Still surprised: A life in leadership

With nearly 30 books and 85 years behind him, Warren Bennis is among the preeminent figures in the field of leadership studies. When the International Leadership Association (ILA) announced its 2010 webinar series entitled Leadership Perspectives, Bennis's August 25^thpresentation was a can't miss (More information about the book and a recording of the presentation are available here). Through an interview moderated by Jean Lipman-Blumen, Bennis discussed his latest book, Still Surprised - A Memoir of a Life in Leadership, and further explored his personal leadership journey through anecdotes and reflections of his life. If you were unable to listen or didn't know about the ILA's series, we wanted to recap Bennis's major points:

1. Social animal

One of the more poignant and heartfelt insights that Bennis had to offer was the importance of people in his life. He considered his personal relationships with friends and colleagues to be the thread that unifies his many experiences, and proclaimed himself a social animal. Bennis spoke of how he best learns through conversation with others, shared his original idea for his book's title (My Self through Others), and spoke openly of the importance of people and meaningful conversation in his life.

2. Engaged Observer

Bennis spoke at length about his desire to be a part of the action of his time. He expressed a genuine interest in learning and exploring, and wanted to be a participant in our countries history and struggle. He labeled himself anengaged observer, reflecting on his service as an officer in World War II to his research on institutions and groups. He wanted to be a part of solutions, and spoke passionately about his optimism for being a part of positive and meaningful change in the world.

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Unraveling the forces behind the NYC Mosque

A national outcry has erupted due to the Manhattan Mosque project, a cultural and community center slated for construction two blocks from the former site of the World Trade Center towers in New York City. Those in opposition to the project have been the most vocal, claiming that it is disrespectful and insensitive to build an Islamic mosque so close to a site where Islamic extremists caused the death of almost 3,000 people. Yet advocates of the project suggest that an essential part of the Constitution is the freedom to practice any religion, that protesters' arguments have no legal merit, and that this mosque has the potential to demonstrate America's capacity for religious tolerance.

Regardless of how the issue is viewed, there are numerous leadership themes threading their way through this complex story.

1. Religious leaders

Perhaps the most compelling example of leadership in this convoluted story came from leaders of various religions, including Jews, Catholics, Presbyterians, Baptists, Episcopalians, Mormons, Sufis, and Muslims. These leaders put their religious differences aside to issue a joint statement supporting the construction of the mosque. Their reasoning was simple: at one time or another, every faith has been "denied its right." Rather than continue the cycle, they argue, Americans of all faiths have the opportunity to be an example of religious tolerance for the rest of the world.

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Five leadership stories from NFL training camp

NFL training camps around the country are gearing up for another season, and fans of every team can afford to be hopeful. 2010 is still a blank canvas, but as we look forward to the upcoming season there are a few leadership stories worth highlighting.

1. A turn-around in Washington?

Since Daniel Snyder became the owner of the Washington Redskins in 1999, a distinct pattern has emerged. The Redskins pay top dollar for marquee free agents, but typically flame out and miss the playoffs. In fact, the Skins have only made the playoffs three times since 1999 (1999, 2005, and 2007), demonstrating that it takes more than money to develop a winner. The dysfunction last year in Washington was well chronicled, but then a funny thing happened. The moves they made for 2010 actually made sense. Snyder brought in established leaders, such as Mike Shanahan as the Head Coach and Executive Vice President of Football Operations. More importantly,Snyder is giving Shanahan the controls, and the time he needs to build the franchise back up. Not only did the Redskins upgrade leadership on the sidelines, but they also brought in Donovan McNabb to shore up things on the field. Initial accounts are that he has injected confidence into the franchise.

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The Leadership Challenge Conference

The Leadership Challenge: Three lessons from day 1

I'm in San Diego for the Leadership Challenge Forum, and I wanted to provide a mid-week entry about the conference. The Forum itself is designed for those who want to either learn about the Leadership Challenge model, or refine their skills when using the model. Over the course of the next two days, I'll have an opportunity to speak with some of the keynotes, attend a few of the workshops and, most importantly, pass along some helpful information to you.

The Leadership Challenge began in 1983 with a simple research project conducted by Santa Clara University professors Jim Kouzes and Barry Posner. The project quickly gained momentum, and by 1997 the two academics had gathered more than enough data to develop their own model of leadership, consisting of the five practices of exemplary leadership. This research evolved into a wildly popular book, and over the past 20 years, The Leadership Challenge has sold almost two million copies.

Here are a few nuggets from Day 1 of the conference.

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Day 2 at the Leadership Challenge: All about the love

I figured Day 1 of the Leadership Challenge Forum would be hard to top, but I was pleasantly surprised on the second day of the conference. Over the course of the day, I spoke with all four keynote speakers: Barry Posner, Jim Kouzes, Steve Farber, and Marshall Goldsmith. They were all gracious with their time, spoke candidly about various topics related to their work, and provided insights into their unique views of leadership.

To follow is one memorable idea from each that was shared with me in our respective conversations:

1. We need to overcome the leadership mythology

Jim Kouzes suggested, "a lot of people see leadership with that capital 'L'. They see stories about CEOs, about Bill Gates, Warren Buffet, Barack Obama, Hillary Clinton - and they think that these people are leaders, so I'm not. But think about what Melissa Poe did..."

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Five ways to lead virtual teams

Here's our latest from the Leadership Playlist:

Leading virtually is becoming an ever-intriguing topic in our technologically adept world. Managers and CEOs are now able to communicate with teams through a host of interactive tools that range from texting to videophones, keeping tabs on progress and morale in spite of never meeting face-to-face. With more and more people telecommuting and/or managing groups across borders and seas, let's take a look at some resources that bring out the best in long distance leaders.

1. Technology

First off, it's important to have a strong handle on the technologies that facilitate long distance leading. FromSkype to OOVOO, programs that offer free video chats make no frills face time as easy as turning your laptop on. Programs like Webex make video conferencing relatively inexpensive while adding corporate bells and whistles to the general chat features, providing teams opportunities to review reports, invite multiple parties, and address distinct documents all through a single program. Although commonplace, smart phones keep emails and texting in our back pockets, and we always have the old telephone to share vital info with our colleagues over seas.

2. Keep it simple

While there are hordes of tools, software packages, and online features that make long distance exchanges easy, more may not always be better. As mentioned in this podcast from the Center for Creative Leadership, distance team members may struggle with the procedures and practices that new technologies demand. Establishing ground rules up front may assist a distance team in buying into how the group will communicate. For example, suggesting that the team use texting and weekly Skype discussions to advance ideas and stay in touch may help everyone to best understand and employ the technology chosen while minimizing communication efforts so that team members don't get bogged down.

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