Leading Off-Script: When Rebellion Fuels Effective Leadership

I have seen that there's undeniable value in knowing when leadership steps off the well-trodden path. Sometimes, the most profound impact a leader can make is by challenging conventional wisdom, questioning the status quo, and forging a unique path. This "rebellious" streak, when strategically channeled, can be a powerful catalyst for innovation, change, and ultimately, extraordinary success. Leadership, at its core, is an art, and mastering the ability to lead off-script is a crucial aspect of that artistry. Let's explore the art of strategically rebelling and how to leverage it to achieve remarkable results.

When to Consider a Challenge to the Status Quo

• Stagnant Performance: When existing processes and strategies no longer drive progress and fail to achieve desired, shifting results, it is imperative to initiate change. When momentum stalls or plateaus, the leader needs to inspire and guide their team to become creative and break out of the current mold.

• Missed Opportunities: Leaders should be able to identify untapped potential within their team or emerging market trends being overlooked. In these situations, it is time to disrupt the current mindset and drive change.

• Ethical Concerns: A leader's moral compass is paramount. When faced with decisions that compromise ethical principles, it takes a courageous leader who must stand for what's right, even when it's unpopular.

• Resistance to Innovation: Innovation cannot thrive or grow in a complacent environment. A resolute leader must disrupt the status quo and champion new ideas. They need to challenge the fear of change.

Leading the Rebellion Effectively

• Data-Driven Justification: Strategically challenging the rules cannot be arbitrary. Before initiating disruption, ensure you have the data to support your decisions and direction. Present compelling evidence to demonstrate the need for change. Be ready to address those who will question the data or put up resistance to the recommended adjustments.

• Building Alliances: Success rarely comes from isolation. This is something that needs to be in place over time. Consistently be in the practice of cultivating strong relationships with like-minded leaders and team members. Strength in numbers amplifies your voice and creates momentum.

• Communicating the Vision Compellingly: It is important to articulate your vision for the future with clarity and conviction. Explain why you are suggesting that challenging the status quo is essential, painting a vivid picture of potential benefits.

• Strategic Disobedience: Choose your battles wisely. Be sure that you and your team have established a track record of supporting and encouraging initiatives before challenging established norms.

• Managing Risks: Rebellion involves inherent risks. Anticipate resistance and criticism. Develop strategies to mitigate potential negative impacts.

The Power of Constructive Disruption

• Fostering Innovation: Strategic rebellion creates fertile ground for innovation and experimentation, encouraging teams to explore new ways to accomplish the goals set before them.

• Driving Positive Change: Constructive disruption leads to significant improvements in processes, products, and performance. By challenging outdated practices, you will pave the way for more efficient and effective workflows.

• Empowering Others: Pushing against the status quo empowers others to do the same, cultivating a culture of continuous improvement and innovation.

Leading off-script is not about being contrarian for the sake of it. It's about strategically challenging the status quo to drive positive change and achieve extraordinary results. By leading with courage, conviction, and a data-driven approach, you can inspire your team to embrace innovation, overcome obstacles, and achieve what previously seemed impossible. The most impactful leaders are those who know when to dare to rebel for a greater purpose.

The Value of Trust in Leadership

We navigate a complex landscape of leadership, where influence and direction are paramount. Yet, one element stands as more crucial than others: TRUST. Without it, even the most brilliant strategies and well-intentioned directives are destined to falter. It is impossible to overstate the value of trust; it is the cornerstone of success. Trust is the invisible thread that weaves together effective teams, fosters innovation, and ultimately drives lasting achievement.

I was recently listening to The Jordan B. Peterson podcast, where Dr. Jordan Peterson asserted that “trust is the only true natural resource.” Pause and ponder this thought for a few moments... He proclaims that the ability of humans to cooperate and collaborate is the most essential natural resource and that this ability is entirely dependent on trust.

As leaders, we often find that trust must be extended before it is reciprocated. Today, I aim to delve into the profound value of trust in leadership relationships, exploring why it matters and how it can be cultivated.

Why Trust in Leadership Matters

• Enables Swift and Effective Decision-Making: When trust is established, leaders can rely on accurate information and genuine feedback, enabling timely and informed decisions. Trust eliminates the need for excessive verification and second-guessing.

• Cultivates a Culture of Cooperation: Trust creates an environment where individuals feel safe to work together, sharing knowledge and engaging in mutually beneficial endeavors. This holds true for everything from simple to complex solutions, whether the team is small or large. The spirit of cooperation is crucial for creativity, problem-solving, and a team’s overall well-being.

• Honesty and Reliability is Foundational: Trust minimizes misunderstandings and disputes. If the team cannot trust each member (or their leaders) to honor their words and commitments, cooperation will break down. When team members trust their leader's intentions, they are more likely to approach conflicts constructively and find mutually agreeable solutions.

• Amplifies the Leader's Influence: Trust lends credibility and strengthens the team’s ability to influence each other. When team members trust their leader, they are more receptive to the vision and guidance.

• Drives Accountability and Ownership: When leaders extend trust, it fosters a sense of responsibility and accountability among team members. A trustworthy leader will take ownership of their team’s actions, absorbing blame, guiding the team to create solutions, and giving credit where it’s due. This promotes and encourages team members to take increased ownership of tasks and projects.

• Simplifies Complex Problem-Solving: Trust empowers teams to tackle complex challenges more effectively. When trust exists, team members readily share information, expertise, and perspectives, leading to more comprehensive solutions.

Practical Strategies for Leaders to Cultivate Trust

• Lead by Example: Team members will observe your actions before they heed your words. Demonstrate integrity, honesty, and transparency in your actions and decisions.

• Communicate Openly and Honestly: Share information as fully as feasible and reasonable, explain the reasoning behind decisions, and be clear about your intent.

• Honor Your Commitments: Follow through on your promises and deliver on your commitments. As Thom Shea (retired Navy SEAL) says, “Honor your word.” This won’t always be easy, but do it anyway.

• Listen Actively: Pay close attention to your team members' concerns and feedback, showing that you value their opinions. Be mindful of unspoken concerns, which can also provide valuable insight.

• Empower Your Team: Delegate tasks, give them autonomy, and trust them to make decisions. Recognize that your team members are professionals who possess unique knowledge and perspectives.

• Show Empathy and Compassion: Understand and acknowledge your team members' feelings and perspectives. Be mindful that external factors can impact their productivity, and extend grace.

• Acknowledge and Admit Mistakes: As a leader, it is critical to admit when you're wrong and take responsibility for your actions.

• Give Credit Where Credit Is Due: Be quick to recognize and appreciate your team members' contributions.

• Be Consistent and Fair: Treat all team members with respect and as individuals. Tap into their strengths and provide each with growth opportunities.

• Build Relationships: Invest time in getting to know your team members on a personal level.  

The Ripple Effect of Trust

Trust is not a one-way street. It's a reciprocal relationship that requires ongoing effort and commitment. It starts with leaders, and when team members feel that trust, they will follow suit. When leaders prioritize trust, they create a ripple effect that extends beyond their immediate team, impacting the entire organization.

In the dynamic and often unpredictable world of leadership, the value of trust as an indispensable currency cannot be overstated. It's the foundation upon which strong relationships, high-performing teams, and successful organizations are built. By prioritizing trust, leaders can cultivate a culture of collaboration, innovation, and mutual respect, paving the way for lasting success in all aspects of life.

Right vs. Accurate: Which is More Important?

How easy is it for us to allow ego and desire to drive our actions to be perceived as knowledgeable, the one with the answers, or at least to avoid feeling like a fool?  It's easy to fall into the trap of prioritizing being "right" above all else. I need to ask myself if I have done this and should I be shifting my focus? What if, as leaders, we valued accuracy and learning more than the fleeting satisfaction of proving a point or trying to be the smartest person in the meeting? I hope that this article can help us all see that a shift in mindset can be transformative, fostering growth, collaboration, and a deeper understanding of our team members while building better solutions. We need to consider the idea that having something to learn is far more valuable than having something to prove.

Some of the Pitfalls of Being "Right"

• Closed-Mindedness: When our focus is on being right, we become resistant to new information, alternative perspectives, better solutions, more complete work, and even better client satisfaction. We shut down creativity, and that pigeonholes us into our reality and self-absorption.  This ends up hindering our ability to learn and develop.

• Stunted Growth: The insistence on being right leads our teams to stagnation; they stop questioning, exploring, and challenging our assumptions.  This limits the team’s potential for development and shuts down creativity.

• Damaged Relationships: When we act on the “need to be right”, we create conflict and tension in our relationships. This will lead to arguments, defensiveness, a breakdown of trust, and eventually silence.  Silence means indifference, which is the opposite of joy and thriving.

• Missed Opportunities: By clinging to our preconceived notions, our teams miss out on valuable insights and opportunities for innovation.

The Value of Accuracy and Learning

• Openness to New Ideas: When we prioritize accuracy in our teams, we and they are encouraged to be open to new information, even if it contradicts existing beliefs. We foster lifelong learners who are constantly seeking to expand their knowledge and understanding.

• Continuous Improvement: Learning is a continuous process of refinement. By helping our teams to embrace a growth mindset, we can constantly improve our team’s skills, knowledge, and perspectives.

• Stronger Relationships: When we value accuracy and learning, we create a welcoming environment for open dialogue and collaboration, even with tough topics. We become better listeners and more empathetic communicators.

• Informed Decision-Making: Being accurate leads to better decision-making. By seeking out reliable information and considering multiple perspectives, we can help our team make more informed and effective choices.

• Innovation and Creativity: Building a team culture that values learning fosters innovation and creativity and helps be a springboard to growth and thought leadership. By encouraging experimentation, questioning assumptions, and embracing failure as a learning opportunity, we help our teams unlock new possibilities and find new horizons.

Shifting the Mindset: Practical Strategies

• Embrace Curiosity: It is important to cultivate a genuine curiosity about the world around us. Lead by example; ask questions, explore new ideas, and seek out fresh perspectives.

• Practice Active Listening: Help our teams focus on understanding the other person's thoughts, experiences, professional background, and personal opinions rather than formulating an immediate response.

• Admit When You're Wrong: If you are like me, this is a tough one.  Don't be afraid to admit when you've made a mistake or when you've learned something new.  This helps those you lead see the value of humility.

• Seek Feedback: Actively solicit feedback from others and be open to constructive criticism.  I will often ask for 3 things from those in my care.

• What should I stop doing?

• What am I doing that I need to do more?

• What should I start doing? 

• Focus on the Process, Not Just the Outcome: So long it does not lead to or is not part of a crisis situation, value the journey of learning and discovery, rather than solely focusing on the end result.

• Cultivate Humility: Remember that no one has all the answers. Embrace the idea that there is always something new to learn.

In today’s business environment, we are often rewarded when we provide certainty.  It takes courage to prioritize accuracy and learning over being "right." But the rewards are immeasurable. By embracing a growth mindset, we can lead our teams to become more open-minded, adaptable, and successful individuals. Remember, the most valuable asset you can model for those in your care is the willingness to learn, not the need to prove. Choose to have something to learn rather than something to prove.

Leading People Where They Are: Embracing Individual Strengths for Team Success

Sometimes, we can forget that effective leadership isn't about forcing everyone into the same mold. It's about recognizing and nurturing the unique strengths and talents of each individual team member. Everybody has their unique strengths, and each of us grows at different paces.  "Leading people where they are" means understanding their working styles, motivations, and skill sets and adapting our leadership approach accordingly. This approach better fosters engagement, maximizes productivity, and ultimately drives greater team success. Here are some thoughts for leading people where they are, which I have found will aid in creating a more dynamic and effective team environment.

Understanding Each Individual

• We need to Recognize Diverse Styles: Each team member has their own communication preferences, learning styles, and working habits. Some thrive in collaborative environments, while others are more productive working independently. Some are detail-oriented, while others focus on the big picture. Understanding your team members’ differences and knowing how to guide them to thrive is crucial.

• It is Important to Actively Listen and observe: Pay attention to and learn about how our team members work, communicate, and interact. Ask questions, listen to gain understanding, and focus on their behavior. In most cases, actions will speak louder than words.  All of this will help to give you valuable insights into individual strengths and preferences.

• Where Reasonable, Individualized Communication: There are times when it is necessary to use broad communication styles and methods.  However, when feasible, tailor your communication style to each individual. We will find that some prefer direct and concise feedback, while others respond better to a more supportive and encouraging approach. The key is communication.  Keep in mind that communication is far more than sharing information.  When we show this as a leader, it will resonate with each team member.

Adapting Your Leadership Approach

• Strength-Based Leadership: I have found that StrengthFinder is a great tool to help identify each team member's strengths. For whichever tool you use, focus on identifying and leveraging each team member's strengths to create a growing team dynamic. Where reasonable and feasible, assign tasks and projects that align with their skills and talents, allowing each individual to excel in their contribution.

• Flexible Work Arrangements: Sometimes, there will be individuals who “hit their groove” at times that are outside of normal business hours.  Where possible, offer flexibility in work schedules and locations. In today’s business environment, we often find team members who are “sandwiched”, simultaneously caring for teenage children and aging parents.  Creating flexibility can empower team members to work in a way that maximizes their productivity and work-life balance.

• Personalized Development Plans: Team members will often thrive when you can guide them in creating individualized development plans that cater to their specific goals and aspirations. Make a path that allows for the provision of opportunities to train, mentor, be mentored, and/or develop skills that align with their individual needs.

• Empowering Autonomy: A quote attributed to Steve Jobs is, “It doesn't make sense to hire smart people and then tell them what to do. We hire smart people so they can tell us what to do.” I read this as telling us to give team members autonomy and ownership over their work. Ensure they understand “Commander’s Intent”, then trust them to make decisions and manage their own tasks.  This fosters a sense of responsibility, accountability, and accomplishment.

Building a Culture of Transparency

• Celebrating Unique Attributes: Embrace each strength displayed by your team and recognize that different perspectives and approaches can lead to better outcomes. Foster a team culture where everyone feels valued, respected, and listened to as they contribute with their unique perspectives and areas of expertise.

• Open Communication and Feedback: Encourage open communication.  Allow others to contribute ideas that bring a different point of view.  Provide regular constructive and positive feedback. Create an environment where team members feel comfortable sharing their ideas.

• Team Collaboration: Keep in mind that this is a team.  Each person, given the opportunity to collaborate and contribute, helps them grow and strengthens the team.  Promote collaboration. Encourage team members to learn from each other and leverage each other's strengths.

Leading people where they are is about a personalized leadership approach. By recognizing individual strengths, adapting your leadership approach, and fostering a culture of transparency, you can empower your team members to thrive and achieve greatness. This benefits the individual and the organization, creating a more dynamic, productive, and successful team.

Leading the Steady Ship: Engaging Team Members Content with the Status Quo

Leading the Steady Ship: Engaging Team Members Content with the Status Quo

Have you found yourself in an environment where not every team member aspires to climb the corporate ladder? I find that some amazing team members are content and highly effective in their current roles, becoming invaluable pillars of stability and expertise. These people are subject matter experts in their own space, setting an example for all their cohorts.  We are not opposed to ambition.  There is great value in understanding these individuals play a crucial role in maintaining consistency and driving operational excellence. Our challenge as leaders lies in understanding their motivations and finding ways to engage and develop these team members without pushing them toward unwanted promotions. Today, let’s strategies for leading these "steady ship" team members effectively, maximizing their contributions, and fostering a positive and productive environment.

Understanding the "Steady Ship" Mentality

• Recognizing Varied Motivations: Be clear and understand that contentment with a current role doesn't equate to a lack of ambition or engagement. Some team members prioritize work-life balance, others find fulfillment in mastery of their competencies, and some simply prefer the stability and predictability of their current role.

• Appreciating the Value of Stability: These team members often provide crucial consistency and expertise. They are the go-to individuals for specific tasks, mentoring, ensuring smooth operations, and high-quality output. Their experience and reliability are invaluable.

• Avoiding the Promotion Push: For these individuals, resist the urge to force promotions. Pushing someone into a role they don't desire will lead to decreased job satisfaction, reduced performance, and even attrition.

Engaging and Developing "Steady Ship" Team Members

• Horizontal Growth Opportunities: Help your organization focus on allowing these team members to expand skills and knowledge within their current domain. Opportunities for cross-training, specialized projects, or mentorship roles only strengthen their position and influence on the team. This also allows for professional growth without changing their position.

• Recognizing and Celebrating Expertise: Publicly acknowledge the specific contributions and value they bring to the team. Highlight their expertise and make them the go-to resources for their areas of strength. This can help to reinforce their sense of purpose and belonging.

• Providing Meaningful Challenges: Even when not seeking promotions, we all need challenges to stay engaged. Offer these individuals opportunities to lead projects, coach junior team members, or take on more complex tasks.

• Regular Feedback and Communication: Consistent feedback is crucial, even if it's not tied to promotions. Focus on their performance in their current role, offering constructive criticism and acknowledging their successes. Regular check-ins also help you understand their evolving motivations and needs.

Leading team members content with the status quo can require a shift in perspective. Instead of focusing solely on vertical career progression, prioritize horizontal growth, recognize their valuable contributions, and provide opportunities for meaningful engagement. By understanding their motivations and adapting your leadership style, you will cultivate a high-performing team where everyone feels valued, challenged, and fulfilled, regardless of their career aspirations.

Navigating the Fires: Leadership Lessons from Churchill's "If You Are Going Through Hell, Keep Going"

Have you found that leadership is rarely a smooth and predictable journey? How often do you experience obstacles that arise, setbacks, and crises that demand immediate attention? I have found that in these moments of adversity, I feel overwhelmed, discouraged, and tempted to give up. I feel like there is a battle in my mind between pushing through and just giving up.  In these times, I am often reminded of a quote attributed to Winston Churchill, "If you are going through hell, keep going." This powerful quote serves as a persuasive reminder for all of us to persevere through challenges, maintain our course, and emerge stronger on the other side.  For those who are in a leadership role, whether you like it or not, others are watching how you respond.  Here are some thoughts.

Embracing the "Keep Going" Mentality

• Leading by Example: Your resilience and determination are contagious. By demonstrating a "keep going" mentality, you inspire those in your care to face challenges with courage and perseverance.

• Cultivating a Growth Mindset: Develop your own and encourage in your team a growth mindset, emphasizing that setbacks are opportunities for learning and growth. By how you respond and coach, help them see challenges as stepping stones on the path to success.

• Focus on the Long-Term Vision: When faced with adversity, It's easy to lose sight of the bigger picture. Remind yourself and your team of the long-term goals and the ultimate vision we are working towards.

• Providing Consistent Support: During challenging times, offer unwavering support and encouragement to your team members. Be a source of strength and provide the necessary resources and guidance to help them overcome obstacles.

• Celebrating Small Victories: Acknowledge and celebrate small wins along the way. Recognizing and appreciating progress, even in the face of adversity, can boost morale and keep the team motivated.

• Lean on Your Cohort Community: As a leader, we are often the tow truck for others.  I recently heard someone ask, “When things get rough, who will tow the tow truck?”  This is what your closest allies are for.  It is important to build a community around yourself of people who will guide you through the tough times.

Leading Through Uncertainty

Many of you have seen that in today's rapidly changing business landscape, uncertainty is the new normal. As leaders, we must be adept at navigating ambiguity, adapting to unforeseen circumstances, and making critical decisions with limited information. The "keep going" mentality is crucial in these situations. It requires leaders to:

• Remain Agile and Adaptable: Be willing to adjust strategies, pivot when necessary, and embrace new approaches.

• Foster a Culture of Continuous Learning: Encourage ongoing learning and development within the team to adapt to new challenges and embrace new opportunities.

• Adopt Innovation: Encourage experimentation and innovation to find new solutions and overcome obstacles.

• Embrace the Concept of 80% Solutions: In business, this is applied as 80% of all solutions are a result of 20% of effort.  A practical way to implement this is to not wait for a full, complete solution before moving in a meaningful direction.

Leading through challenging times requires unwavering determination, resilience, and a deep-seated belief in your and the team's ability to succeed. By embracing the "keep going" mentality, you can inspire your teams to overcome adversity, achieve their goals, and emerge stronger than ever before.  In short, another Churchill quote seems appropriate, “Never, never, never give up.”

The Rise of "Cloud Repatriation": Why Some Businesses are Bringing Workloads Back On-Premises

This week I am taking a slightly different approach.  Today, the focus is on a trend that I am starting to discuss among a number of business and technology leaders.

Note: Cloud repatriation refers to the process of moving applications and data back from the cloud (public or private) to on-premises infrastructure.

The term, “Cloud”, as it is used in the current business environment could mean many things, but in essence it is the renting of space in someone else’s compute environment. In renting this space, typically, the responsibilities of securing, storing, maintaining, patching, equipment refresh/replace, and threat reduction of the compute environments are handed over to the organization from whom you are renting.  From a business operation perspective, this rental space can be in the form of a replacement to an on-premises configuration and business solution where you still maintain the software licensing, support, and maintenance (like JD Edwards EnterpriseOne or Oracle eBusiness Suite).  It can also be a subscription service (Software as a Service – aka SaaS) for your business system (like Oracle ERP Cloud or Oracle HCM Cloud) where you pay “by the seat” for employees to access the items to which you are licensed.

The cloud has revolutionized how businesses operate, offering unprecedented flexibility and scalability. However, a growing number of organizations are re-evaluating their cloud strategies and considering 'repatriating' certain workloads back to on-premises infrastructure.

Key Drivers of Cloud Repatriation:

• Cost Optimization:

• "Cloud Bill Shock": Unexpectedly high cloud bills due to unpredictable costs, underutilized resources, and complex pricing models can lead to significant cost overruns.  Additionally, once locked in, a contract renewal can show up with significant per unit cost increases in the rented compute power.

• On-premises can be more cost-effective for predictable workloads with stable resource requirements.

• Data Ownership, Sovereignty, and Compliance:

• Data residency regulations: Some industries and regions have strict regulations regarding data location and storage.

• Data security and privacy: Organizations with highly sensitive data may prefer to maintain greater control over their data security and compliance by keeping it within their own secure environments.  Think about how many national or international organizations have hit the news in recent years regarding sensitive data being breached?  Is your data compliant with GDPR and CCPA

• The General Data Protection Regulation (GDPR) is a European Union (EU) law that protects the personal data of EU citizens. It's considered one of the world's strongest privacy and security laws

• The California Consumer Privacy Act (CCPA) is a state law that protects the privacy of California residents. It gives consumers rights to know and control how their personal information is used and shared

• Data Ownership: Contractual agreements should outline who owns the data and when/how it can be moved or migrated to a different platform should the need arise.  Within the past 5 years, even with contractual agreements in place, organizations have lost control of and access to their data due to hotbed political issues and this must be considered.  What is your exit strategy for cloud hosted data?

• SaaS Data: For SaaS business systems, you often do not get direct access to the data behind the screens you use.  This means that migrating to an alternative solution requires a new, completely full setup of data like Charts of Account, Automatic Accounting Instructions, etc.

• Performance and Latency:

• Cloud Location: Often the rented compute space will be several states, countries, or even continents away from the location where business operates.

• Applications with stringent performance requirements: Applications that require low latency, high throughput, or real-time processing may perform better on-premises with optimized network configurations.  Certain financial reporting and cash transactions need to be tracked in real-time. 

• Edge Computing: For applications that require processing data closer to the source, on-premises solutions or edge computing may be more efficient. IoT operations often require immediate response times.

• Maintenance Cycles: For most public Cloud offerings, the owner of the rented compute space tells you, rather than asking you, when various maintenance operations will take place.  There is little or no consideration for your business operational needs.

• Control and Customization:

• Greater control over infrastructure: On-premises deployments offer greater control over hardware, software, and security configurations.  You get to decide on your own outage windows for patching, refreshing equipment, and other maintenance operations

• Tailored solutions: Organizations can tailor their on-premises infrastructure to meet their specific needs and requirements more effectively.

• Vendor Lock-in Concerns:

• Reducing reliance on single vendors: Repatriating some workloads can help reduce reliance on a single cloud provider and increase flexibility.

Important Considerations:

• Cloud Repatriation is not a one-size-fits-all solution. It's crucial to carefully evaluate the specific needs and circumstances of each organization.

• Hybrid cloud strategies: A hybrid cloud approach, combining on-premises and cloud resources, is often the most effective solution for many organizations, allowing them to leverage the benefits of both worlds.

The Future of Cloud Computing: Changes and growth in cloud computing should also be factored into decisions being made.  Here are some additional considerations as cloud computing looks to the future.

• AI and Machine Learning in the Cloud:

• AI/ML-powered Cloud Services: Cloud providers are increasingly integrating AI and ML capabilities into their offerings, enabling businesses to leverage these technologies without the need for significant upfront investment.

• Examples: AI/ML-powered services include natural language processing, computer vision, fraud detection, and predictive analytics.

• Sustainability and Green Computing:

• Focus on Energy Efficiency: Cloud providers are increasingly focusing on energy efficiency and sustainability in their data centers, utilizing renewable energy sources and implementing energy-saving technologies.

• Green Computing Initiatives: Organizations are seeking ways to reduce their carbon footprint and contribute to a more sustainable future. Cloud computing can play a crucial role in achieving these goals by enabling energy-efficient data centers and reducing the need for on-premises infrastructure.

• Serverless Computing:

• Increased Adoption: Serverless computing, where developers only pay for the actual execution time of their code, is expected to see significant growth.

• Benefits: Serverless computing offers increased scalability, reduced operational overhead, and improved cost efficiency.

• Quantum Computing as a Service:

• Emergence of Quantum Computing in the Cloud: Cloud providers are beginning to offer access to quantum computing resources, enabling businesses to explore the potential of this groundbreaking technology.

This only touches on considerations on the leap into cloud computing, repatriation, and hybrid solutions.  Information Technology, Information Systems, and Business Operations leaders have a lot coming at them very quickly.  It is important to stay informed and have key individuals who can help with navigating these new territories.  What thoughts would you like to add to this conversation?

Walking The Tightrope: Leaders Balancing Between Task Management and Team Well-being

How often do you find yourself striving to balance the constant dichotomy of task management and team care? As leaders we often are responsible for managing, meaning we are ensuring projects and tasks are completed on time and to a high standard, driving results and achieving organizational goals. Simultaneously, we are called to lead, meaning that we have a crucial responsibility to foster a healthy and supportive environment for our team members, ensuring they are not overburdened, stressed to the point of burnout, or feeling undervalued. This tightrope walk requires a delicate touch, a keen awareness of individual capacities, and a commitment to open communication. A leader who prioritizes tasks above all else risks alienating their team, stifling creativity, and ultimately hindering long-term success. Conversely, a leader who focuses solely on team well-being without effectively managing tasks may struggle to meet deadlines, lose credibility, and jeopardize the organization's overall performance.

Herein lies the challenge, of finding the sweet spot where productivity and compassion intersect. It's not about choosing one over the other, but rather integrating both seamlessly into the leadership approach. Each team and organization will have its unique harmony. This involves setting clear expectations and goals, providing the necessary resources and support, and regularly checking in with team members to gauge their workload and stress levels. It also requires a willingness to be flexible and adjust plans when necessary, recognizing that unforeseen circumstances and individual needs may require shifts in priorities. As leaders we must be attuned to the subtle signs of overwork; such as decreased engagement, missed deadlines, or changes in team members' demeanor – and take proactive steps to address these issues before they escalate.

One of the most effective tools for balancing task management and team well-being is open and honest communication. As leaders we should set expectations and conditions where team members feel comfortable sharing their concerns, asking for help, and providing feedback. Regular team meetings, one-on-one check-ins, and informal conversations can provide valuable insights into individual workloads and team dynamics. By actively listening to their team and demonstrating genuine care for their well-being, leaders can build trust, foster a sense of community, and create a culture where everyone understands expectations and strives to support one another in driving successful outcomes.

Ultimately, the ability to balance task management and team care is a hallmark of exceptional leadership. It requires us to be both results-oriented and people-focused, recognizing that the success of the organization is inextricably linked to the well-being of its team members. By prioritizing both, leaders can create a thriving and productive work environment where individuals feel empowered to contribute their best work, achieve their full potential, and feel valued for their contributions.

If you would like to talk through this dichotomy in greater detail. I welcome your conversation. Reach out to me at todd@toddrthomsen.com.

Building a Foundation of Trust: The Cornerstone of Effective Leadership

Over the years, I've learned (and continue to learn) that trust is more than just a feel-good notion; it's the bedrock of strong teams, successful partnerships, and ultimately, organizational growth. Just as a house cannot stand without a solid foundation, a leader's ability to inspire, motivate, and achieve results hinges on the trust they've built with their team members, clients, and stakeholders.

The Imperative of Trust

• Enhanced Collaboration: When trust is present, team members feel comfortable sharing ideas, admitting mistakes, and working together towards common goals. This fosters a collaborative environment that sparks cohesion, innovation, and problem-solving.

• Improved Employee Engagement: When a team trusts their leader, they are more likely to be engaged, productive, and invested in the success of the organization.

• Stronger Client Relationships: Trust is essential for building strong client relationships. Clients who trust your expertise and integrity are more likely to be loyal, receptive to your recommendations, and open to long-term partnerships.

The Pitfalls of Broken Trust

Just as trust is essential for building a successful organization, a broken trust can have a devastating impact. Here's how a lack of trust can manifest in the business world:

• Decreased Morale and Productivity: When teams don't trust their leaders, morale suffers, leading to decreased productivity, increased mental and physical absenteeism, and higher turnover rates.

• Communication Silos: A lack of trust can lead to communication breakdowns, with team members withholding information or becoming hesitant to voice concerns. This hinders decision-making and problem-solving as crucial facts are missing or misrepresented.

• Damaged Client Relationships: Broken trust with clients leads to lost business, negative word-of-mouth marketing, and difficulty establishing new client relationships.

Rebuilding Trust

Regaining trust after it's broken takes time, effort, and genuine commitment. Here are some initial steps a leader can take:

• Acknowledge the Breach: Transparency is key. Openly acknowledge the mistake or broken promise and take responsibility for the actions that led to the erosion of trust.

• Communicate Authentically: Be honest and upfront in all communication. Clearly explain the steps being taken to address the issue and preventative actions to avoid future occurrences.

• Demonstrate Consistent Action: Actions speak louder than words. Follow through on commitments and demonstrate a consistent effort to rebuild trust through your behavior.

This Blog Post is Just the Beginning

If you, as a leader, would like to engage further in this discussion, or any other leadership topic, feel free to reach out to me at todd@toddrthomsen.com.

The Last of the Amazons - Steven Pressfield

Image from Greek Reporter

Have you ever woken up one morning realizing everything you thought you knew about your life or career was about to change? That's the gut punch Steven Pressfield delivers in his captivating novel, 'The Last of the Amazons'.  In this novel, he transports us to a world facing unexpected and unplanned change, where the legendary Amazons, a society of warrior women, face the end of their society. The book highlights Theseus, the Athenian hero, and his encounter with the Amazon queen, Hippolyta. The book delves into the complex dynamics of a society grappling with internal strife, external threats, and the inevitable shift of power. While it is unlikely that you have experienced the same level of alteration in your life.  The struggle for survival, the clash of cultures, and the exploration of leadership in the face of extinction outlined in this book provide powerful metaphors for the challenges and opportunities we face in business and personal lives today.

 When being introduced to new business models or working conditions, we can use the illustration of Hippolyta, and the burden of leadership during a time of profound transition. She is torn between holding tight to the traditions of her ancestors and adapting to the changing realities of the world. This resonates with the challenges faced by leaders in today's rapidly evolving business landscape. Whether it's digital transformation, adapting to new market trends, or building a new career, leaders must balance the need to honor established principles with the imperative to innovate and adjust. Hippolyta's struggle to maintain unity within her ranks while facing external pressures reflects the complexities of managing teams and navigating client relationships, especially in a fractional capacity where you're often working with diverse groups and established organizational cultures. 

 Like how the ability to predict how dynamics shift with the addition of new stakeholders is difficult.  The conflict between the Amazons and the Greeks represents a clash of cultures, values, and ways of life. Pressfield masterfully portrays the strengths and weaknesses of both societies, highlighting the importance of understanding different perspectives. In the business world, especially in leadership roles, this ability to understand diverse perspectives is crucial. Whether you're working with clients from different industries, managing multicultural teams, or navigating complex stakeholder relationships, the ability to empathize, communicate effectively, and bridge cultural divides is essential for success. This theme is particularly relevant to the challenges of building a managed services practice, where understanding diverse client needs is paramount to building trust and delivering value.

 Despite facing overwhelming odds, the Amazons demonstrate remarkable resilience and adaptability. Even in the face of their impending decline, they fight fiercely to preserve their way of life and find a new path forward. This theme of resilience is highly relevant to our personal and professional development. In our careers, we inevitably face setbacks, challenges, and unexpected changes. Adapting, learning from our experiences, and persevering in the face of adversity is crucial for achieving our goals. This is especially true for entrepreneurs and those building new businesses or practices, where adaptability and resilience are key to navigating uncertainty and achieving long-term success.  My question is, how well are we leading through the changes we see in business?  Are we communicating clear and understandable messages?  Are we connecting with those in our care?

 Just as the Amazons faced the challenge of adapting to a changing world, businesses today face constant pressure to innovate and evolve. Whether it's through strategic leadership or the implementation of tailored services, helping companies navigate these challenges and achieve their full potential is my core mission. By understanding the principles of leadership, resilience, and cultural understanding, we can empower businesses to thrive in today's dynamic environment. If you are interested in having a conversation about how I can be of service to you, feel free to reach out to todd@toddrthomsen.com.