A Wake-UP Call to Recruiters

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I’m not sure if a business comes to mind where I’m hit up more than Recruiters.  Headhunters.  Staffing Agencies.  Every week it’s a different company (or 2-3) that offers to find me great talent, massive databases, great screening, etc.  What a difficult business to compete in when a small little company like LM Foods gets approached so often and the service providers tend to blur together.  What happens in a market of multiple players, all offering the same service?

  • You ignore the white noise and you stick with one or 2 and work with them.
  • You can try and “find the bottom” of the market……offer up a program that works in hopes of cost savings.  See who’s willing to invest and get their foot in the door.  The infamous race to the bottom.
  • You give the best one a shot, don’t negotiate.  See if indeed their model is better in the real world and how the recruiter delivers.  If it works, you’ve expanded your network of service providers.  If it doesn’t, you haven’t improved your model but your trying, and that counts.

Here’s some observations I’ve had with recruiters for LM Foods.

  • VERY few will customize their intro letter.

    • Sometimes they cut and paste and you can tell as font sizes/color are different.  Lazy & Careless.  Can’t they even view the website to understand what you actually do?

  • Even fewer offer to come tour the business and get dirt under their nails.

    • So let me get this straight, you want 20% of year one salary and you don’t even want to see my operation that you’ll be recruiting for?

  • Few will offer 100% cash refund at a reasonable interval, “if the employee doesn’t work out in 6 months we’ll refund 100% of the money!”

    • They get it, hiring is a crap shoot and there’s a reason why few will do this.  But doesn’t it undermine the premise of their very own marketing materials?  And since very few will offer this, isn’t that by definition a clear path to differentiating their product?  Wouldn’t the built in risk make them better at their craft?  

  • Many try and control the process (communication), protect the candidates identity, contact info, etc.  As if they “own” the individual and a company will steal the candidate in hopes of doing a back door hire to avoid a recruiter/agency fee.

  • I understand they are in the service business and some companies may try and “steal” a buck.  But the companies that do a back door hire are gambling with their reputations, and if they do, will the agency ever work with them again?  There is too much fear in this area and the recruiters should worry more about adding value vs playing protectionism.

    [Continue Reading…]

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Standing Up: If Not Now, When?

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There’s something about running a business and all the different twists and turns that can cause you to think.  Combine that with 3 strong cups of black coffee, the last day of 2015 (the day of turning 42!) and a look to the future and voila, a couple of thoughts.

I think of a great quality of life in terms of “Standing UP.”  Deciding what really matters in life.  Being true to yourself.  Being Real.  Making the tough call when needed.  What appears to be a tough call on the surface really is not……you’ve already determined what matters.    

So some real world examples….

One of the areas of business that I find fascinating are STAKEHOLDERS, how they are managed and IF/HOW one is more important than the others.

  • Employees.
  • Customers
  • Vendors
  • Owners/Shareholders
  • Debtors/Lending Institutions

Interests between stakeholders can sometimes appear to be in conflict.  Good leaders make them all co-exist together.  GREAT leaders will clearly articulate how they view stakeholders, talk openly about each, and back up their words with real actions.  They communicate their beliefs in ADVANCE any decisions that can be construed as conflict.  They welcome debate.  But when a decision needs to be made, it’s the leaders job to STAND UP.

My company, like many is financed by a combination of Debt and Investor Equity.  The Debt Piece I’ve found fascinating for a couple of reasons.

One smart banker called money “the ultimate commodity.”  I never thought of money that way before, and still have trouble getting my head around it.

A small lesson here:  The more smart people you come into contact with, the more challenges you will have to your world view, and that creates growth.

Rarely, will Debt be given without a hefty sum of collateral.  Want to mortgage anything?  There better be an asset in place.  And most times, that may not be enough, SOMEBODY will need to stand up and PERSONALLY guarantee the loan is safe and will be watched after.

The Personal Guarantee.  “PG.”  It’s a big one.  It’s a real test for an entrepreneur’s stomach, confidence, character and ability.

If money is indeed the ultimate commodity, than a PG is what stands between the money and the deal itself.  It’s a banks test.  Employees don’t have to deal with it.  Shareholders have risk, but its usually limited to their investment.  When $’s loaned > entreprenur’s net worth?  That’s a real test.  Many aren’t cut out for it.

The PG is one small example of STANDING UP.  Most will never experience it.

But STANDING UP (or not), happens everyday, and it happens to all of us.  There are choices that are made that move people forward, or keep them stuck.  People make choices everyday, based on their values, what matters, what doesn’t.

What can be the most stressful in life?  When people don’t clearly know what is important to begin with.

They aren’t “All in.”  They spread themselves like peanut butter, evenly across the landscape.  They either try and please everyone while the people and things that matter most aren’t clearly defined in their own mind.  People that try to please everyone usually end up pleasing nobody.  

When I look back on 2015, one of the most memorable and important moments came when a friend told me he was “all in” despite a character defining difficult decision that many would have been tempted by.  These are the people you go to war with.  And if your lucky, you grow old with these people.  They have their values front and center, and when they need to STAND UP, they do.

If people can stand up for THEMSELVES, they will eventually be able to stand up for OTHERS, and that matters even more.  Leaders ultimately fight for other people.  

2015 is in the books.  People everywhere will write their resolutions, some small, some big.  Many will dream big dreams, which is great.

What is NOT great, is when dreams of a better future happen with ZERO behavior change.  New, different, better ACTION.

Hustle happens to be verb.  A great life that you imagine takes real, intense action.

But hustle without understanding what’s important in life can be chaos.

Thinking through values matters.  It will allow you to be one step closer to STANDING UP.  That’s the first step towards action.  

So happy new year.  Wishing everyone the best, and thank you for listening.

It is hard to believe Hustle Or Bust has been kicking for 3 years now.  I thank my wife for kicking me in the rear to start this labor of love.

Actually, in many ways hustle or bust has been kicking for 42 years!

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A Lesson From The Shark Tank: Simplicity & Focus

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I love the Shark Tank.  It’s not only great entertainment, it’s a fantastic education to the start-up world and how entrepreneurs pitch investors, what’s important to both sides, sales/communication and how both sides come together to form a partnership (or not).

While all the sharks are brilliant, maybe the best overall clip I’ve seen is “Money” featuring Kevin O’leary.  He hits every important theme in brutal clarity.

It is clear how Kevin O’leary views the world.  He keeps it simple, and he evaluates everything quickly with a disciplined approach.  Everyone that watches the show, or this clip will quickly realize that you need to get to the point, show value, and most importantly, leave no doubt as to how you will protect and make money.

This got me thinking….

What if everyone had a “vision” as crystal clear as Mr. Wonderful’s, regardless of what they do in life?

What if everyone had a bed-rock mantra that differentiates them and makes them stand out?

Would they not be more successful?  More happy in whatever they do?  ABSOLUTELY.

Lets take your basic professional worker in a “grey area” results role.  I consider a grey area role anything that is not PURE and tied to easily measurable contribution, which in business is the majority of roles.

  •  Direct Sales may be the easiest to assign a numerical contribution too, although the value of sales driven by one person vs all the other contributors is always debatable.

How do MOST workers value their OWN performance to their employer?

If I had to sum it up, MOST would view their performance in terms of INPUTS, not OUTPUTS.  In other words, the amount of effort, dedication, attitude and approach they put into the role, vs the actual outcome of all those characteristics.

  • If I work hard and put in the extra hours, life will be good.
  • If I’m well respected and liked, life will be good.
  • If I’m dependable, reliable and know my job I’ll be valuable.
  • And on the story goes….

What would the Kevin O’leary equivalent manager use to evaluate the performance?

OUTPUTS FIRST.  INPUTS second.  And a distant second.

 

 

If you want the long version spread across all of the sharks, here’s a good one.

 

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A Leadership Challenge: Stay Humble. Hustle Hard

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Have you ever met a great leader that doesn’t exude confidence?  Probably not.

But sometimes, like all great strengths, confidence can be over-played and it can creep into…

  • Confidence’s twin evil brother:  Arrogance

  • Confidence’s twin evil cousin:   Cockiness

I would venture to guess that Confidence, Arrogance, Cockiness are adjectives that are somewhat common among C-suite leaders in the eyes of those that matter most:  The people they are supposed to lead.  Ask anyone that has gone through a formal self assessment where peers weigh into various leadership characteristics and they can tell you how humbling the process can be.

Which brings me to another great graphic a friend shared with me recently.

stay humble hustle hard

 

If you believe that TRUST is critical to sound relationships, than what better characteristic could describe a leader than…

HUMBLE

Not the typical word you hear when your thinking about titans of industry right?

But it IS possible to be humble, and also a driver with a healthy dose of confidence.

The great Tom Peters has 2 great concepts that inject a dose of humility in every leader

  • WDYT:   Ask What do you think?  Then shut up and listen.

  • MBWA:  Management by wandering around.  Get out of the ivory tower.

If both aren’t done daily, it will never become part of the leader’s DNA.

I’ll take this concept one step further.

How many mistakes does a leader make in a given month?  I’m not talking about simple “errors.”  I’m talking about real mistakes, that if we had the chance to go back in time and un-wind a decision or series of events, a better outcome would have resulted.  If you are in the business of growth and pushing the envelope, then there should be a handful by definition.

Team “Contact” Drill:
  • Pull your management team into a lessons learned session of the mistake.
  • Take responsibility, OWN it.  Explain what the person in the mirror could have personally done differently to create a better outcome.
  • Ask the team for their feedback, agreement, disagreement, other perspectives.
  • Ask the team for their thoughts, ideas, concerns on the road ahead.
  • Make some commitments
  • Follow-through

There’s no magic formula.  But it’s a fact that leaders don’t do enough listening.  That’s unfortunate, and it creates an environment that does not get the most of their teams talent.

There’s a thing about listening:  It’s a skill.  It takes practice.

Leadership is a CONTACT SPORT.  However, sometimes the “contact” is not outward, it needs to be directed to yourself, with the people you lead.  Thick skin optional, open mind mandatory. 

The great Jim Collins has written extensively about this trait and he describes it as “Level 5 Leadership” in Good to Great.  Here’s a great HBR primer on the topic:

Level 5 Leadership: The Triumph of Humility and Fierce Resolve

https://hbr.org/2005/07/level-5-leadership-the-triumph-of-humility-and-fierce-resolve

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Too Much? Over the Top & All In

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Questions are magic for jump starting the mind.

A great, yet simple question came from one of my colleagues in the context of  developing a series of ideas:

“Is it too much?”

Meaning, is it too much of a break from tradition, outside of our comfort zone and those that will be touched  by it?

I bet everyone asks themselves sub-consiounsly something along these lines when developing any NEW thinking.

It’s in part driven by fear.  Maybe fear of rejection, or fear of the blood/sweat/tears that may be associated with pulling the idea off.  Few things are easy.

How many great contributions are NOT brought forward in a business because people are holding back and thinking it may be too much?  Too many.  What a shame….

Maybe it’s too many because our education system does not value “playing loose” but insists on staying in line and talking only when your called on.  18 years of that model and you wouldn’t exactly be trained to push the envelope would you?  That’s a digression, but I’ve profiled some lessons from my son’s first grade class…

Leadership’s role is to inspire a culture where people disrupt the status quo and feeling trusting enough to do that.  Killing business as usual.  

Cultures that inspire fanaticism, breaking things and pushing the envelope may often be chaotic, and not everyone thrives in chaos.

What about the individual?

First, performance is rarely equally spread.

Show me any company and I will show you a “bell curve” of distribution among its talent.  There will be an 80/20 rule emerge where the few contribute out-sized results.

We can all wonder why this exists.

  • Natural Born Talent……they hit the genetic jackpot!
  • Education!
  • Great Mentors!
  • Luck!  Right place, right time!
  • Out-sized achievements that were parlayed time and time again….

How about this for a hypothesis?

The people  that tend  to be the top 10% of any business come in all shapes and flavors.  But they tend have one thing in common:  They believe that nothing is too much.  They tend to go over the top.  They go all in, not just enough, in every area that matters.  

All in

Pick any area of the operation that matters, and I bet you will see something emerge with the stars.  Everything about them, when compared to the “average” will be considered TOO MUCH, especially in the eyes of the average.

There’s a great  law of statistics that is worth understanding:

Correlation does not imply causation.

Just because two things are related, does not mean one drives the other.  BUT, when 2 variables move in the same direction……you are in the area of needing to poke around and learn more.  You are getting warmer.

And maybe the most important question of all?  

If you have a burning desire to achieve something, ask yourself:

Am I ALL IN?  

If your being honest with yourself and the answer is not an emphatic HELL YES!, CONGRATS!  You have just walked up to the starting line.

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The Myth of a “Functional” Family or Business

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Fact:  When humans are involved, rarely will a textbook rule the day.  People will often

  • Act irrationally
  • Not do their homework, and shoot from the hip
  • Fail to look in the mirror for the cause of a problem or its solution
  • Not play well in the sandbox
  • Throw a fit, inwardly or outwardly.
  • Work great in isolation, terrible in teams.

In other words, the PEOPLE part of a business (or families) is often the hardest part to get right.  And it’s also the most important.  They will also do the opposite of the above if you create the right culture.  

Easier said than done.

Here’s one thing I remember growing up.  A term came to light, usually around divorce or family issues: “Dysfunctional family.”

Dysfunctional family

It’s a hard label to get your brain around, especially if you might consider your’s dysfunctional, but lets save that for another day.  Here’s something worth pondering:

Do you know ANY business (or family) without some challenges?  Struggles?  Drama?

I do not.  In fact, it seems that DYS-functional is the norm, not the exception.

If you believe that, why don’t we just accept the fact that dysfunction, or people problems…..

  1. Exist.  Whether we like it or not.
  2. Are manageable, but they won’t manage themselves by accident.  Business is a CONTACT sport.
  3. Can actually be a positive catalyst for change, if they are embraced vs. run from.

There’s a reason why Reality TV has found a niche and is not going away:  Human Behavior is fascinating, somewhat unpredicatble, and is downright entertaining.

Some of the worst spent “energy dollars” in business is put towards CURBING dysfunction rather than embracing it.  Wearing it like a badge of honor.

Many may be thinking “sounds like chaos!”  Maybe.

Or maybe, Leaders should think about….

  • The Human spirit, aspirations of the individual, and all the perils it creates, and how best to deal with it.

  • Emotion really isn’t a 4 letter word.

  • Conflict is not a bad thing.

  • Blow-ups happen.  Sometimes they are ugly.  Public.  Ever see the real housewives of NJ?  

  • Sometimes houses get knocked down intentionally and re-built with a new design, open floor plans and new fixtures.  But rarely, will a person knock down their own house and re-build it.  Sometimes, but rarely.  New owners are usually the re-builders.

If you accept the fact that a degree of “dysfunction” driven by natural human behavior exists, than leaders have clear choices to make.

  1. Embrace a Dys-functional reality.  Create a culture that celebrates “natural behavior”, in it’s rawest form vs. punishing it, as long as the values and forward momentum continue…..

  2. Spend significant time, money and energy trying to “mandate” or encourage what acceptable behavior is.  Reward it when you see it.

I’m not one for false choices and this isn’t meant to be an either or.

Time, money, and great talent are in rare supply at most businesses.  Spending any of the three going against the grain of the human spirit is like swimming against the tide.

 

Want an “animalistic” sports analogy?

I wrote “When Teams have Each Other’s Back” in May ’13.  You can watch the video below as well.  Any die hard Yankee Fan will tell you that the teams of the late ’90’s were very different than the team’s since.  In many ways, their talent was LESS.  But they had each other’s back like no other, and their results have never approached this teams achievements since.  This brawl illustrates it.  The boss (owner George Steinbrenner) had to be smiling seeing his players come to the aid of each other, in a fierce way.  Simply put, they wouldn’t stand for one of their own being put in jeopardy.  That’s what a team is all about.

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LinkedIn’s CEO Nailed IT: His Venn Diagram

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Jeff Weiner, the CEO of Linked in flat out nailed the Venn Diagram of people he most enjoys working with.

What leader worth their salt wouldn’t say “Hell Yea!” on this little picture?

 

People I enjoy working with

https://www.linkedin.com/pulse/article/20140824235337-22330283-the-three-qualities-of-people-i-most-enjoy-working-with

Isn’t WHO you work with everything in business?

What if you were surrounded by people that have only 1 element, how would it work?  Maybe there would be some value to the people or to the business, but probably not.  Probably 2/3 are the minimum needed.

3 out of 3 are probably the classic “A Players,” small in % terms but great in overall impact.

What Mr. Weiner’s Venn Diagram shows clearly is that it takes a mix of all 3 elements to really provide him the “Juice” or energy to really enjoy working with them.

Everyone should go through this exercise and rank their top 3 qualities of traits they like to see in others they work with daily.

Business is certainly about delivering results.  But results are a by-product of people coming together and working effectively with each other.  

Understanding what traits in others you appreciate is a great first step.  

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Your Hustle Tank is on “E”? Now What?

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Hustle Tank on E

A recent post discussed the career dangers that result in a Hustle Tank on “E.”  The purpose was just to raise awareness that if you find yourself there for an extended period, you are in a REAL AND PRESENT career danger zone.

Than someone dropped me a line and said, “I’m there, any advice to get out of it?”  I always appreciate readers engaging, and this is not an easy question!

So here are some thought on how to attack a Hustle Tank on “E.”

First, let me assume (could be dangerous) that things in one’s personal life are relatively stable and not in a state of turmoil.

Everyone has challenges beyond work, but let’s assume those challenges are not EXTRAordinary.

Step # 1

1)  Analyze Your EXISTING Daily Routine:  How you use your time can be a major contributor to a tank on E.

  • How much “dead” or wasted time are you spending per day?  (Take a look at your TV habits for a starting point)
  • Are you working out?
  • Are you reading new things?
  • Having conversations with trusted people?  Old Friends?  New contacts?  There’s a coffeehouse on every corner, use it.

Key Point:  Getting your tank beyond “E” will likely involve utilizing your time in a very different way.  Start small, 20 minutes a day with something different.  Write it down, whatever that new activity is, each day.  Nothing fancy, a cocktail napkin works.  But do SOMETHING different each and every day.

What “bigger chunks of time” or new experiences are you consistently engaging in?

  • Service to others?  Non Profit service is a great way to charge your batteries and get the attention off yourself and onto others
  • New “side projects?”  Start yourself a blog, new hobby, a free on-line course from Wharton or a bunch of other elite institutions, etc

This one is harder to do daily, so you may want to think of this as a WEEKLY activity or bi-weekly.

2)  Get a Plan Quickly And Approach Your Employer

  • Nothing infuriates an employer more than someone that is clearly on “E” and doesn’t seem to care.  If your in this situation you need to deal with it head on and start sitting with your management.  The more well thought out your meeting the better.  More solutions you bring to the table the better.
  • The point is to not let “E” be long term, it will diminish your reputation, get on top of the situation and confront it.

There is risk involved with sitting down with your employer and telling them “I’m burnt out!”  Many people don’t want to approach it for fear of losing their job.  Maybe the emergency funds are not built up?  Maybe the confidence is low?  There could be a hundred reasons why people avoid the conversation.

Balance the risk of “looking the other way/ignoring the problem” vs. confronting the reality head on and a being in the room while the problem gets discussed and worked.

I’ve never met a high achiever that prefers to let OTHERS make a decision (especially negative ones) behind close doors vs. having a seat at the table.

There is one obvious solution I’m leaving out:

Expand your options, find alternatives.  Translation?  Find another job.  That is intentional.  Most people don’t analyze the root cause of what gets them on “E.”  Or some do, but they never confront the situation with their Employer, for whatever reason.  Lets say you jump to a search and find another job, great, Congrats!  How long will it be before that tank finds itself on “E” again?  The answer is not “IF”, it’s “WHEN.”  What’s the solution going to be then?

Working towards Excellence is not an easy road.

Business is a CONTACT SPORT.  There’s no shame in having your Hustle tank fall to “E.”  The only shame is not figuring out why, than developing an action plan to fix it.

Good luck, and I’d love to hear YOUR thoughts on how you refill an empty tank….drop a comment below!

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Your First 90 Days & The Only School That Matters

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The first 90 days on a new job are probably the most critical for ANYONE.  It’s a time when you are confronted with so many new things….

  • New Colleagues:  Establishing sound relationships, remembering names, knowing who the key opinion leaders are

  • The Culture:  One of the critical components.  Here’s a primer.

  • The business model of the company:  How they generate money and improve over time

  • External stakeholders of the business:  Customers, suppliers, investors

And of course, your JOB.  What you were hired to do.

It brings me to the critical question:

Who’s the #1 person in charge of training a new employee?

  • The direct manager?
  • The “training” manager?
  • The peers of the new employee?
  • All of the above?
  • None of the above?

If I answer as the leader of a company, I probably lean towards “All of the above.”

If I’m giving practical advice to 99% of the world?  NONE OF THE ABOVE.

The person in charge of successfully on-boarding a new employee, is the NEW EMPLOYEE.  The person in the mirror is the one in charge.  The one with the most at stake.  The one that has the most to learn, and if they don’t learn it, they will not survive.

The stakes are even higher, if that person…

  • Has > 5 years of experience.  Companies hire for experience for a simple reason:  Most are not good at training, and they are paying for the accelerated ramp up experience SHOULD provide, but often does not.  The more experience, the > the expectations.  
  • Is working for a person (direct manager) that may fall into one of my favorite institutions:  The Old School.

Everyone has a different definition of what it means to be Old School, but most agree on the general characteristics.  Fact is, put a new employee reporting to an Old School manager, and that new employee better get used to the person in the mirror being in charge.  Why?

The Old School Leader tends to gain their satisfaction from:

  • Results, not pedigrees.

  • Sincere effort.  Blood.  Sweat.  Tears.  Paying your dues.  Action > Talk.

  • In short, the Old School Leaders almost always has Dirt Under Their Nails.  They wear it as a badge of honor.   They believe in leaving it all on the field.  Hustle mandatory, not optional.

Want to find a surefire way to UN-successfully fail on your first 90 days?  Come off acting like a robot, a stuffed shirt, a business wonk, a theorist.  Don’t get your hands dirty.  Don’t show the effort beyond normal working hours.

Imagine this:  A new employee enters the following scenario (extremely common by the way)

  • The company is not “sexy,” but it’s manufacturing, one of the pillars of our great economy.  Margins are measured by pennies on the $.
  • The key people all have 10+ years of great experience building that company.  They are successful BECAUSE of these very people.
  • They are all generally “Old School.”

What’s the recipe for failure?

  • Work normal business hours.  Remember, we are dealing with Old School.

  • Don’t ask questions.

  • Don’t offer to help people swamped.

  • Don’t get your hands dirty in the ugliest, un-sexiest assignments.

  • Most important:  Don’t build trust.  Break commitments.  Don’t “Do what you say you will do.”

Common sense?  You bet.  Broken often?  ABSOLUTELY.

If you were to analyze why most new hires do not make it, I bet the root cause is simple:  There’s a tendency for the new employee to not count on the most important person to get it done:  The person in the mirror.

Most of the time, where and IF a person went to college doesn’t matter.  But everyone has gone to school.  If you are starting a job and those people are from the Old School, strap yourself in.  Be humble.  And be prepared to garner respect the old fashion way:  Earning it.  

 

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Reflections on Non-Profit Leadership: #Icebucketchallenge

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Like many people, I am amazed at the viral social media success of the ALS #Icebucket challenge fundraising effort. According to the ALSA.org website, donations have reached $62.5mm as of 8/23/14.  It seems impossible to visit Facebook without seeing a video of somebody taking the challenge.  I can’t think of a better example of the NEW SCHOOL doing good things for a worthy charity.

As a former board member of the Down Syndrome Association of Memphis/Mid-South (DSAM), it brought back many memories of 6+ great years of non-profit service.

Every year in October, the DSAM held their annual “Step up for Down Syndrome” fundraising walk.  To say that it was a labor of love put it mildly.  Some rough numbers:

  • Well over 3,500 people attended
  • Nearly as many King Cotton Hot Dogs were consumed!
    • Monogram Foods (parent company of King Cotton) was always a fantastic supporter, and I was proud to call Monogram home for 8+ years
  • The number of volunteers that touched this event went well north of 50.  From high school kids looking to earn volunteer credit, to moms, grandparents and staff members that worked long hours with selfless dedication to the cause.  Ever try throwing a party for 3,500 plus people?   Not easy.  Which brings me to my next point.

Many of my fellow MALE board members would often joke about the weekend preparations leading up to the event.  Lots of physical activity took place, and plenty of sore muscles lasted for a few days.

The joke among my guy counterparts?  The role of the female staff leadership vs. the male board members organizing the event:

“To pull this off, what we need are strong backs and weak minds!”  

The guys on the board all joked about this.  Call this the Old School summary of our role helping out for the event.

These are guys that all had some type of managerial full time job, many with large and growing companies.  Suspending ego, playing a support vs leadership role is not exactly in our DNA.  But it was needed for success.

We’ve all heard the expression about too many chefs in the kitchen.  Organizations, whether striving to make a profit or striving to fulfill a service mission without one, need a mix of strong minds writing the playbook, and strong and dedicated people delivering it.  Neither is more important and without each other working together the mission won’t be achieved.

After fulfilling my #Icebucketchallenge, I looked back fondly on not just my years of service to a great non-profit, but the staff leadership I was lucky to get to know.  They were all talented, dedicated and driven.  I was happy, (at least on the weekend of the event), to value my back over my mind.

I hope with all the success of the Ice Bucket Challenge, there can be a few leaders (or aspiring leaders) that are inspired to give back something more important than their money to any cause that hits home:  Their time.  Their talent.  Their energy.

When people make that choice to serve, they will almost definitely be blessed like I was.  They will meet those talents that personify the word HUSTLE.  

Their talent enriches the lives of the people they serve.

I couldn’t imagine better people to surround myself with, and hope others do as well.  

  

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