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8 Ways to Be an Intentional Leader

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“No one sets out to intentionally be the ‘worst boss,’ but no one becomes the ‘best boss’ unless they are intentional.”

–J. Morgan, friend of 3×5 Leadership

Being an intentional leader and consistently deliberate in our approaches have become key to the few critical bedrock principles of effective leadership through more than a decade of pursuing my passion for leadership and developing other leaders. Intentional leaders who are deliberate in their approaches take ownership for their responsibilities and their team, are thoughtful in how they act and why, are careful in their decisions, remain considerate of the impacts they have, and ultimately are incredibly caring for those placed in their charge. As our friend, J. Morgan, asserts above, we cannot be the ‘best boss’ or the outstanding leader that people deserve without a consistent commitment to being intentional.More

The Organizational Clarity Series_Part 4_3x5 Leadership

The Organizational Clarity Series, Part 4 – Communicating What’s Essential Always in All Ways

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This is part 4 of The Organizational Clarity Series. We encourage you to start with an introduction to the idea in part 1, HERE.

“Leadership requires two things: A vision of the world that does not exist yet and the ability to communicate it.” ─Simon Sinek, Start with Why

How many attempts does it take to break a bad habit? Or to start a new one? Or how many times must we interact (read, write, recite, etc.) with new information to remember and internalize it?

Once we’ve gone through the important labor of creating and clarifying our team’s essential core, we unfortunately see so many leaders merely publish it to their team in some isolated, grand reveal. They may publish it through a speech, memo, email, or something. They may hang it on a poster or paint it on their team’s work area wall. But then that’s it; it ends after that “grand” reveal and introduction. The issue is, though, that no one’s mind was ever changed by a single speech, lecture, email, or memo. They certainly won’t remember it after just one either. As the opening questions allude to, this requires repetition.

It takes us a comparatively short amount of time to cultivate our team’s core and then clarify it. It may take you and select leaders within your organization a few days, weeks, or even months. But once codified, we must now enter the long journey of sustaining that core – for years and years.

Leaders create and clarify the team’s essential core. But, once established, they must anchor it every day by communicating it in a variety of ways to make it relevant and, in fact, essential. The role of leader is synonymous with “Chief Reminding Officer” – reinforcing to everyone on the team who we are, what we do, and why we do it…always and in all ways. More

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The Organizational Clarity Series, Part 3 – Clarifying Our Essential Core

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This is part 3 of The Organizational Clarity Series. We encourage you to start with an introduction to the idea in part 1, HERE.

“If you can’t talk freely with the most junior members of your organization, then you’ve lost touch.” ―Jim Mattis, Call Sign Chaos

We’ve finally labored with our leadership team in creating our essential core as discussed in part 2 – great! Now what? Well, now we need to validate this core by clarifying it.More

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The Organizational Clarity Series, Part 2 – Creating Our Essential Core

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This is part 2 of The Organizational Clarity Series. We encourage you to start with an introduction to the idea in part 1, HERE.

“The only truly reliable source of stability is a strong inner core and the willingness to change and adapt everything except that core.” ―Jim Collins, Built to Last

Striving for excellence is not the same thing as merely avoiding failure. All too often, our teams and organizations spend too much effort on avoiding failure, reacting to changing circumstances, simply managing the day-to-day minutia of routine and urgent work. These are not the reasons we were inspired to join our organization in the first place.

Contrary to what we are so used to seeing, we should not first respond to our changing environment by asking, “How should we change?” Instead, we must default to the questions of, “Why do we exist and what do we stand for?” These are the ideals that give us purpose and direction, regardless of circumstances, and should rarely change (if ever).

To enable our organizations to actually know why we exist and what we stand for, leaders must create clarity around those ideas; we must codify our organization’s essential core. This is the first of three steps in creating organizational clarity. In this part of the series, we explore what an organizational “core” is, why it’s important to define, and how we can approach creating it for our team.More

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The Organizational Clarity Series, Part 1 – It’s Time We Admit We Have a Problem

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Imagine a scenario where you take over as the new leader of a team and you work to define the essential core of your team though a well-crafted vision and mission statement. You put considerable effort into formulating these ideas, being highly selective about the message and language. After creating, publishing, and displaying this new core of your team, a senior leader from your larger organization comes to visit your team. During the visit, they see your posted vision and mission and ask one of your direct reports – an upper-level manager on your team who helped create those statements – about it…and the person cannot remember the statements. They can’t recite or describe the statements themselves, or even articulate some of the key words or themes from them. Yikes! I’m sure both you and the senior leader are now questioning what impact these statements are even having on your team.

Unfortunately, we experienced this exact scenario last week as an observing third party. The team’s leader certainly understood he had a leadership challenge.More

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Shared Leadership Series: Developing and Diagnosing Your Team

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This is the 4th and final part of the Shared Leadership Series.

Patrick Lencioni states in his book, Overcoming the Five Dysfunctions of a Team, that teamwork comes down to courage and persistence. Both are required to enact the things explored in this series as we build and lead effective teams; doing so is incredibly hard, often emotional, and always takes a lot of time. But teamwork remains one of the most sustainable competitive advantages that have been largely untapped in organizations. Lencioni asserts that “as difficult as teamwork is to measure and achieve, its power cannot be denied. When people come together and set aside their individual needs for the good of the whole, they can accomplish what might have looked impossible on paper.”

Through this series, we’ve addressed several important aspects of team development and performance ranging from being clear on a team’s outcomes, to psychological safety, and team cohesion and use of power. If you have not checked out the previous parts of this Shared Leadership Series, I encourage you to start with part 1 here.

Now, I want to end the series by packaging the different topics of shared leadership and team effectiveness into a singular, coherent model to help us better analyze and implement these ideas within our own teams. The GRPI Model of team development, originally offered by Richard Beckhard in 1972, is a great way to mentally organize important aspects of our teams’ development and performance.More

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Shared Leadership Series: Important Team Dynamics for Leaders’ Attention

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If we require a sense of “shared leadership” among a team of people to be effective leaders in the 21st century, as argued in part 1 of this series, it is necessary to develop and grow our team for improved performance, member satisfaction, and to ultimately ensure team viability. In line with Peter Drucker’s famed quote that “culture eats strategy for breakfast,” the first aspect that leaders must target is the team’s culture. In the previous part (part 2) of this series, we addressed three critical team culture artifacts that leaders must emphasize for team development: psychological safety, high learning orientation, and perceptions of organizational justice.

Complete team success relies on three essential outcomes: team performance, member satisfaction, and team viability. All three rely on effective and efficient interactions between team members as they accomplish their mission and day-to-day tasks. Formally, this is referred to team dynamics. As we can see in our own lives, different personalities and ways of doing business among members can impact the team’s ability to accomplish its mission and tasks; gossip and drama are often clear signs of the damaging effects of poor team dynamics. It’s important to improve a team’s dynamics and the processes it uses to do work. I believe leaders should focus on three important aspects of their team’s dynamics: team cohesion; the use and balance of power, authority, and influence; and ensuring that team and individual member purpose, shared values, and goals are clear and consistently communicated. More

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Goals In Lieu of Vision: A Practical Exercise in Developing a Purposeful Organization

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By Zach Mierva

Recently I was fortunate enough to guide nine cadet companies in developing goals for their organization at the United States Military Academy (USMA), where I currently work. After observing two semesters of failed attempts at mission and vision inculcation, I opted to change the script on how cadets create priorities for their organization to lead deliberately purposeful organizations rather than a group of people who happen to live and work near each other. Working alongside the incoming cadet commanders and first sergeants, flanked with a seasoned TAC NCO (Tactical Non-Commissioned Officer acting as a company First Sergeant) and former USMA cadet leadership, I watched as these future leaders transformed their lofty concepts into tangible steps to improve their formations by leveraging the art and science of creating purpose, direction, and motivation. I found the exercise incredibly impactful as a tool that I believe should be in a leader’s kit bag for future use within any level of an organization and in any industry.More

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Defining a Purpose and a Dream: The New 3×5 Leadership Vision & Goals

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Why does 3×5 Leadership exist? While you read this post, I encourage you to think of a similar question in the back of your mind: “why does my organization or group exist?” While establishing the blog’s own new vision and goals, this post also addresses ways you can put these ideas into action in your own lives.

Organizational vision statements and goals (as well as shared values) are important aspirational components that create meaning and purpose for “stakeholders.” 3×5 Leadership stakeholders, for example, are the committed readers who carve out their time to read the blog’s content. These statements (vision, goals, values) also serve to help people understand why the organization exists, how it intends to make a difference in the world, and what the important beliefs are that drive and connect the people within and external to the organization.

So, why does 3×5 Leadership exist? Here is the new 2018 inspiring vision and intended goals for the blog.More