JDR White Papers
I have had the good fortune of playing and working for some outstanding coaches and business leaders. They helped me understand what it takes to win. None of these leaders and coaches was perfect, but each taught me something special that I was able to blend into my own blueprint of leadership principles. Over the past three decades, I leveraged these 9 principles while leading high performance teams building world-class brands and businesses. We used these principles to maximize workforce engagement, and bridge strategy into exceptional execution and results.
Leadership is an exponential equation. The best leaders have a force-multiplying impact on their entire organization. They cultivate great leaders who develop difference-makers into more great leaders. This proliferation of leadership throughout the organization drives improved performance, which is the exponential effect of a force-multiplying leader.
Individuals play the game, but teams beat the odds. Full disclosure: I borrowed that from the U.S. Navy Seals, an organization I respect and admire. The best leaders surround themselves with the most talented people they can possibly find, and they are secure enough to hire people who are better than them in key areas of responsibility. Most importantly, they build high performing cross-functional teams with complementary skills.
Organizations inherently complicate things; servant leaders help their organizations focus on strategic priorities, simplify operations, and accelerate progress. Strategic planning can be a collosal waste of time, or it can be gamechanging. Here's how to make it gamechanging.
The best leaders champion the people who purchase and use their products and services; otherwise, corporate inertia will steal too much energy inwardly toward lower value work.
Winning companies thrive on innovation, and innovation springs from culture. It takes a lot of intentional work for leaders to build and nurture a culture that shuns unnecessary bureaucracy, fails fast on bad ideas, and focuses precious resources on the highest ROI initiatives.
Renovating a culture requires people to change their behaviors—but only engaged and committed people will change. To make a commitment, people must have a thorough understanding of why change is necessary, and that understanding hinges on persuasive communication from leaders at all levels of an organization.
In the rough and tumble world of business, many leaders once considered the softer skills such as self-awareness and empathy less important compared to intellectual abilities and technical skills. These hard charging leaders often questioned how managers could make tough decisions wisely if they “felt” too much for the people who might be affected. I have always believed that the hard and soft skills can co-exist synergistically. I’m not suggesting that intellect and technical acumen are unimportant, but that the importance of these softer skills is frequently underestimated.
In this increasingly connected world, leaders must assume that their most ironclad efforts to achieve confidentiality will fail. They must be prepared for the broad scale socialization of everything. You’re either going to proactively and transparently manage and leverage the message, or it will eventually manage you, and you will be on your heels rather than your toes....Operate transparently, deliver on your promises, and remain steadfastly focused on doing the right things. Karma eventually rules.
Coaching Overachievement: How The Best Leaders Elevate Performance
Many leaders believe they have to be tough on the people they lead. They subscribe to the idea that they will get more out of their colleagues by pushing them to their limits with stretch goals and a demanding style that catches faults and quickly prescribes remedies. But it takes much more to optimize performance. Read more...
Strategic Planning That Works
How do leaders get their workforce strategically aligned on the truly important stuff, and fired up about raising the bar? If you want a performance-based culture of innovation where people are truly committed to the company’s success, leaders must help each and every person feel like they are personally important and connected to something that truly matters. For leaders who fully grasp the importance of their servant role to the people they lead, the JDR strategic planning process is a robust vehicle for establishing the roots of engagement needed to raise the bar and drive sustained growth. Read more...
You Have a Plan, Now What?
Leading your team to the success you desire requires both insightful strategy and improved execution. But there is a third ingredient too often overlooked: servant leadership. While strategy is important, servant leaders understand that achieving improved execution and results is first and foremost a people challenge, not just a strategy problem, and they focus relentlessly on bringing out the best in others. Read more...
The 3 Leadership Traits That Differentiate the Best from the Rest
I have found that the best leaders persistently feel that their team could achieve more, and they tend to ruminate about their leadership role and what they could do better to further enable the success of the people they lead. While they are beholden to the stakeholders who hired them, these leaders are driven more by the sense of responsibility they feel toward their workforce. The best leaders deliver on that responsibility with emotional intelligence, integrity and by coaching overachievement. Read more...
5 Steps to KonMari Your Growth Strategy
Any strategic growth plan should include an often over-looked tool for creating the fuel needed to drive profitable growth - simplification. When simplification is done well, it can lead to improved operations, higher quality, and improved customer satisfaction. Just as importantly, simplification efforts yield cost savings and increased cash flow that can be reinvested into growth or taken to the bottom line to improve profitability. Read more...