to remote work models to comply with social distancing measures. Even as the pandemic has subsided in some areas, remote work remains prevalent, as businesses recognize its benefits in terms of flexibility, reduced overhead costs, and access to a broader talent pool.
Digital Transformation: The pandemic accelerated digital transformation efforts across industries. Companies invested in technologies and tools to support remote work, enhance online customer experiences, and streamline internal operations. E-commerce, online services, and digital communication platforms saw significant growth.
Hybrid Work Models: Many organizations have adopted hybrid work models, allowing employees to split their time between working remotely and in the office. This approach provides flexibility while maintaining some in-person collaboration.
Emphasis on Health and Safety: Workplace safety and hygiene became paramount. Companies implemented new health protocols, redesigned office layouts, and invested in sanitation measures to ensure the well-being of employees.
Expanded Use of Collaboration Tools: Collaboration and communication tools like Zoom, Microsoft Teams, and Slack saw a surge in usage. These tools have become essential for virtual meetings, project management, and team collaboration.
Rethinking Office Space: Some companies downsized or reimagined their office spaces to accommodate fewer employees at any given time, create more collaborative areas, and prioritize safety measures.

ChatGPT concluded that these changes have reshaped the work environment, emphasizing adaptability, technology, and employee well-being. Many of these trends are likely to continue shaping the future of work as businesses evolve and respond to ongoing challenges and opportunities. I agree with my new research assistant.

Working from home became the new normal for many people.

Three pandemic work-related changes

ChatGPT listed 15 big changes, but that is way too many for this blog. Rather I am going to focus on three big pandemic work-related changes. They are listed and briefly described below. I believe leaders must realize these changes happened and are probably here to stay. I could be completely wrong in my prediction, but I recommend you do not ignore the following three changes.

Many companies reduced their workforce – the pandemic hit most industries hard. In response companies in those sectors most affected like travel, hospitality, and entertainment were forced to reduce their workforce. It was a tough time for many.
More people worked from home – due to COVID restrictions, organizations were not allowed to have their employees in the office. Many companies pivoted, allowing their staff to work from home full-time. It was a first for me, perhaps you too.
Productivity tools were enhanced – we saw a boom in productivity tools like Zoom, MS Office, and others during the pandemic. With so many people working from home, high-tech companies rolled out new features, capabilities, and functionality.

Video meetings are much more common these days.

Three post-pandemic work-related challenges

These changes are not inherently bad. Many people would agree that changes #2 and #3 are good things. However, these shifts created correlated challenges in the post-pandemic world that leaders will need to address. Below are the related challenges.

Fewer people and resources to get the job done. Some organizations are back to full strength, but many have not fully recovered. They are still short-staffed.
More video engagement and group collaboration. With so many people still working from home video communications has become the new norm for many organizations. Video technology is much better now, but there are still challenges.
More opportunities to automate routine work. It is amazing all the automation that is available to organizations and their leaders to leverage these days. Automation can be a double-edged sword if not handled with forethought about impacts. I do not see this challenge going away any time soon with the rapid rise of AI in the workplace.

Things simply are not the same as pre-pandemic, and strong leaders will make adjustments accordingly. I believe that brighter days are ahead for many leaders and their organizations as they navigate the post-pandemic world.

I will cover all three challenges in detail

In the next several blog posts I will do a deep dive into each of these challenges, along with sharing tools and tips for how to handle the impacts they caused. We have a lot to unpack. As always I look forward to the conversation and hearing others’ perspectives about how to be a strong leader in the post-pandemic world.

Change is the province of leaders. It is the work of leaders to inspire people to do things differently, to struggle against uncertain odds, and to persevere toward a misty image of a better future.
James M. Kouzes, The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations

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What bold predictions did not come to fruition in the post-pandemic world?

I drove home wondering when I would return to the office next. It was March 2020 and the pandemic was beginning. No big deal I thought to myself. It will probably last a few weeks at most. My prediction was off by years. In retrospect, it is embarrassing to acknowledge how clueless I was at the time. Like most people, I greatly underestimated the scale and complexity of the COVID-19 crisis. How were any of us supposed to know what would happen as this global debacle played out? Significant changes were coming fast and furious. The best most of us could do was try to maintain an optimistic outlook during this devastating disaster while making predictions about what would happen next.

No one anticipated the global impact of the COVID-19 crisis.

We were in unchartered waters

Big challenges were around the corner for the entire world to navigate. There were no easy answers or simple solutions. No – it would take years of effort to get past the pandemic. Leaders did their best to display confidence despite the fact that they were completely naive regarding what would happen the next day. The amount of uncertainty all of us faced was enormous. We simply did not know.

Navigating uncharted waters is precarious.

Significant changes happened during the pandemic

In this blog series, I am writing about becoming a strong leader in the post-pandemic world. In my last blog, I asked, Are you ready to be a strong leader in the post-pandemic world? If you are, then it is time to discuss the big changes that occurred during the COVID-19 crisis. The reality is that many things changed during the pandemic, but not everything did. Let’s start by separating fact from fiction. Many predictions made during the crisis did not come to fruition.

Meet my new research assistant – ChatGPT

I have been tinkering with ChatGPT. It is an innovative technology, and a game-changer in many ways. One thing that Chat GPT does well is help me with researching a new topic. It is far from perfect and sometimes not particularly precise, much less accurate. Nonetheless, ChatGPT accelerates my ability to learn quickly about a topic. Therefore, I will be using this tool as my new research assistant for this blog. I will do my best to highlight when I am leveraging ChatGPT to generate content.

Ten pandemic predictions that did not become reality

Many people made presumptive predictions about the pandemic that did not happen. I cannot recount them all, so I asked my new research assistant, ChatGPT, to list ten pandemic predictions that did not become reality. Below is the unedited list. I agree with all of them. Number ten is particularly disappointing. I was naively hoping that the pandemic would make the world a better place. It did not.

Quick Resolution: Initially, some experts and public figures hoped that the pandemic would be a short-lived crisis that could be resolved in a matter of weeks or months. This turned out to be overly optimistic.
Herd Immunity Through Infection: Early in the pandemic, there were discussions about achieving herd immunity through natural infection rather than vaccination. This idea was largely abandoned due to the high human cost it would entail.
Summer Respite: Some initially believed that warmer weather would naturally slow down or halt the spread of the virus, similar to the seasonal flu. However, the virus continued to spread throughout the summer months in various countries.
Universal Effectiveness of Lockdowns: Early in the pandemic, it was thought that strict lockdowns would quickly and effectively curtail the spread of the virus. While lockdowns did have an effect, the virus often rebounded, leading to multiple waves of infection in many places.
Low Impact on Children: Initially, it was believed that children were largely unaffected by COVID-19. While it’s true that children generally experience milder symptoms than adults, they can still spread the virus, and some have suffered from severe outcomes, including a condition known as multisystem inflammatory syndrome in children (MIS-C).
Immunity Duration: There were hopes that once a person recovered from COVID-19, they would have long-lasting immunity. While there is some immunity post-recovery, it has been found to be variable and generally not as robust or lasting as initially hoped, especially in the face of emerging variants.
One-Size-Fits-All Vaccine: Initially, there was hope for a single, universally effective vaccine. While vaccines have been developed and are effective, there are multiple types, each with varying levels of efficacy against different strains.
Unaffected Rural Areas: It was once believed that COVID-19 would primarily be an urban problem and that rural areas would be largely unaffected. However, the virus spread to rural communities as well.
Superspreader Events Only: Early on, there was a perception that only large gatherings would be superspreader events. As it turns out, the virus can and does spread in smaller gatherings and even in one-on-one settings.
Global Cooperation: There was a hopeful sentiment that the pandemic would foster unprecedented global cooperation. While there has been collaboration, there have also been significant challenges in terms of vaccine distribution, information sharing, and travel restrictions.

Three work-related predictions that did not happen

Also, several business leaders, analysts, professors, and others made bold predictions about what workplace changes we would experience during the pandemic. Similarly, many of these future forecasts did not come to fruition. Below I list three specific ones that I honestly believed were plausible at the time. I am really glad the first one did not happen given all the uncertainty we faced a few short years ago.

Global economic meltdown – some people predicted that the pandemic would trigger a worldwide economic meltdown. COVID-19 impacted almost every industry, some in hugely negative ways. But, we did not experience a global depression due to the concerted efforts of many people, including national governments.
Four-day work week – after so many employees were sent home some optimists predicted that many organizations would implement a four-day work week. Unfortunately, this did not happen for most companies. Some have experimented with this concept and made changes, but the five-day workweek is still the norm.
Collapse of coworking spaces – many people believed that when they went home to work during the pandemic they might never return to the office. Some companies dreamed about the potential cost savings getting rid of office space would generate. Fast forward to now and many people are back in the office. Some organizations still debate this topic today. From my perspective – hybrid solutions will prevail.

Sadly the four-day workweek did not become a reality.

Several predictions did come true

In this blog, I covered changes that did not happen during the pandemic. Next time, I will identify several predictions that did come true with a focus on the workplace so that leaders can prepare themselves properly for the impacts these changes are making in the post-pandemic world.

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Are you ready to be a strong leader in the post-pandemic world?

Being a leader is difficult. It was particularly challenging during the recent global pandemic. All leaders struggled to identify the best path forward as the world dealt with the COVID-19 virus. No one anticipated or expected the crisis. Even worse, leaders did not have an actual historical precedent, or proven playbook for how to respond to the pandemic. We muddled our way through it together. I believe many leaders learned from that experience and now they have to figure out how to become strong leaders in the post-pandemic world.

No one knew how long the pandemic would last.

Are you ready?

Probably not a fair question to ask. My answer is that I certainly hope that I am. Otherwise, the next few years will be rough for me as a leader. After all, we are already living in the post-pandemic world. The main point I am trying to drive home with this question is have you thought about any adjustments you need to make to be a strong leader in the post-pandemic world? I will focus on that topic during this new series of blog posts. In it, I will share a few observations about work-related changes in the post-pandemic world, the impacts they are making, and some solutions leaders can leverage to address them.

The pandemic is officially over!!!

Let’s start with the good news – the pandemic is over. On May 11th of this year, the Centers for Disease Control and Prevention (CDC) announced the end of the Federal COVID-19 Public Health Emergency (PHE). Whew – we are finally done dealing with this global crisis. Has everything returned to normal for everyone across the globe? No – many countries and citizens are still sorting through the aftermath. However, it is back to business as usual for many people…or is it?

The CDC declared the pandemic over earlier this year.

The COVID-19 pandemic affected everyone

Do you recall what a strange world we lived in just a few years ago? It seemed like everything came to a screeching halt as we were forced to deal with a deadly virus that could spread like wildfire. Most national leaders sent their citizens home as a precautionary measure to prevent widespread outbreaks and avoid overwhelming healthcare systems. In the beginning, I was naive enough to think the pandemic would last only a few weeks, or months at worst. Little did I know that it would keep going for several years.

Many businesses were closed much longer than predicted.

It was a scary time to be alive

The safety and well-being of the general public became the top priority around the world. The virus spread, many hospitals were overwhelmed with patients, and ventilators became scarce. Worst of all, the death toll climbed higher and higher, especially among the most vulnerable segments of our population, as the pandemic kept going with no end in sight, In response, most of us stood in long lines to get vaccinated, wore a mask out in public, and made the necessary adjustments to safeguard ourselves and our loved ones from the virus. All of us put our vacation plans on hold as the world stood still and sorted out the testing protocols and travel policies. Indeed – it was a scary time to be alive.

Wearing a mask became the abnormal norm.

Don’t forget about the pandemic

Why am I reminding myself and you about what life was like during the pandemic? I think it is vitally important to recall those days and never forget what they were like for all of us. The pandemic was unlike anything I have ever witnessed or experienced in my lifetime. The same is probably true for you as well. It impacted everyone around the globe which is perhaps unprecedented. That means we now live in a vastly different world. Therefore, I recommend all leaders consider making adjustments to be successful in the post-pandemic world.

Strong leaders learn from the past and look forward to the future

Strong leaders don’t ignore the past, they learn from it. Also, effective leaders look forward to the future. They do not remain stuck in the past or try to recreate it. In my experience, going backward is not an effective approach. This is especially true when it comes to the pandemic. I have already heard several well-intentioned leaders say they want things to go back to normal…the way they were before COVID-19 arrived. I am not sure what that means, and am completely convinced that is a bad idea. Rather, I believe we should identify what changes occurred in the workplace during the pandemic, analyze their impacts, and address the challenges they bring with practical solutions. Many things changed during the pandemic, but not everything did. Tune in next month to read my thoughts about that topic.

It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change.
Charles Darwin

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The real reason engagement is vital to your success as a leader – competition

The main focus of this leadership blog during 2023 has been effective engagement. I started this topic off by explaining that strong leaders always engage their team members in a meaningful manner. In later blog posts, I shared practical tactical tips and lessons learned that leaders can leverage to engage their teams effectively. Let’s wrap up this topic with a quote from a famous female leader that reveals the real reason that meaningful engagement is vital to your success as a leader. Your team must be properly prepared for competition or else you risk losing.

“Dispirited, unmotivated, unappreciated workers cannot compete in a highly competitive world.”
Frances Hesselbein

We live in a highly competitive world

The world is a competitive place. It has always been since the dawn of time, especially in the marketplace. I cannot think of many industries that are not highly competitive these days. If you want to win you better inspire your team to do great things before your competition eats your lunch. Some days it feels like you are in a brawl at work. You are. If you don’t believe me – look around. You will notice that several businesses are closing their doors, calling it quits. Engage your team effectively and lead them to victory if you want to avoid that scenario.

Some workdays feel like you are in a tug-of-war competition.

Engage your team effectively to get their best performance and win

Frances Hesselbein is right. You need spirited, motivated, and appreciated workers to compete in the highly competitive modern world. Spirited is not a word I hear in use much nowadays. It means your team is energized, ready to take on the day. Motivation demonstrates that you and your team bring enthusiasm to the workplace. And appreciated is the secret sauce that some leaders miss. Your team feels what they do matters and they will be thanked for their efforts. Heed this advice and engage your team effectively to get their best. It is what you need to win consistently.

Frances Hesselbein led an extraordinary life dedicated to imparting lessons of leadership.

Otherwise, you will lose to your competition

If you fail to engage your team and stakeholders effectively you should expect to lose to your competition. A highly spirited and motivated team will beat their competition a majority of the time. I see this happen all the time in the marketplace. Look at the sports world. The teams that win the most are the ones who play the best day in and day out. Their leaders make sure their teams are in the right state of mind for each game. It is worth noting in professional sports that all teams prepare before every game including inspirational speeches by their leaders. An idea worth considering the next time you are getting your team ready for the next competition. I believe engagement will become even more important in the post-pandemic world.

Motivation is needed to win in a competitive environment.

Are you prepared to lead in the post-pandemic world?

Let’s face it – the COVID crisis made it even more important than ever for strong leadership in successful organizations. The whole world changed over the past few years. Strong leaders recognize the need for new strategies to be successful in the post-pandemic world and are adjusting accordingly. While others are hoping that things will return to normal (whatever that means), and may not make it much longer. The next topic I will cover in this blog is leading in a post-pandemic world.

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Another mistake to avoid as a leader is using way too much humor

Previously I wrote about a horrible mistake leaders should avoid when engaging their team members. It described leaders who are constantly obsessed with work. These leaders are a complete drag to be around. This month I will identify another horrible mistake to avoid when talking with your team members – using way too much humor.

Joking around too much with your team is another mistake to avoid

Just like being all work and no fun is a mistake to avoid as a leader. The opposite is also true. Another horrible mistake some leaders make is joking around way too much with their teams. These leaders play games, send silly text messages, and promote MEME wars on the corporate collaboration platform all day long. They are constantly trying to get everyone to laugh and like them. If humor is not kept in check your office can turn into a playground rather than a place to get work done.

Your team members expect professional leaders, not comedians

If you are in charge, then act like it. Your team members expect professional behavior from their leaders. Don’t disappoint them by acting like an uncouth comedian. What does professional behavior look like? In simple terms, that means showing up on time, acting like an adult, and treating everyone with dignity and respect. The rest will vary depending on company culture. The bottom line is that you need to be the adult in the room. Avoid acting like a professional comedian.

Don’t act like Michael Scott in The Office.

Everybody does not have to like you

Some of you may be reading this blog wondering why in the world I am writing about this topic. The reason is that I have witnessed several leaders fall into this trap. Two scenarios trigger some leaders to make this mistake – they either want everyone to like them, or it is part of their personality. Let me address the first trigger. If you are an effective leader then face the reality that not everyone will like you. At some point in time, you will make a decision that rubs one or more of your team members or other stakeholders the wrong way. Avoid trying to make everyone happy about your decision by cracking jokes. They may laugh, but that does not mean they will change their mind about your decision.

Class clown leaders are all about humor

The second trigger is personality driven. Some people enjoy constantly cracking jokes. They love to make people laugh whenever possible. It is part of who they are. We use several titles for these comical characters – class clown, practical jokester, or amateur comedian. If you are a leader and fall into this category I recommend you use discretion with your humor. Something may be funny to you, while others may find your jokes inappropriate or poorly time. It is important to think about the situation you are in before unleashing your shenanigans on others.

No one wants to work for a clown, except other clowns.

Some scenarios at work are serious business – avoid all humor

Several situations at work are serious and should be handled appropriately. I would consider the three examples below as scenarios where you should avoid all humor. Don’t make a difficult conversation worse by cracking any jokes.

Firing someone for poor performance – this scenario is generally awful for all involved. Getting fired is traumatic even for people who are expecting it.
Laying off someone due to corporate restructuring – in this scenario the organization made a decision beyond your control and you have to let someone go. Once again, expect it to be traumatic for the people affected. No one wants to be laid off.
Giving or receiving hard feedback – when things go poorly you may have to give or receive hard feedback. Some people call this tough love. In this scenario focus on the feedback only. Don’t deflect or detract from what is being said with any humor.

Three situations that are no-joke zones

I am not against the use of humor in the workplace. Humor can be an effective way to connect with your team members, build rapport with an audience, and create positive energy in a boring meeting. However, there are some situations that I consider to be “no-joke zones” that are listed below. I bet you can think of others.

Meeting with senior leadership – it is best to avoid joking around with senior leaders. They may be informal with each other, but you are not their peer. Project a professional demeanor so that they recognize that you are serious about your role.
Briefing an audience that does not know you – many people like to tell a joke during presentations. Using jokes is fine if you know the audience and they know you. If they do not I would skip the jokes to avoid any distractions from your content.
Any legal or HR conversation – I definitely avoid telling jokes at any meeting that includes a lawyer or someone from HR. Someone may be offended by your joke and the last thing you want is legal or HR to witness your blunder firsthand.

These situations may seem like no-brainers. However, I cannot recall how many times I was in one of these scenarios and someone told a joke that did not land well. Things got awkward quickly. Some leaders paid the price for being too informal.

A final warning – humor can end it all

Speaking of paying the price – let me give a final warning. Nowadays it is easy to get fired in a flash. Tell the wrong kind of joke in any workplace setting and you will likely see the exit door sooner rather than later. Below are three easy examples.

Making off-color remarks about race, gender, religion, sexual preference, etc.
Getting a laugh at one of your team member’s expense.
Telling a dirty or completely inappropriate joke.

When in doubt, don’t tell the joke. Do not be stupid when it comes to humor in the workplace. It will not end well.

One caveat – a little humor now and then is fine

Having said all that, it is perfectly fine to tell a joke now and then. In fact, it is appropriate to cut up with your team members once in a while. Anyone who knows me will tell you that I like to have fun at work. As I wrote about in the last blog – all work and no play make for dull days and low morale. Work hard and have fun.

People rarely succeed unless they have fun in what they are doing.
Dale Carnegie

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