- Turn it off, then on. For computers try a restart, then hard reboot.
- Rap it sharply with the heel of your hand or the heel of your boot (brogan maintenance)
[I know, we are talking about repair and not maintenance] - Unplug it and replug it
- Take it apart and reassemble it. Discard remaining parts.
- Use outside repair [store, manufacturer, or on-site repairman.]
- Read the instructions.
Journal, lists, links, philosophy, but mostly just good stuff I have found on the web
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About Me
Thursday, November 19, 2009
Generic Repair Process
Friday, November 06, 2009
Words I can't remember.
2. Amanesis: An oral history, given by a patient to his doctor. Heteroanamnesis is an oral history given by someone other than the patient. The process is outlined in a Wikipedia article.
Monday, October 19, 2009
Shortage of Short Greeks Ruining Us
The Chicago Daily News published this column on Dec. 5, year unknown.
This is classic, found all over the Internet. I found it here.
The moment we sat down for lunch, I knew it was a mistake. It was one of those cute new yuppie-poo restaurants with ferns and a menu that listed calories.
I knew it was an even bigger mistake when five minutes passed before the busboy dropped the silverware and napkins in front of us.
About 10 minutes later, I snared a waitress as she was hurrying by and asked: "Is there any chance we can see a menu?"
"I'm so sorry," she said. "We're short-handed. One of the girls didn't show up today."
When she finally brought the food it wasn't what I had ordered.
"There are some problems in the kitchen," she said. "We have a new cook."
"Never mind," I said. "I'll eat it, whatever it is. But what about the beer?
"Oh, I forgot, you wanted a beer," she said. The beer arrived just in time to wash down the last bite of the sandwich.
When she brought the check, which was wrong because she charged me for what I ordered instead of what I got, I asked: "Who runs this place?"
"The manager?" she said. "He's in the end booth having lunch."
On the way out, I stopped at the manager's booth. He was a yuppie in a business suit. He and a clone were leisurely sipping their coffee and looking at a computer print-out.
"Nice place you have here," I lied. "Do you own it?"
The young man shook his head. It was owned by one of those big corporations that operates restaurants in far-flung office buildings and health clubs.
He also proudly told me that he had recently left college with a degree in restaurant and hotel management.
That explained it all. His waitresses were short-handed, his cook was goofing up the orders, the customers were fuming, and what was he doing?
He was having lunch. Or, as he'd probably say, he was doing lunch.
I don't want to be an alarmist, but when this nation collapses, he and those like him will be the cause.
First, we had the MBA - especially the Harvard MBA - who came along after World War II and took over American industry. With his bottom-line approach, the MBA did such a brilliant job that the Japanese might soon buy the whole country and evict us.
But we're told not to worry. Now that we don't manufacture as much as we used to, we'll be saved by the growing service industry.
The problem is that the service industry is being taken over by people like the restaurant manager and his corporation. They go to college and study service. Then they install computers programmed for service. And they have meetings and look at service charts and graphs and talk about service.
But what they don't do is provide service. That's because they are not short Greeks.
You probably wonder what that means. I'll explain.
If that corporation expects the restaurant to succeed, it should fire the young restaurant-hotel degree holder. Or demote him to cleaning washrooms.
It should then go to my friend Sam Sianis, who owns Billy Goat's Tavern, and say: "Do you know a short Greek that wants to manage a restaurant?"
Sam will say: "Shoo. I send you one my cousins. Jus' got here from the old country."
Then he'd go to Greek Town and tell his cousin, who works as a waiter, that his big chance had come.
When the next lunch hour rolled around, and a waitress failed to show up for work, Sam's cousin would not sit down to do lunch. He would put on an apron and wait tables himself.
If the cook goofed up orders, Sam's cousin would go into the kitchen, pick up a cleaver, and say, "You want I keel you?"
He wouldn't know how to read a computer printout, but he'd get drinks in the glasses, food on the table, and money in the cash register.
That simple approach is why restaurants run by short Greeks stay in business and make money. And why restaurants that are run by corporations and managed by young men who are educated beyond their intelligence come and go. And mostly go.
So if you are ever approached by a stockbroker who wants to sell you shares in any of the giant service corporations, tell him not to bother showing you the annual report. Just ask him one question.
"Is it run by short Greeks?"
If he says no, leave your money under the mattress.
Saturday, October 17, 2009
How to Improve Your Vision in Five Easy Steps
Matthew E. May (In Pursuit of Elegance) found here.
Sep 22, 2009 -
In my previous post, The Art of Visual Thinking, I told the story of how Kerry Morrison catalyzed the renewal of Hollywood underway through her ability to paint a vivid picture of the present and the desired future. In this companion piece, I explain how to hone the visualization skills of your team with a practical exercise.The first part of the activity is a “heads up” that draws out the dream of the team. The second part of the meeting is “sleeves up,” to focus energy on a real world strategy that achieves the dream. The exercise is designed to be fast-paced, highly interactive, and visually oriented. Here’s how it works:
- Hammer out a vision: Our Company R.I.P. (forty-five minutes) The goal of this activity is to get to the big picture and bring the future to the present so that it can be addressed. The traditional approach is to write a success story for the media as if it were some number of years or months in the future. But a better way, albeit unconventional, is to draft a detailed corporate obituary.
This is what Kerry Morrison did in her interview since Hollywood already was dead at the time. The outcome is a much more realistic and vivid picture of perfection, but in exact reverse. What would the article say about your organization’s demise? What would the headline read? - Remove obstacles. (forty-five minutes) Understanding what the goal or vision isn’t is often more important than understanding what it is because this process outlines the restraints and obstacles. The reality is that restraints always rule. For most people, painting the disaster scene provides more accessible mental images because they’ve seen these situations before. When the roadblocks appear in the future, they are more easily recognized and effectively addressed.
To do this, make a master list of all the items identified in the obituary—the company “killers.” To the right of each deadly factor, list the countermeasure. What is the opposite of the ailment? How will each obstacle be overcome or avoided? These now become the critical success factors that form the framework of the future vision. - Set goals. (thirty minutes) For each success factor, list a key objective or measurable goal. Use the list you just developed to spark a discussion of the major goals. Combine ideas, wordsmith, refine, remove—whatever is needed to arrive at what the group agrees is a comprehensive list of goals incorporating all the critical ideas from the visioning exercise.
- Prioritize. (thirty minutes) There’s nothing sophisticated here: have each individual write down what they believe are the three most important goals. Then go down the list and ask for a show of hands indicating how many chose each item as the number-one priority. Tally the votes to identify the top five.
- Form projects. (thirty minutes) Now turn the top five priorities into key projects, assign a champion, and put thought into who does what by when. Don’t make this exhaustive and detailed logistics planning, but rather high-level action planning.
Matthew E. May is the author of In Pursuit of Elegance: Why the Best Ideas Have Something Missing, and blogs here. You can follow him on Twitter here.
Tuesday, October 13, 2009
Grant Writing Tips
Notes from a Federal Reviewer as found in a Grantstation article.
by Sandra Jewell, Grant Writing Consultant and Writer
The Objective (Peer) Review
"The applications have arrived and the objective review begins."
The central procedure in the federal funding cycle is the objective, or peer, review, which is carefully, legally, designed to maintain the integrity of the decision making process.
Before the peer review panel meets, non-voting (technical) reviewers from the branch sponsoring the RFA vet each application to ensure its compliance with the goals of the branch.
Because objective review is so crucial to the ethical strength of the process, the peer reviewers who score the application are never from the branch soliciting the proposal because the likely applicants are generally constituents of that branch, sometimes known personally to branch staff.
The grant writer would do well to remember that funding decisions rest largely in the hands of reviewers who almost certainly have no direct experience with the subject area.
There are other important issues to remember when replying to an RFA:
First, no one is ever hired by an agency specifically to review grant applications. Reviewers take time away from their day jobs, usually in other parts of the agency, to do this as a service to the soliciting branch. They also know that their branch will need reviewers for their own RFAs.
The reviewer is often given three to five applications to evaluate within a brief time frame. Before the review panel meets, s/he first must invest the considerable effort needed to get up to speed with a new subject area and with the needs of the funding branch as documented in the RFA and any supporting materials. The next step is to read and score the applications, each of which can easily require a full day, and then to spend one or more days participating on the panel.
The entire review process is a massive investment of time and emotional energy and can leave reviewers bleary eyed.
It’s been said that half of all grant applications are poorly written, which may be an underestimate. And to be honest, almost all applications make for tedious reading for reviewers who, as mentioned earlier, are rarely more than temporarily and peripherally involved in the subject.
There are several strategies to consider when developing a response to an RFA that will reinvigorate a reviewer:
First, to help ensure that a proposal ends up in the fundable range, which will generally be well above 90 points on a scale to 100, present a great, new, idea. Reviewers love to have the possibility of helping along a creative and significant initiative.
Although grant writers may have little control over the proposed project, they have considerable control over something equally essential: its presentation. If a grant writer can create an application that is professional, well written, and responsive without being terminally colorless, reviewers will be grateful. More important, they’ll pay attention.
Here are a few more suggestions:
Many requirements are included in an RFA but one of the most crucial is unwritten: Responders must convince the reviewer that the proposal is important. Every word in the application should be strictly, concisely, targeted to that goal. That means that the writer should diligently avoid unexplained assumptions and field-specific jargon.
Conversely, there is no point in over explaining anything that is common knowledge. Reviewers may regard too much irrelevant verbiage as a loss of focus within the proposal and, worse, have their own attentiveness derailed by insignificant details.
No matter how good the idea, it’s not going to sell itself. So, right up front in the beginning paragraphs of the narrative, tell the reader why this proposal is worth doing. Never assume that the reviewer knows or will spend extra time filling in gaps that should be part of the presentation. If applicable, spell out what is known, what is unknown, and where the proposed activities fit. Bring the reviewer up to speed at the start or risk the possibility of permanently losing traction.
Don’t underestimate the potential for confounding the reviewer in the dozens of pages of detail that comprise the usual application. Eliminate cross references that require diversions to another part of the proposal and, where feasible, include an abstract-type summary of each section.
Applications that do well are concise and clear. They flow. They have none of the confusing juxtapositions and inconsistencies that so often baffle and frustrate reviewers. They tell why the project activities are needed, what the applicant expects to achieve, and the methods that will be used. They explain how their progress will be assessed and what happens if and when federal funding ends. Depending on the RFA and agency goals, reviewers often expect funded proposals to be eventually self sustaining.
The application should be internally consistent. Nothing is quite as unmistakable, or as jarring, as an application put together by a number of writers with different writing styles. To get the money in cases like this, someone must do the editing.
In terms of style, another extreme is the application transparently created by a coolly disinterested, professional grant writer. Occasionally an application is so slick it reads as though it was untouched by human hands, sort of like a house decorated by Holiday Inn. Proposals that sound as though humans are only an after thought rarely do well in the review process.
Tuesday, September 29, 2009
Where Have All The Leaders Gone?
Lee Iacocca Says:
'Am I the only guy in this country who's fed up with what's happening? Where the heck is our outrage? We should be screaming bloody murder! We've got a gang of clueless bozos steering our ship of state right over a cliff, we've got corporate gangsters stealing us blind, and we can't even clean up after a hurricane much less build a hybrid car. But instead of getting mad, everyone sits around and nods their heads when the politicians say, 'Stay the course..'
Stay the course? You've got to be kidding. This is America , not the dang, 'Titanic'. I'll give you a sound bite: 'Throw all the bums out!'
You might think I'm getting senile, that I've gone off my rocker, and maybe I have. But someone has to speak up. I hardly recognize this country anymore..
The most famous business leaders are not the innovators but the guys in handcuffs.. While we're fiddling in Iraq , the Middle East is burning and nobody seems to know what to do. And the press is waving 'pom-poms' instead of asking hard questions. That's not the promise of the ' America ' my parents and yours traveled across the ocean for. I've had enough. How about you?
I'll go a step further. You can't call yourself a patriot if you're not outraged. This is a fight I'm ready and willing to have. The Biggest 'C' is Crisis! (Iacocca elaborates on nine C's of leadership, with crisis being the first.)
Leaders are made, not born. Leadership is forged in times of crisis. It's easy to sit there with your feet up on the desk and talk theory. Or send someone else's kids off to war when you've never seen a battlefield yourself. It's another thing to lead when your world comes tumbling down.
On September 11, 2001, we needed a strong leader more than any other time in our history. We needed a steady hand to guide us out of the ashes. A hell of a mess, so here's where we stand.
We're immersed in a bloody war with no plan for winning and no plan for leaving.
We're running the biggest deficit in the history of the country.
We're losing the manufacturing edge to Asia , while our once-great companies are getting slaughtered by health care costs.
Gas prices are skyrocketing, and nobody in power has a coherent energy policy. Our schools are in trouble.
Our borders are like sieves.
The middle class is being squeezed every which way.
These are times that cry out for leadership.
But when you look around, you've got to ask: 'Where have all the leaders gone?' Where are the curious, creative communicators? Where are the people of character, courage, conviction, omnipotence, and common sense? I may be a sucker for alliteration, but I think you get the point.
Name me a leader who has a better idea for homeland security than making us take off our shoes in airports and throw away our shampoo?
We've spent billions of dollars building a huge new bureaucracy, and all we know how to do is react to things that have already happened.
Name me one leader who emerged from the crisis of Hurricane Katrina. Congress has yet to spend a single day evaluating the response to the hurricane or demanding accountability for the decisions that were made in the crucial hours after the storm.
Everyone's hunkering down, fingers crossed, hoping it doesn't happen again. Now, that's just crazy. Storms happen.. Deal with it. Make a plan. Figure out what you're going to do the next time.
Name me an industry leader who is thinking creatively about how we can restore our competitive edge in manufacturing. Who would have believed that there could ever be a time when 'The Big Three' referred to Japanese car companies? How did this happen, and more important, what are we going to do about it?
Name me a government leader who can articulate a plan for paying down the debit, or solving the energy crisis, or managing the health care problem. The silence is deafening. But these are the crises that are eating away at our country and milking the middle class dry.
I have news for the gang in Congress. We didn't elect you to sit on your asses and do nothing and remain silent while our democracy is being hijacked and our greatness is being replaced with mediocrity. What is everybody so afraid of? That some bonehead on NBC news or CNN news will call them a name? Give me a break. Why don't you guys show some spine for a change?
Had Enough? Hey, I'm not trying to be the voice of gloom and doom here. I'm trying to light a fire. I'm speaking out because I have hope - I believe in America . In my lifetime, I've had the privilege of living through some of America 's greatest moments. I've also experienced some of our worst crises: The 'Great Depression,' 'World War II,' the 'Korean War,' the 'Kennedy Assassination,' the 'Vietnam War,' the 1970's oil crisis, and the struggles of recent years culminating with 9/11.
If I've learned one thing, it's this: 'You don't get anywhere by standing on the sidelines waiting for somebody else to take action. Whether it's building a better car or building a better future for our children, we all have a role to play. That's the challenge I'm raising in this book. It's a "Call to Action" for people who, like me, believe in America '. It's not too late, but it's getting pretty close. So let's shake off the crap and go to work. Let's tell 'em all we've had 'enough.'
Make your own contribution by sending this to everyone you know and care about. It's our country, folks, and it's our future. Our future is at stake!!
Thursday, September 17, 2009
Perry Noble: I Principles for Leading a Team
I recently sat down with all of our worship leaders here at NewSpring Church for two hours…it was seriously an amazing series of conversations.
At one point, Lee McDerment, our worship leader at the Anderson campus asked me, “What are some things all of us need to keep in mind as we lead teams.” I gave a decent answer … but after I got back to my office I began to write my thoughts down … and here are eight things I believe that every leader needs to keep in mind when leading a team.
#1 – You will never effectively motivate someone with feelings of guilt
I’ve made that mistake as a leader before, thinking if I could just get someone to feel bad they would do a better job … WRONG! No one has ever brought about significant change in the world because guilt propelled them to do so. AND … if a leader finds himself always motivating by guilt … he will also soon find himself without anyone to lead. NO ONE likes going on a guilt trip.
#2 – People don’t respond to need – they respond to vision
When a leader talks about a need, some people will respond. BUT, when a leader can cast a compelling vision about what SHOULD BE – and with God’s grace and our participation, WOULD BE – CHANGE HAPPENS! Many times a team leader will drift off course – NOT because they are lazy and/or pathetic, but because maybe they have forgotten why they do what they do – and a shot of vision will cure that every time.
#3 – A person cannot be held accountable for unspoken expectations
Another mistake I’ve made in the past as a leader is assuming people could read my mind and so when they didn’t do what I thought should have been done I would get angry with them. After some very confusing looks and some really tough conversations I began to realize that I was expecting things out of people that I hadn’t clearly explained! Our job as leaders is to give clear, realistic expectations and then resource the people to make those things happen.
#4 – Keep short accounts
The Bible says in Ephesians 4:26-27 that we are to not let the sun go down on us while we are angry. In other words, we should act with URGENCY when it comes to conflict among the teams we lead. Unresolved conflict is like cancer that begins to eat away at the body. It must be dealt with OR its destruction will bring about death. Many leaders RUN FROM conflict because it is uncomfortable, but I’ve learned the hard way that we must embrace a little discomfort now or A LOT of it in the future!
#5 – Don’t be afraid to set high standards
One of the problems I’ve discovered when it comes to leadership in the Church is that some people are perfectly fine with setting the bar of excellence really low ... and then allowing the people they lead to crawl under it. I know leaders who literally fear that if they set high standards that people will get offended. However, the thing I’ve learned around here at NewSpring is if we DON’T set high standards people do not feel challenged … which leads to boredom! (BTW … I said “high standards,” not “unrealistic ones!”)
#6 – Beware of the all-star
One of the things that cripples any team is when it has an all star who believes ministry simply cannot take place without them. And when a leader begins to believe that about an individual on the team then they will often fear what might happen if the all-star left rather than what would happen if the presence of God left!!! Every “star player” who truly has an intimate walk with God understands that it’s the TEAMWORK that makes the DREAMWORK – period.
#7 – Each team member is a human being
The leader who views the team he leads as people who are assembled to do what he wants them to do – and that’s it – sucks as a leader! A leader MUST care about the people he leads and NOT just the tasks they perform. If a team member sees themselves as merely a tool in the leaders hand rather than a valued team member … they will soon be looking to join another team.
#8 – Ask questions
One of the biggest mistakes a leader can make is assuming that they have to have the answer to every question that comes their way. (BTW … NO leader is that good!) One of the things I am realizing more and more is how incredibly gifted and talented the people around me are … and over the past several years I’ve asked this question in so many meetings when someone presents an issue to me, “So, what do you think we should do?” Often times the person already has the solution planned out … which saves me (and everyone else on the team) all kinds of time and energy! The reason God blesses a leader with a team is so that leader can harness the collective wisdom of everyone involved and make the best decision.
Besides … people ARE going to share their opinion somewhere … a leader might as well be the first to hear it … because it can save a lot of problems in the future.
One more thing … the only reasons a leader might not ask questions is because he is insecure (thinks doing so will show weakness), full of pride (thinks he is better than everyone else) or fear (because he knows the answer he is going to hear from the team is the right one – but not the one he prefers!)
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Tuesday, September 15, 2009
Chapter Summary Excerpts from If God Is Good..
SECTION ONE
Chapter One: Why is the Problem of Evil and Suffering So Important?
More people point to the problem of evil and suffering as their reason for not believing in God than any other—it is not merely a problem, it is the problem. You will not get far in a conversation with someone who rejects the Christian faith before the problem of evil is raised. Pulled out like the ultimate trump card, it’s supposed to silence believers and prove that the all-good and all-powerful God of the Bible doesn’t exist.
Chapter Two: What is the Problem of Evil and Suffering?
Chapter Three: What is Evil and How Does it Differ from Suffering?
Chapter Four: What are Some Possible Responses to the Problem of Evil and Suffering?
Chapter Five: A Closer Look at Central Issues in the Problem of Evil
SECTION TWO
Chapter Six: Evil’s Entry into the Universe: A Rebellion of Angels
Chapter Seven: Humanity’s Evil and the Suffering it Has Caused
Chapter Eight: Inherited Sin and Our Sin Nature
Chapter Nine: A Deeper Consideration of What Our Sin Nature Does and Doesn’t Mean
Chapter Ten: Natural Disasters: Creation Under the Curse of Human Evil
SECTION THREE
Chapter Eleven: A Case Study: Bart Ehrman, a “Christian” Who Lost His Faith
Chapter Twelve: Non-Theistic Worldviews Lack a Substantial Basis for Condemning Evil
Chapter Thirteen: The Unbeliever’s Problem of Goodness
Chapter Fourteen: The Unbeliever’s Problem of Extreme Evil
SECTION FOUR
Chapter Fifteen: Is God’s Limited Power a Solution?
Chapter Sixteen: Is God’s Limited Knowledge a Solution?
Chapter Seventeen: Is God’s Limited Goodness a Solution?
Chapter Eighteen: Is God’s Limited Love a Solution?
SECTION FIVE
Chapter Nineteen: Evil and Suffering as Seen in Scripture’s Redemptive Story
Chapter Twenty: If You Were the Author, How Would You have Written the Story?
Chapter Twenty-one: Jesus: The Only Answer Bigger than the Questions
SECTION SIX
Chapter Twenty-two: God’s Sovereignty and Its Reach
Chapter Twenty-three: “Free Will” and Meaningful Choice
Chapter Twenty-four: This World’s Structure is Necessary for Meaningful Choice
Chapter Twenty-five: Meaningful Human Choice and Divine Sovereignty Working Together
Chapter Twenty-six: Further Thoughts on God’s Sovereignty and Human Will
Chapter Twenty-seven: The God Who Brings Good Out of Bad
SECTION SEVEN
Chapter Twenty-eight: Heaven: Eternal Grace to Unworthy but Grateful Children
Chapter Twenty-nine: Hell: Eternal Sovereign Justice Exacted upon Evildoers
SECTION EIGHT
Chapter Thirty: Why Doesn’t God Do More to Restrain Evil and Suffering?
Chapter Thirty-one: Why Does God Delay Justice?
Chapter Thirty-two: Why Doesn’t God Explain His Reasons?
Chapter Thirty-three: Understanding that God is God and We are Not
SECTION NINE
Chapter Thirty-four: Pain and Suffering in God’s World
Chapter Thirty-five: Apparently Gratuitous Evil and Pointless Suffering
Chapter Thirty-six: How the Health and Wealth Gospel Perverts Our View of Evil and Suffering
SECTION TEN
Chapter Thirty-seven: How God Uses Suffering for His Glory
Chapter Thirty-eight: How God Uses Suffering for Our Sanctification
Chapter Thirty-nine: How God Uses Suffering to Build Our Character
Chapter Forty: Suffering Can Give Birth to Joy, Compassion, and Hope
Chapter Forty-one: God Uses Our Suffering for the Good of Others
SECTION ELEVEN
Chapter Forty-two: Finding God in Suffering
Chapter Forty-three: Finding Help in Dark Times
Chapter Forty-four: Finding Grace to Ease Others’ Suffering and to Endure Our Own
Chapter Forty-five: Discovering Death’s Curse and Blessing
CONCLUSION: Final Thoughts About God, Goodness, Evil and Suffering
Permissions: Feel free to reproduce and distribute any articles written by Randy Alcorn, in part or in whole, in any format, provided that you do not alter the wording in any way or charge a fee beyond the cost of reproduction. It is our desire to spread this information, not protect or restrict it. Please include the following statement on any distributed copy: by Randy Alcorn, Eternal Perspective Ministries, 39085 Pioneer Blvd., Suite 206, Sandy, OR 97055, 503-668-5200, www.epm.org, www.randyalcorn.blogspot.com |
I’m not a pastor, I’m a production supervisor at a large machine tool company and a Coach on my son’s basketball teams.
Team building is a specialty of mine.
A few observations…
Vision isn’t just important, it’s vital.
Developing a vision for a team and effectively communicating it and enrolling the right people into it IS leadership to me.
Set high standards and clear expectations, yes…then hold people accountable to the commitments they make regarding a project. I prefer people to step up for jobs and then own them. And most will push to see if they are going to be held accountable or allowed to slide through assignments.
It’s human nature.
If I’m firm, fair and consistent with following up, the team will keep the momentum.
If not, the project will die.
Treat team members as human beings, ...yes.
To me that means learning about and understanding their strengths and weaknesses. What do they bring to the team and when do I have THEM take the lead? Everybody should feel the heat/thrill of leading meetings, developing ideas, or running a fast break. I need to be able to move the chess pieces around and then step aside and watch them run with the ball. And, if it goes sideways, use that as a teachable moment. Pick them up, dust them off and compassionately walk them through the decisions made and let them see where the mistakes were made and how to correct them.
“What could you have done differently?”
Ask questions?
Absolutely…and then LISTEN attentively.
Your vision should be big enough to allowing some improvisation on the method of getting there.
Agendas are made to be broken.
Go with the flow of ideas that come from your team members and check your ego at the door.
The team is greater than the sum of its parts…and that includes the leader!
You’re really just the facillitator to the process of problem solving.
When teams find their solution and contribute to the process, they get so fired up you may find yourself reigning them back in.
That’s motivation!
That’s what jumped out at me as I read your work.
Hope this finds you well and leading from the heart!
Rick Roman
Comment by Rick Roman - Sep 07, 2009 @ 11:11 A