Develop your Team


If you could strategically pick people to create the ultimate team would the people on your team now make the cut?  If they would, why would they?  If not, why wouldn’t they?  If they could do the same, would you be on the team?

Teams are the life blood of organizations.  They provide results, growth and function.  We often don’t assess the team as if it’s a one person with many different abilities. We identify a team as a group of individuals with many talents.  Most people on the team will play to their strengths.  It’s natural that we step forward when we are familiar with something that we know.  Our weaknesses on the other hand often go unplayed and undeveloped.  We’ve all heard the phrase, “A team is strong as its weakest link.”  Another way to look at it is one person’s weakness becomes the team’s weakness.  

Sometimes people don’t know what their weaknesses are.  It takes feedback from others to point them out.  How well do you provide feedback as a team?  Have you sat collectively as a team and talked about your weaknesses? If not, why not?  Every team needs to have a 360 degree view of what they’re capable of being. 

The only way to grow as a team is to learn as a team and develop as a team.  Sure, it does take individual parts to move and do so, but above all, if you’re going to be a team then develop as a team.  Growing together strengthens the team.  One of the hardest things to do is take a diverse group of people and work together in one direction.  A successful team crosses the finish line together.  Win or lose. 

As a leader, what are you doing to help develop the team?  Are you providing feedback when necessary?  Are you not only improving weaknesses, but identifying potential?  Leadership is essential to the progression of any team.  Without even saying it most people know the leader on their team.  Are you that leader?  If so, what are you doing to help develop your team?  It would be awesome to be able to strategically pick your ultimate team, but you don’t need to in order to have a great team.  You can create the ultimate team by investing in your current team’s development!

3 Leadership Lessons from Captain America: Civil War

Ant-Man, Leadership, MARVEL, Spider-Man

Well it has been a few months since Captain America: Civil War has been out and it has been a while since I’ve blogged about leadership.  I bought Captain America: Civil War on digital DVD today and watched it.  This one was very hard to extract something that could teach us something.  I hope you understand these points below.  I’m sure if I were to watch it again I could find something else, but for now these will do.  Here are a few leadership lessons from Captain American: Civil War.


Steve Rogers: We are if we’re not taking responsibility for our actions. This document just shifts the blame.

In this statement Steve is talking to Tony about signing the Accords.  He says that if they sign it, they will be giving up their right to fight the battles they choose.  It is also talking about taking responsibility of previous battles.  Steve believes that they should have the freedom to choose.  He mentions taking responsibility for their actions.  This is talking about holding everyone accountable to what they do.  Leaders can’t dismiss moments when they do something wrong or incorrect.  They must openly admit when they are wrong.  Sometimes there may be consequences, but the point is that in this situation, leaders will never choose between taking responsibility and ignoring it.  They will always do the right thing.  Leaders hold each other accountable.  In a way, this whole movie is focused on that exact thing.  Holding each other accountable.  Living a higher standard.


Vision: If you do this, they will never stop being afraid of you.

Fear isn’t the best ingredient for progress.  When we fear we don’t trust.  Trust is essential for every team and every member of the team.  At this point in the movie, Wanda is being held on the Avengers compound and Vision is trying to keep her there in a safe manner.  She is rescued by Hawkeye and Wanda forces Vision to let her go.  He tells her if she leaves the people will never stop being afraid of her.  Fear doesn’t have purpose in teams.  Trust is what holds teams together.  Simon Sinek once said, “A team is not a group of people because they work together.  A team is a group of people because they trust each other.”  Leaders will never create fear, but drive out fear by building trust. 

War Machine: Jesus, Tony, how old is this guy?

War Machine was asking Iron Man how old Spider-Man is.  Often we underestimate the influence the younger generation has.  In all reality, leadership has no rank.  It has no title.  It has no age limit.  A leader can be anyone.  Even kids or in this case a teenager.  Spider-man did the things he did because he wanted to ‘help the little guy.’  He saved people and made a difference in his community because he had the ability to.  Everyone has the ability to help someone else.  The very notion to help someone else with nothing in return contests to our ability to lead.  It all starts with the action to help others.  Leaders can come in all ages.


3 Leadership Lessons from X-Men Apocalypse

Leadership, MARVEL, X-Men


X-Men Apocalypse seemed like a long time coming and now it is finally here. It took me a few days to think about the movie and extract leadership lessons from it. This movie was about bringing a team together.  It was about empowering each other with the idea that you can make a difference and that each person is important as the next. Raven became a great leader in this movie.  She showed a group of students that coming together to work toward the same goal can yield success. Here are a few lessons I’ve pulled from the movie. Hope you enjoy. 



Apocalypse: It’s over, Charles. You are beaten.
Charles Xavier: You’ll never win.
Apocalypse: Why not?
Charles Xavier: Because you are alone… and I am not.

Charlies Xavier didn’t work alone. He had a team.  He had a team of people who believed what he believed.  A team works better than an individual when reaching toward a goal, especially when you have a diverse challenge in front of you.  Every person will bring a specific set of skills to the table.  It’s important to embrace diversity in a team.  If you have a team, use it, don’t alienate yourself from them.  Leaders leverage their team’s strengths.  Leaders don’t try to make the winning play.  They encourage teamwork. When the team wins, you win. Leaders understand the importance of a team. 


Charles Xavier: [senses Apocalypse with Cerebro] I’ve never felt power like this before…

A true leader will never us authority to get things done.  Charles Xavier had power unlike most mutants, but he didn’t go around using it for his benefit. Leaders don’t use power. They use influence, they inspire people. Charles motivated people to be more than they thought they were.  He inspired them to make great decisions.  He cultivated an environment to grow each mutant’s potential. He never forced them with his mind control to decide on the right path.  He taught them the right choices from the bad.  Leaders never use power to make things happen. At the end of the movie Charles is speaking with Erik about staying for a bit.  

Charles Xavier: You sure I can’t convince you to stay?
Erik Lensherr: You’re psychic, Charles. You can convince me to do anything.

The greatest part about this is that Charles didn’t use his power to convince him to do anything. Leaders will never use power to control anyone.

Sometimes we don’t see the potential we have.  Sometimes it takes an outside perspective to help us point it out.  We always know our weaknesses, but our strengths sometimes can be hidden. 


Charles Xavier: Once you know the extent of your power, then you can learn to control it.

Charles’ whole purpose for having a school for the gifted was to help each person understand their power and to know how to use it.  He brought out each person’s potential and guided each person into managing their power. Leaders do the same for the team members.  Leaders study their teammates.  They get to know them.  They look deeper than the surface.  Leaders invest in people.  When a leader sees potential in someone they assist with providing opportunities for that person to use their skills.  In doing so, they help that person grow. Leaders seek out potential in people and help them develop that potential.

My First Deployment: A Joint Environment – 4 Leadership Lessons


I was on vacation in Texas with my wife and daughter.  We were vising family, enjoying being away from our normal routine in Colorado.  My Superintendent calls and says, well, I have some bad news.  You’ve been hit with a deployment.

Nothing really bad about it, just wasn’t expecting to get tagged as I just got to the unit 6 months prior.  It happens, I’ve been tagged with less time on station before, but it got canceled. What do you do when you’re tasked to deploy? You begin to prepare and roll with the punches. 

Four months later I got on a plane and flew out of the US for the first time in my life.  Was I nervous?  Yes!  I wasn’t being tasked with a group of people.  I was alone and I didn’t know what to expect.  After almost missing my international flight, I was finally able to relax on a long 9 hour flight to Zurich and then another 9 hour flight to Muscat, Oman.  You see, this was no ordinary report to an Air Force base and begin your time. There was no base.  There were no dorms. There were no chow halls. There was the Embassy. I was tasked to work at a U.S. Embassy. I didn’t even know such a tasking existed.  No one ever talks about this sort of tasking.  It was going to be interesting.

This was a joint environment. Army, Navy, Marines, Air Force.  I was around other branches actively for the first time in my career.  What do you do when you find yourself learning the culture of other branches? You become a sponge and start learning the best you can. Sadly, I just wasn’t up to par on how other branches operate.  I highly respect my brothers and sisters in arms from other branches, but I honestly don’t know much about the other branches.  I was not only about to learn a new position, but I was about to learn how to work with other services on a different level than the usual operations that I was accustomed to in the Air Force.

If you know me, I don’t take part in anything without trying to learn something about leadership.  Thus, after 20 hours of flying back home, reflecting and analyzing what I just did for the last six months I have narrowed down the lessons I’ve learned while working in a joint service environment.

Teamwork makes the dream work.  When you combine multiple cultures into one culture, things can get tough. Everyone comes from different backgrounds, different terminology, different skills and everyone had different missions that contribute to the overall mission. We all had our own missions to do, but when someone needed the assistance from someone else, you had their attention. When you have the cooperation of others that agree on the same solution while striving for a shared/common goal, you get success.  I learned that when you need help to make progress, find out who the subject matter expert is on the team so they can bring their skills to the court.  You can’t win alone.  Use your team when necessary.  Leaders don’t lead because they know all of the answers, they lead knowing that diversity is a great team asset.  Teamwork is viable and valuable. If you can’t take another step, someone on your team will be able to help you take it.  Leaders utilize their team members effectively.

The right environment makes a difference.  I was the lowest ranking member in the office.  In fact, we only had three enlisted members in the office.  Everyone else was an officer.  As the new guy in the office learning not only about the job, but the people and their mission, I was a sponge taking in information on a level I’ve never known.  Given that it was a joint environment, the people around me helped me learn, at my pace, how they operated and how they contributed to the mission.  They didn’t get frustrated that I didn’t know certain processes or procedures, but they adjusted as needed to fit my learning needs.  They didn’t expect me to know everything.  They created an environment of progress and learning.  Adjusting to a new position was going to take a little time. Leaders are adaptable.  They are able to change approaches on a whim.  I am thankful for the officers who were patient with me as I learned about my job, learned about them and learned about the whole mission.  They helped me learn effectively and they taught me effectively. The environment, in a way, changed to fit my knowledge, but yet remained in a progressive state.  I believe if I entered a work environment that demanded instant knowledge, instant responses, instant right answers that I would have been overly stressed making the office a place I didn’t want to be in.  I’m thankful to learn the importance of culture in a joint level. An effective work culture contributes to the effectiveness of the office. The people can make that happen and it’s people that should make that happen. Leaders are adaptable and create environments fit for growth.

Communication is key for any team to function.  There were some days where everyone was in the office and some days where only a few remained in the office.  Communication goes a long way and without communication no team can function fluidly.  We had meetings Sunday morning and Thursday afternoon.  Sunday morning was a time to say, hey, here is what is going on this week.  Thursday was a time to reflect on what happened during the week as preparation for the next.  Although, at first, I really didn’t see the need for two meetings a week, but looking back, these meetings were very important. Even though, I had a small role in them, for the big picture, they were crucial. This was the time where we all came together in one room to talk through issues and how we were going to fix them. This wasn’t a time just for updates, but this was a time to communicate.  Communication was the driving force for this.  Everyone had their chance to speak and everyone had a chance to listen, learn, provide feedback, and provide ideas/suggestions.  Without this circle of communication, getting everyone on the same page would take a lot more effort and time.  I’ve been through many staff meetings and some seem like a waste of time, lack purpose and boring.  I began to look at these meetings as the chance to communicate. As everyone had their own agenda during the week and turned many pages, this time allowed everyone to sync up and get on the same page.  Communication was key in making this happen. Leaders communicate. 

You’ve got to have balance! When you’re away from your family during the holidays, it can take a hit on your spirit and your morale. The best thing about this deployment was that when we weren’t at work, we weren’t working. Haha. The people around me would always have something going on that allowed us to hang out, relax, and keep the morale up. Weather it was a camping trip, a hiking trip, a site seeing trip, or even just going out to eat, it was an important time to balance the week out.  Balance is very important even when you’re not deployed.  Although, I wasn’t around my family, we became like a family. We made sure there was a time for fun. It wasn’t forced, like “mandatory fun,” it was genuine fun.  I find that foreign in our culture sometimes. We try to force it with fun runs, BBQs, etc. Sometimes the best thing to do is provide the opportunity and those who want to show up can voluntarily show up.  Balance helped me stay positive and grateful.  I met awesome people and I’m grateful they provided the opportunity to have a little fun while being away from my family. Leaders provide balance. 

3 Leadership Lessons from Deadpool

Deadpool, Leadership, MARVEL, X-Men

I know what you’re thinking.  What leadership lessons could we possibly learn from Deadpool?  I know right!  BUT, yes, there are a few lessons that we can take away.  Perhaps you already know them, most will, but even so, it’s awesome that we can extract lessons from even characters that we probably wouldn’t normally label as a leader.  Remember, leadership lessons are every where. 

If you haven’t seen the movie go watch it because then you may read things from the movie that you don’t want to know yet.  If you’re underage and need adult supervision, then consult with your guardian/parent or friend who is over 18 to get you tickets to see the movie.  Keep in mind, parents, it’s not suitable for young children.  It’s Marvel, but it’s a major R in MaRvel.  

Wade Wilson obviously was diagnosed with cancer.  It was hard for him and Vanessa(his gf) to accept.  No one would ever like to hear such bad news.  Wade knew that he didn’t have long to live and he wanted to at least try his chances with, you know, Agent Smith’s offer.  So he leaves in pursuit to, in a way, be healed.  Of course, things go pretty bad and he’s left with a body that basically looks burned from head to toe.  I won’t even use the words in the movie to describe his looks.  The lesson here is that after it was all said and done, Wade accepted who he was and though he feared what Vanessa might think, she ended up accepting him. 

Sometimes leaders are given cards that don’t seem worth playing, but sometimes we have to play the cards out anyway.  We can’t give up on people or projects because of a negative result.  Leaders don’t just accept what’s at hand, but also adapt to it.  Though Wade was out for for Ajax, he adapted to use new skills and used them to try to right a wrong, in a way.  Leaders accept and adapt to changes in their environment, team members and issues in the mission.  They turn conflicts into resolutions.  They find a way to make things work, they don’t give up.  They accept and adapt.  


Deadpool gets offered to team up with the X-Men, but denies joining.  He clearly doesn’t want to be a part of their team.  He didn’t want to help them nor did want their help.  Things happen and things change.  Vanessa gets kidnapped by Ajax and Deadpool is desperate to get her back.  So who do you think he asks for help?  The X-Men(Colossus and Nagasonic).  The lesson here…it’s okay to ask for help.  All leaders need help.  It’s okay to be vulnerable and need help.  That’s why we have team members.  We can’t do everything alone, especially take on an army of bad guys let alone an army of tasks.   Humility is very important.  Leaders must understand that it’s not about them, but it’s about the bigger picture.  Leaders have humility in what they do. 


Along the same lines of a few X-Men helping Deadpool, prior to this, the X-Men tried to recruit him because of his potential.  Colossus consistently tried to make him a better person.  Even when Deadpool rejected his offer to join X-Men, Colossus didn’t give up on him.  Leaders invest in others.  They purposefully provide guidance, mentorship and coaching to those around them.  A goal of a leader is to grow more leaders.  Colossus was trying to get Deadpool to take the high road to be better and do better.  That’s wheat leaders do.  They seek opportunities to grow others.  Colossus gave us a great example of this in the movie.  

Leadership Lessons from Ant-Man

Ant-Man, Leadership, MARVEL, The Avengers

I was on a flight from Chicago to Zurich when I finally saw this movie just a few months ago.  Since it was about 2am when I saw it, I didn’t really remember much of it because I kept dozing off.  When it finally came out on digital download I was finally able to see it attentively. Now that I’ve seen it, I have been able to point out some leadership lessons.  

It’s well know that this hero packs a punch.  Size is not a concern and he surely makes an impact.  The same goes for leaders.  There is not a specific gender, race, or age that defines a leader.  A leader can be anyone who desires to help others achieve their goals by inspiring, motivating and selflessly giving their time to get them there.  Ant-Man, even a ex-thief, can teach us that leadership isn’t about who you were, how big you are, but it’s about where you’re going.  After all, if we’re leading, we’re going somewhere. 

Scott Lang: I think we should call the Avengers.

Scott’s quote here basically says, let’s call someone that is qualified for the job.  He didn’t immediately try to handle the problem.  Leaders know that if they can’t find a solution, or can contribute, they call the right team players.  It’s not about pride for leaders.  They are more than willing to admit that they can’t help.  It takes courage to admit that you don’t know what you’re doing or that you can’t help.  Leaders know when to pass the torch to someone else, but when they do it, they do it for the benefit of the result, not out of selfishness of not wanting to do the task.  Leaders know when to bring in the right talent!


Hank Pym: Scott, I’ve been watching you for a while, now. You’re different. Now, don’t let anyone tell you that you have nothing to offer.

You can’t really lead a team if you don’t know the potential of your teammates.  In this quote, Hank tells Scott that he’s been watching him for a while.  In this, he doesn’t just know his skills, but he knows his heart.  He knows that Scott would do the right thing in a tough situation(despite his thievery).  This is what makes Scott unique.  It’s like Captain America, at the core of Steve Rogers was a guy who lived by doing what’s right. Remember the alley fight?  Hank tells Scott that he has something to offer.  That he can make a difference and that he will.  It’s why he chose him to be Ant-Man.  Like so, leaders don’t just point out skills, but they see the character behind the person.  They see their true identity.  It’s important for leaders to help build up that character as well.  Leaders see beyond skills, they see what teammates really are, people.  A team isn’t a team because of their skills.  A team is a team because they trust each other and in this quote, Hank is putting his trust in Scott because he knows that Scott has the character to do what’s right. 

Hank Pym: The world sure seems different from down here, doesn’t it, Scott?

This quote is going to be about perspective.  After Scott has shrunk himself in the bathtub, Hank begins to talk to Scott.  This was his trial run in the suit basically.  He tells him that the world is different from down there.  I also want to include a quote I heard from someone not too long ago. “Walk a mile in the shoes of your followers.”  Even, though it’s a leaders job to guide the team, a leader must also see from the perspective of others.  Leaders should never rule the team, they’re there to share information, they’re there to hear their team members.  They get their perspective so that they can help lead effectively.  Leaders see from other perspectives to advance the team further.  A leader can’t block out how others see a problem, or more so, a solution.  It’s very important to see it from another perspective. Hank hits the nail on the head.  The world sure seems different from down here…Leaders see more than their own perspective. 


If we know one thing about leaders is it that they are bold.  They don’t hide behind curtains, they are transparent.  They will call a foul when they see one.  It’s not only about doing what’s right, it’s about integrity and accountability. 

Hank Pym: Scott?
Scott Lang: Yeah?
Hank Pym: You’re full of shit.
Scott Lang: Oh yeah.

Hank calls Scott out!  He tells him without restraint.  There is a proper way to call someone out, this is not a proper way, but the message here is that leaders must hold others accountable.  They must ensure that things are done right and when they’re not, they must coach their team members.  It’s okay to call team members out, but it must be doing educationally and without degrading the person.  Telling a team you’re they’re full of shit, probably isn’t the best idea, BUT, in an educational manner, you can bring up an issue and build on the learning curve to correct it.  Leaders call the BS, but do so professionally and educationally.  


4 Ways to Build a Foundation for Leading a New Team

Leadership, Organization

It can be quite nerve racking taking on a leadership role in a new organization or in a new team.  Being the stranger of the group can make it seem impossible to gain the trust of team members.  After all, they know nothing about you, nor do they know or understand your leadership background.  How does one begin to lead a new team? What steps are necessary to gaining the trust of a new team?  Depending on the organization, team and leaders, it can vary.  These are not the end all be all keys to leading a new team effectively, but they certainly create a solid start.

Build a rapport!  Before you can assume everyone will follow you, you must first build a foundation in the relationship between you and each person on your team.  You can do this by just simply asking questions.  Make the questions personable.  Ask about hobbies, family, sports, etc. Common questions that can help you and them get a sense of who each person is.  This will build an open dialogue so they can get comfortable talking to you.  This opens the door for communication for both sides.  Build that rapport.

Be confident!  It’s tough to get followers to trust you if you don’t yourself have confidence in your abilities to lead.  Lack of confidence can lead to missed opportunities and can leave the team stagnant.  Confident leaders take initiative.  They don’t sit around and wait, they take charge knowing they can get the job done with the help of their team.  It also rids fear.  Fear is not a proper ingredient for success.  Confidence drives out fear. When you’re confident in what you’re doing, people will be willing to follow.  Be confident.

Be prepared!  A mindset changes everything!  Before you begin to lead any team you must be prepared to do so.  You can’t walk onto a football field without proper equipment and proper game plays.  Prepare yourself with necessary skills to perform your role.  Being prepared means you’ve done your homework.  You have to know who your team is, where your team is headed and how you can get them there.  Educate yourself on each of these. Prepare yourself!

Be willing to learn!  Leaders don’t know all of the answers, that’s why you have a team.  Leaders must show they are willing to learn from their team members.  Listening and learning from them builds trust.  When teams learn from each other it strengthens their ability to adapt to overcome challenges.  When leaders are open to learning from their team, it creates a culture of learning.  Learning is how we grow.  Show them that if you can, they can.  Learn!

Steve Rogers–Being a team

Leadership, MARVEL

It’s easier to get a job done if you have more than one person contributing to the project.  We all need help from time to time.  With that said, we know that teams are important.  A football team requires every person to know their job and their assigned responsibility.  The quarterback trusts that the linemen are going to protect him so he can focus on getting the ball to the right person.  If a lineman fails, the quarterback can be blindsided and get tackled.  This is crucial because the quarterback must trust his teammates.  He has no choice because he can’t block, run and pass the ball at the same time.  That’s why each position is crucial to the success of the team. If it’s 4th quarter with 5 minutes left and one team is losing by 40 points, the chances are, that team is going to lose.  They don’t stop the game and give up, but they tough it out because it’s how the game works.  You play till the last second is over, but a football team wins together or they lose together.  It is a team effort.

Most teams have a leader, a team captain, or an individual calling the shots.  In Avengers and Avengers Age of Ultron, Captain American by way of his leadership skills is gradually designated as the guy who calls the shots.  He is the team leader. It’s not because he’s super strong, fast and meant to be the first super soldier, but it’s because of his tenacious choice to do what’s right, even if it means failing.

Avengers: Age of Ultron

Tony Stark:  We’re the Avengers, we can bust weapons dealers the whole doo-da-day, but how do we cope with something like this?
Steve Rogers: Together
Tony Stark: We’ll lose
Steve Rogers: We do that together too.

Leaders keep teams together even if they know the outcome is not favorable.  They stick through the tough choices. They stick through the struggles, even when others on the team have doubt.  Leaders find ways to keep the attitude of their team reaching toward the goal. Whether it’s winning or just getting something accomplished.  In this debate, Steve and Tony are were talking about how to beat Ultron, as Tony is thinking it’s impossible, Steve Rogers says, we’ll then we’ll lose together, but we’re going to try. 

If you find your teammates starting to drag, starting to become discouraged, remind them that you are a team.  A strong team can accomplish anything.  Focus on the team’s mission not the thought of losing.  Captain America never gave up on the team and the team won.  Be the leader, be the one who holds the team together. Lead like Steve Rogers!

Professor X–Investing in Potential

Leadership, MARVEL, X-Men

Though we know who the X-Men are and who Professor X is, did you know Professor X possesses some of the best leadership skills?  He does!  Professor X is seen as the command and control guy of the X-Men.  He calls the shots, he knows past and future and of course, has a school for the ‘gifted.’  How does all of this make Professor Charles Xavier a leader?  We’re going to focus on one of the many skills of Professor X!

Professor X invests in the potential of others!

Yes, his school, in fact, is open to cultivate a culture of growth in each student’s potential.  He seeks out what each student’s potential powers can do, how far they can be stretched and how to control them. He slowly builds their most powered abilities.  Just when you think you can’t push any further, he provides that inspiration that takes that potential to the next level.   He is their guide in bringing those gifts out.  He spends his time for the sake of others.  He creates environments catered to each person’s potential powers.  He gives them the opportunity to grow with it!

3163157-4954188715-94811With so many diverse mutants, each person has such unique powers.  He doesn’t seek out specific powers, he brings in everyone! Diversity is a key aspect in strong teams!  Part of investing in potential is being eclectic in all skill levels and experience.  You don’t pick and choose.  Prof X opened up his entire estate for anyone with a mutant gift, by doing this he invested in them from the start! When you get a room full of uniquely talented individuals, the team becomes greater.  This is why investing in the potential of others is very important.

Leaders invest in the potential of others!

Leaders develop and some naturally have the ability to see the gifts others don’t see in their self.  Leaders highlight what people are passionate about and what strengths they have.  Some people don’t see the limits they have or not have and some simply don’t see their strengths.  Leaders use their time to develop these skills so that each person can contribute uniquely and according to their potential.  They help people grow those skills when no one else is.  Just like Professor X, leaders don’t help a select few; they help everyone on their team!  When you invest in other’s potential, you’re investing in their diversity! This is crucial for building strong teams. 

Professor X is a leader; you can be a leader just like him.

Anyone can invest in others. You really can!!  It doesn’t take a Superhero to change a person’s life.  It doesn’t take a Superhero to listen and see what others are capable of doing.  If we all take an extra minute to listen to those around us, to see those around us and reach out and say, “Hey, you’re really good at organization, did you know that” or “Hey, you’re really good at calculations, can you help me out,” then perhaps their potential will rise up and shine.   Remember, some people don’t realize their skills, they don’t realize they may have hidden skills, but as outsiders, we can see it if we spend time to notice.  In order to help people unfold their potential we’ve got to give them the opportunity to.  We in a way, allow them to practice their potential.  You can be a leader by giving someone the opportunity(environment, like Prof X) to use their potential. Investing isn’t always about money. It can be your time, care, interest, and even passion.  Lead like Prof X!

2 Points Leaders Should Execute


Leaders lead teams. Every team is different and every team has a different mission. Leaders are developed to be able to lead teams in many circumstances. That’s what makes them leaders. They’re able to take any team and get them where they need to be.  Of course, there are many other qualities a leader must possess, but to hit the ground running here are two key points that every leader should execute.

Direction-Every leader needs to know where they are taking their team. Leaders must know how to get their team from point A to point B. Most importantly, they also need to know why they’re going in that direction in the first place. Leadership is not about where you’ve been it’s about where you’re going. Leaders know where to take their team.

Communication-Team members can translate things different if the leader does not articulate the goal or mission. Leaders communicate in depth to their team members on what’s going on and why. This helps members contribute if they have all the variables, or at least as many as possible. Leaders must listen and speak with, not at their team members. They must know when their team members need the extra push and when to allow their potential to shine. Leaders communicate effectively and often.