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We rescued Daisy, our German Shepherd, three and a half years ago.

She found us on the internet at the same time we found her :0)

Daisy positions herself to monitor what’s most important: Nicole’s safety.

During our hikes in the woods, Daisy scans dangerous areas for signs of trouble.

When she’s on one of her five (yes, five) daily walks, Daisy inspects threats and opportunities and ignores less relevant data. Squirrels are her security kryptonite.

She applies her signature at the most important places.

When chasing her orange ball, Daisy maintains a single-minded devotion, crashing through obstacles to reach her goal. 

1. Set your priorities so that you focus time and energy on what’s most important and avoid squirrel distractions.

2. Scan your surroundings by talking with people, professional study, and reading a national and a local newspaper so that you avoid breathing your own exhaust.

3. Watch for indicators on your top three threats and opportunities so that you can manage risk and seize profitable opportunities.

4. Put your signature on decisions so that everyone knows that the most important moves have your buy-in.

5. Keep your eyes on the prize, avoid self-editing and listening to unsolicited advice, and get the support you need to succeed so that you can look back on it all and say, “I gave it my best shot.”

Winterization is the technical term for preparing your home, car, business, or person for extreme cold weather.

My Norwegian friends tell me that there’s no such thing as bad weather, only bad clothing.

Winterization is a set of preventative actions you take so that your pipes don’t burst, your engine doesn’t seize, and you don’t get frostbite.

Corrective and adaptive actions are measures you take when these problems occur. 

You replace the pipes (corrective), repair the damage to your home (adaptive), replace the engine (corrective), or get surgery for a damaged limb (adaptive).

Preventative action is always less expensive than corrective or adaptive action.

Don’t be distracted by the blame-game as Texas politicians and energy officials point fingers. 

The failure to winterize facilities and ensure a reliable power baseload has resulted in a deadly and expensive nightmare for Texans.

You can’t control the weather, pandemics, or many other factors that affect your business.

You can control whether or not you invest in sensible preventative action.

Think of preventative actions in three categories:

Leadership: Investing in your people (and board of directors) so that they make good decisions and inspire people to contribute their best.

Culture: Strengthening your team’s operating system of values and expectations – improving how you work together and serve your customers. 

Strategy: Governing your organization’s purpose and direction and executing a solid game-plan to reach your goals.

Ten years ago, Texas had an energy freeze like it’s experiencing today. 

They failed to take preventative actions afterward.

What preventative actions will you take to protect your business?

Wisconsin winters are bitter cold, which motivates me to wear sweatshirts.

Each one brings unforgettable memories.

I get lots of comments whenever I wear my Marines sweatshirt, as I did on Tuesday. 

I served with some exceptional Marines in Afghanistan, especially those who were advisers to our partnered Afghan Army battalion.

Lieutenant Colonel Ty Edwards was the senior adviser during our last months in Afghanistan in 2008.

The Afghan Army tends to be very top-down. 

This Afghan battalion had a senior NCO who was a mullah from the Nuristani ethnic group. We’ll call him Mohammad.

We had been working hard with the Nuristanis in our area. 

Ty believed that Mohammad could boost our relationships.

The challenge was convincing the lieutenant colonel in charge of the battalion to let Mohammad play an influential role.

Ty asked questions that encouraged the commander to find ways that Mohammad could contribute his best.

The decision was a game-changer. 

The elders embraced Mohammad, asking him to lead prayers before and after each meeting. Their trust grew.

Together, they convinced the leader of a large insurgent group to stop fighting and support the government.

Those elders and former insurgents continue fighting the Taliban today.

Mohammad’s role was instrumental in creating one of the biggest wins in the history of the 20-year war.

Ty invited me to his hooch for cigars on my last evening in Afghanistan and presented me with the Marines sweatshirt.  

A few weeks later, Ty was badly wounded in a firefight as he rallied his Afghan partners. He always led by example.

I visited him several times at Walter Reed as he fought for his life. 

Ty lives in Florida.

The Marines sweatshirt fills me with gratitude for Ty. 

His leadership, courage, toughness, and friendship inspire me to make a difference, to pay it forward.

Thank you, Ty. 

Who are you grateful for?

How does Tom Brady keep on winning?

He surrounds himself with people who help him be his best self.

I’m a lifelong Kansas City Chiefs fan, so I was disappointed in the Super Bowl outcome.

Still, it’s a privilege to watch Tom Brady play.

At age 43, he’s the oldest quarterback ever to win a championship.

He gets the mental, physical, emotional, nutritional, and skill-development support that he needs to stay atop his profession.

Yes, Tom Brady has coaches and advisers.

The best in any profession have people help them do the right things in the right way to shorten the path to success.

Plenty of talented people never reach their potential because they try to lone-wolf-it.

It’s not arrogance, for the most part.

Sometimes it’s a poverty mentality. 

I don’t want to pay for support. I’ll figure it out on my own.

Mostly, though, you lone-wolf-it because you fear that others will see you as weak or damaged. 

Lone-wolfing-it is the fast-track to mediocrity.

It’s the school of hard knocks, and the tuition is costly.

The secret to the success of people like Tom Brady is that they don’t lone-wolf-it.

Surround yourself with people who help you be the best version of yourself.

You might not gain Brady-like stature, but you’ll go farther, rack up more wins, and make a much greater impact on the people and causes that mean the most to you.

Is it ok to lie to your employees if you think it’s for the greater good?

I’m probably an outlier on this issue, but I was distraught when I read in the New York Times and Wall Street Journal that Dr. Anthony Fauci announced that he lied about the pandemic. Twice. At least.

His intentions were noble. 

He wanted to prevent a run on N-95 masks so that medical professionals and caregivers had enough of them first. 

So, he said that wearing masks did not slow the pandemic.

He told us that epidemiological studies on herd immunity were wrong. 

Instead of sixty percent, Fauci said that up to eighty-five percent of Americans needed to be immune to stop the virus.

He admitted to raising the percentage to encourage more Americans to get the vaccine.

Dr. Fauci has performed admirable service for America during the pandemic and there are probably people who are alive today because of his advice.

But he decided to tell some Noble Lies, too.

Plato talked about the Noble Lie in The Republic. He used stories (myths) to explain the unexplainable.

What Fauci did was different. He misrepresented scientific information to manipulate Americans. 

He’s not alone.

The self-appointed permission to tell Noble Lies is why people do not trust leaders and experts.

The belief that you can lie to people for their own good is elitist and condescending. A team falls apart when people lose trust.

Here’s what leaders should do:

1. Tell the truth – no matter how good or bad it might be.

2. Let people know what action you want them to take.

3. Discuss why you are asking them to take action. “We need to do X so that Y and Z.”

Take these three steps, and you will gain respect and get the action you need from your team.

Professional credibility takes a long time to build and only an instant to destroy.

If you want people to respect you as a leader, give them your undivided attention.

Yes, you are busy and have a lot on the plate.

Get over it.

Take these five actions when you are communicating.

Listen to what they say. 

Not just the words, but the emotions and interests behind them.

Paraphrase.

Ask if you understood them correctly.

Look them in the eyes (not creepily or uncomfortably, though!).

See what their body language is telling you.

On a video call, make sure they have eye-level contact with you, too. 

Do not multi-task.

When you do, you are telling someone they are unimportant.

Take action.

Let people know with your deeds that you have heard them.

These five actions build the habit of giving people your full attention.

You earn respect by giving it, first.

Which of these five actions will you work on next?

It was a horrifying and despicable scene, the violent mob egged on by a sitting President, ransacking our Capitol to disrupt the final act of confirming the 2020 election results.

I used to live 6 blocks from the Capitol and briefed members of both Houses. To see those halls damaged was shocking. The loss of life deeply saddens me. I’m troubled by the state of affairs that led to this incident. 

A democracy is only as strong as the willingness of its people to protect it. Americans will need to rise to the occasion. 

The same divisive and intolerant practices that have characterized both sides of the partisan divide will not yield different results. 

Things can get much worse if we let them.

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What are some practical leadership takeaways? 

1. A leader serves everyone on the team.

There’s a difference between a demagogue and a leader. 

A demagogue is one who gains popularity by whipping-up animosities. 

A leader inspires each person to contribute their best to the team’s success.

You’ve met this standard when your most vulnerable employees feel the safety and confidence to contribute their best and most authentic selves.

2. Character counts. 

You don’t have to be perfect. The only people who’ve never erred are the ones who’ve attempted nothing. 

You build character in the arena of life, making mistakes and learning from them.

The person who repeats and doubles-down on awful behavior is one to get off of your team. 

I’ve seen leaders rationalize toxic behavior. “The jerk gets results.”

The chickens always come home to roost – sometimes with the toxic leader present, other times you realize it after the fact. 

Toxic leaders damage people, teams, and institutions.

3. Values matter. 

Don’t handwave your values with feel-good statements. 

Be clear on your standards and expectations. 

Set the right example. Every employee should know what right looks like, and your actions should be the model.

Let people know that violence, bullying, and name-calling are unacceptable, too. 

No matter how self-righteous a person thinks they are, the physical, mental, or emotional abuse of another human being is wrong and damaging. 

Politically-correct bigotry is still bigotry, and it’s not OK.

4. Build bridges, rather than walls.

Right now, your employees—like many Americans—may be bitterly divided along political lines. 

A diverse team with buy-in to a common purpose, shared objectives, and respectful dialogue has resilience.

Belittling or lecturing people who disagree with you is the fast-track to resentment and paralysis.

If you want to get things done, you need to go to the other person’s bus-stop and see the issue from their point of view.

When you can describe their view back to them and get, “that’s exactly right,” you are ready to find solutions to challenging problems.

Empathy is fundamental to gaining buy-in and getting things done.

5. Keep calm and don’t recycle outrage.

In social and broadcast media, outrageous is contagious. 

Peddling outrage undermines civil discourse. 

Competing animosities escalate and eventually explode. 

What is your #1 leadership lesson?

Jeff Marquez authored a 4 part series in Hispanic Executive entitled “The Crisis Life Cycle: Where Are You Looking?” This series of articles covers working through a crisis and where to look to shape success. It can help assess your leadership, culture, and strategy.

Part 1: RAMP: React, Adjust, Manage, Prosper

Part 2: Engage Middle Management, Work On Your Business, Prepare for the New Normal

Part 3: Trust

Part 4: A New Culture Paradigm

John O’Grady recently authored a 3 part series with Forbes Coaches Council on “Cultivating a Culture of Trust.”

Part 1: The Ultimate Competitive Advantage

Part 2: Common Challenges

Part 3: Pragmatic Ways to Overcome Common Challenges

Jeff’s latest article in Hispanic Executive, “Don’t Hide the Tortillas,” introduces a vision for the Hispanic community. “We are diverse. We are strong. And we belong.”

https://hispanicexecutive.com/dont-hide-the-tortillas/