Organizations need a system to encourage innovation. They need to succeed fast or fail fast. In this video, I share one of the ways to make this happen.

If you are unable to see the video, click here.

Management as we know it is a dead man walking. I believe the future of management isn’t even management as we have it defined today – a type of command-and-control centralization of power and information.

I’ve written on the difference between leadership and management before and was met with a dichotomy of viewpoints – some heartily agreed while others adamantly disapproved with my characterizations of the two styles.

But, the truth is, management is broken. It’s a system designed for a world that no longer exists except in the management books of yesteryear. Don’t get me wrong. Management worked quite successfully for hundreds of years when the bulk of our economy and industry centered around the manufacturing and distribution of product. However, that world no longer exists – at least in the United States (which is where most of my readers reside).

Instead, over 80% of the US economy is comprised of service-based businesses. The vast majority of us don’t construct physical products – we provide a service to people. In spite of this, we cling blindly to a management system that wasn’t designed for the world we now find ourselves in the middle of. Manufacturing is a slow process. It’s a linear process. Service is a dynamic, non-static, non-linear type of business that must be adaptive and flexible – the antithesis of what management craves.

When I talk about The Millennial Revolution, some people get upset with me. I’m okay with that because I’m not here to tickle their ears with a message that everything is going to be okay simply by holding firm to a system many are starting to realize is no longer working. There are plenty of other people that will do that for you.

Instead, I want to explain what’s happening and why. I want to increase understanding so that real innovation in the workplace can occur. Because it’s the innovators that will ultimately succeed – not those companies that continue to do something simply because that’s how they’ve always done it. This is a form of pride and we all know that pride comes before the fall.

As it stands, Millennials are a generation of people 80 million strong in the US. Over 50% of the world’s population is under the age of 34. Many have already entered the workforce and more will be entering the workforce in the coming years. As I mentioned before, it’s not whether you think they’re right or wrong that matters. If it comes down to a fight, they’re going to win out simply by sheer size and the attrition and mortality of those generations above them. In three short years, they will comprise 50% of the workforce in the US. I’m betting that in 10 years, they will hold the majority of the management and executive positions in most companies.

So, who do you think will be shaping the future of how companies are run?

I’m writing this to let you know that I’m shifting the emphasis of this blog a little. I’ll still focus on leadership, entrepreneurship and management. However, I’m going to tell you what’s coming and help you get prepared for the inevitable changes.

I also want to help you shape the future. If you’re a Baby Boomer or Gen Xer, you’re needed. This isn’t about rolling over and blindly accepting what Millennials want. But the goal shouldn’t be to blindly fight to protect a dying system. The goal should be about shaping and guiding the evolution of business and management. Neither side is fully right or fully wrong. My purpose is to focus us on the principles that transcend the right-versus-wrong argument and examine how we can allow for differing implementations of the principles that should remain unaltered.

Management as we’ve come to know it is not a principle. It’s a system. And it’s a broken system.

I want to hear from you. I want to know what you’d like me to write about. This is a dialogue. So, start talking.

“We should have captured this on video!”

That was the first thing out of our mouths when it was all over. Sure, the world would have seen me and my brother screaming like little girls at a Justin Beiber concert. But it would have made for great video.

It all started a few weeks ago when I noticed a number of wasps flying around in our backyard. At first, I didn’t think much of it. But then they started showing up in our house.

My wife, Lisa, and I couldn’t figure out where they were coming from. We just knew that it was a problem. So I walked the perimeter of the house and looked for a nest. I checked the trees, I checked underneath a balcony, I even looked at our neighbors homes just to be safe – nothing. Just a bunch of wasps with no nest in sight.

So we went back to suffering with a problem we had no clue how to fix.

A few days later, my brother came over to watch football with me. We were enjoying the Titans game when a wasp flew out of the fireplace into the room. It turns out they had built a nest in our chimney.

Now, I really only know two facts about wasps:

1. Wasps don’t like their nests messed with.
2. Wasps sting.

However, I don’t like my nest messed with either and they were annoying me and my lovely wife. It was time to fix the problem.

My brother and I evaluated our three options:

1. Call the landlord and let her deal with. Given that it was Sunday, we knew it would take a day or two to get it resolved.
2. Call an exterminator and send the bill to the landlord. Again, tough to find an exterminator on Sunday during football season.
3. Light a fire. This seemed the obvious option. After all, what could go wrong?

We grabbed one of those quick-start logs, placed it in the fireplace, grabbed a couple of rolled-up magazines as backup weaponry, opened the flue and quickly lit a fire.

All hell broke loose. Wasps started dropping into the fireplace. Roughly eight of them escaped. My brother and I ran around the room like banshees trying to swat them without getting stung. It was awesome.

Now, I can’t say that lighting a fire is the approved method for removing wasps from your chimney – but it worked.

And I learned seven valuable lessons for dealing with problems in your life – let’s take a look!

Lesson #1 – Problems Usually Start Small

A wasp here, a wasp there. Just kill it and move on.

An upset client here, an upset client there. No big deal. You can’t please everyone, right?

Sometimes it really is no big deal. Other times, there’s a problem you’re not seeing that needs to be fixed before it grows into a nightmare. If you can catch it when it’s small, you can save a lot of time, money, and headaches.

If something seems amiss, it probably is. Pause for a second to evaluate whether the signs you’re seeing point to a larger unseen problem before dismissing it.

Lesson #2 – Problems Don’t Go Away on Their Own

If you recognize there’s a problem, don’t expect it to go away on it’s own.

Maybe it’s a problem employee. Maybe it’s a problem client. Maybe it’s a problem with your processes. Whatever it is, don’t expect the problem to right itself without your involvement. Be proactive.

Lesson #3 – Determine the Source of the Problem

Knowing that there’s a problem and knowing the cause of the problem are two different things.

I knew we had a wasp problem. What I didn’t know was what was causing the problem which meant that I couldn’t fix it. Simply saying, “We have a problem,” is usually stating the obvious. Work at trying to find the source of the problem and don’t just treat the symptoms.

It may take a bit of time before the problem becomes evident. Keep at it – it’s not always obvious.

Lesson #4 – Evaluate the Possible Solutions

Every problem generally has a range of possible solutions. Work through them before making a decision. Weigh the pros and cons of each and discuss them as a team where necessary. Seek the advice of others.

Before lighting a fire, we sought the advice of those who came before us. We Googled “wasp nest in chimney.” Also, remember that some decisions shouldn’t take a long time. As in our situation, sometimes the best choice is obvious.

Lesson #5 – Keep Fear in Perspective

Were we afraid of getting stung? Yep. But it seemed worse to live with an entire nest of wasps in our chimney and run the risk of being attacked while waiting for someone else to fix the problem.

In reality, we knew that if we could get the fire started quickly and keep escapees to a minimum, the risk would be a lot smaller than hundreds of live wasps that could continue to venture into the house. We put the fear into perspective.

Make sure that you’re more concerned about not fixing a problem than you are of the short-term conflict involved in the resolution.

Lesson #6 – Just Light the Fire

In other words, get it over with quickly. Very few people like conflict so they try to avoid it for as long as possible. Remember Lesson #2. Problems don’t go away on their own.

If you know the right course of action, don’t delay the inevitable. Just light the fire and deal with the fall out. It won’t get any easier if you put it off.

Lesson #7 – Revisit the Problem Area Frequently to Prevent a Recurrence

Apparently, wasps aren’t smart. They built a nest in a chimney. I assumed that after the first fire they learned their lesson. However, the next day, I noticed a few flying outside the chimney.

As a result of not wanting to give them any ground to start over, we continued to light fires every few days. The wasps have now moved on to another location and I don’t have to think about the problem very often. However, had I only lit that one fire, it’s possible they would have returned. We had to apply consistent pressure for a while to make sure the problem was really gone.

Do You Have Wasps in Your Chimney?

Problems are going to arise in business and in life. It’s not a matter of if, but when. Just follow the steps above and you’ll be able to quickly address and fix them before they become disasters.

And one more thing: capture it on video.

Share Your Thoughts

How do you deal with problems? Do you see any steps missing from the list? Share your thoughts in the comments below!

Photo Credit: Samucs

You have a choice to make.

Leadership is difficult. Managing is easy.

Leaders control the vision. Managers control the people.

Leaders empower others. Managers seek power from others.

Leaders lift others up. Managers want to be lifted up.

Leaders need change. Managers need consistency.

Leaders need a revolution. Managers need to stop it.

Leaders encourage new ideas. Managers are frightened by them.

Leaders embrace diversity. Managers embrace conformity.

Leaders care about the results. Managers care about the process.

Leaders are empowered through inspiration. Managers are empowered through fear.

Leaders respect others. Managers expect others to respect them.

Leaders are respected for their ideas. Managers for their titles.

Leaders see opportunities. Managers see threats.

Leaders fear the status quo. Managers fear change.

Leaders promote variation in thought. Managers promote uniformity of thought.

Leaders receive constructive criticism. Managers give criticism.

Leaders surround themselves with smarter people. Managers try to be the smarter person.

Leaders seek out extraordinary people. Managers seek out ordinary people.

Leaders take risks. Managers hate risks.

Leaders admit mistakes. Managers make excuses.

Leaders are willing to let you fail. Managers will keep you from trying.

Leaders learn from failures. Managers hope you do.

Leaders point the finger at others in success. Managers point it at themselves.

Leaders point the finger at themselves in failure. Managers point it at others.

People want leaders. They don’t want managers.

Both are followed. Only one is loved.

You don’t manage a team. You lead one.

You don’t manage a family. You lead one.

You don’t manage a church. You lead one.

You don’t manage a company. You lead one.

You don’t manage a movement. You lead one.

Which path will you choose?

Photo credit: dominik99

Sorry I haven’t posted one of these in a while. It’s been busy around here preparing for my upcoming BarCamp sessions as well as some client projects I’m working on. Here are a list of articles I think you’ll find interesting. Maybe you’ve seen some of them; maybe you haven’t. Have a great weekend!

Living Self-Employed Online: The Manual They Forgot to Give You

15 Ways to Handle ‘Pick Your Brand’ Requests

Why Amish Businesses Thrive

Looking for Work by Chris Brogan

What Shape Is Your Funnel by Seth Godin

The Freakonomics Guide to Making Boring Content Sexy by Stanford Smith

What If?

Warning: 6 Signs Your Legacy Will End Up In A Trash Can

Photo Credit: mamiyaesdedia

What makes a great leader? Is it an MBA or the title of President of the United States? Is a great leader born with certain personality traits? Do they develop certain skills that anyone could learn?

Do I have what it takes to be a great leader? Do you?

If you look back through history, you will find that great leaders do not all share the same set of skills or personality traits. You may find a lot who were talented speakers. Others possessed spectacular minds. Some were unexpected leaders like Harriet Tubman who shocked the world with their bold actions.

Being a great leader is not about skills or personality traits. While your skills and personality traits will impact how you lead, great leadership is much more than that.

Being a great leader is about heart. If you study the great leaders throughout history, you will find that they shared five qualities. These five qualities are not the only qualities of a great leader. However, they are five qualities that every great leader possessed.

Quality #1 – Great Leaders Care Deeply About a Group of People

Behind every movement, every cause, and every vision is a group of people who need help. Great leaders don’t see a cause – they see a child dying of a preventable disease or an abused woman who needs compassion and help to break free from an abuser and begin a new life.

Great leaders don’t see employees. They see individuals who have dreams, goals, families to support, and a desire to be valued. They see people who deep down want to make a difference in the world and who want to matter.

Great leaders see people not as what they are, but as who they can become. Then great leaders make it their vision to see those people transformed.

Quality #2 – Great Leaders Are Deeply Passionate About Justice

Great leaders possess a strong sense of right and wrong. They believe that injustice must never be tolerated. More often than not, it is this deep-seated sense of justice that spurs them to their initial actions.

They have a vision for what their world could be as opposed to what it is. It is the closing of this gap that motivates them.

Quality #3 – Great Leaders Confront Fear and Take Risks

It is impossible to be a great leader without fear and risk. If it were possible, anyone could do it. It’s easy to see great leaders as fearless men and women filled with a supernatural courage. But this is not at all accurate.

It’s not the lack of fear that makes a leader great. It’s acting in spite of the fear that makes them great. Risk will always involve fear and it is the presence of fear that paralyzes so many of us. Only those who acknowledge the fear and still choose to act can hope for greatness.

Quality #4 – Great Leaders Don’t Need A Title

Too often, we buy into the lie that to be a great leader requires a position of influence. We think being a great leader requires the title of CEO, vice president, pastor, team leader, etc. What we fail to remember is that people who hold those positions were great leaders before getting them.

Great leaders believe they can make a difference without a title. They don’t see titles as prerequisites for leadership. They understand that people don’t follow titles – people follow passionate leaders who believe in them and inspire them to greatness.

Quality #5 – Great Leaders Recognize Their Dependence on Others

It’s easy to look at a great leader and perceive them as above the movement and people they led. However, great leaders doesn’t view themselves in the same light. Instead, they think of themselves as a component of the movement. Great leaders recognize that they are fully dependent on others to see out their vision.

Consequently, great leaders inspire others to greatness. Martin Luther King inspired a generation. Winston Churchill and Teddy Roosevelt inspired nations to greatness. A movement has to be greater than the leader if it hopes to survive since leaders come and go.

Bonus Quality – Great Leaders Are People of Character

Originally, I wasn’t going to add this one in. Not all great leaders have been people of character. You can have all of the above and not have character. When that happens, evil generally results. Let me give you an example: Adolf Hitler. Hitler was an evil man. However, he was also a great leader. Hitler possessed all of the above qualities but they were born out of a heart that desired evil.

If attaching the word “great” to Hitler makes you uncomfortable, I’m thankful. It should. It should also make it clear to you that there is a vast difference between great leadership and Great Leadership.

True greatness is more than just the ability to get people to buy into your vision. True greatness is about leading people into a vision born out of character and integrity. It is ultimately your character that determines whether you will be a great leader or a Great Leader.

That’s also why many of those whom we consider great leaders were people of faith. Their faith instilled in them the character which directed the above qualities.

Share Your Thoughts

What do you think it takes to be a great leader? Who do you think of when you hear the term “Great Leader”? Are there Great Leaders in your life? Share your thoughts in the comments below.

I’ve decided to start a new feature on this blog inspired by John Jantsch of Ducttape Marketing fame. I do a lot of reading on the weekends and during the week. Each week, I’ll compile some of the best articles into a post like this.

I won’t spend much (if any) time on a synopsis of each article. The headlines will often tell you a lot about what each link will provide.

I hope you find it useful! Feel free to share you weekly finds in the comments section. I would love to know what you’re reading.

3 Universal Goals to Influence People (PSYBlog)
HOW TO: Get the Most Out of Your Business Facebook Page (mashable.com)
HOW TO: Set Up a Winning Facebook Fan Page (mashable.com)
7 Secrets Graphic Designers Won’t Tell You about Effective Website Design (blog.kissmetrics.com)

A $200 Million Headlock on Mixed Martial Arts
I’m a huge MMA fan so this story about TapouT and how it came to be a $200 Million company is fascinating. Think a CEO named “Punkass” would doom a company to failure? Not so fast.

Interesting side note: There are two MMA fighters named Travis Robertson. I am not them. Though I used to train, I don’t any longer. And I was never that great to begin with. I would lose in a fight to the either of the other Travis’ in case you are heading to vegas. I’m thinking there’s something to this name. We apparently like hitting people.

Is it Time for Generation Y to “Grow Up?”
I’ve spent a lot of time discussing how to lead Gen Y and Millennials on this blog. I came across Rosetta this week and really enjoyed her perspective on all of this. Rosetta is also a Millennial who is promoting a new generation of leadership. I think you’ll enjoy this post. Then, head over and download my free e-book and MP3 titled The Millennial Revolution.

Photo Credit: Paul Bence

Oh…YouTube…and Digg…and Facebook…and anything else that lets me vote. Thank you for teaching us a valuable lesson about Millennials and how to understand my generation.

If you manage or work with Millennials, take a second to look at all of the sites where Millennials spend so much of their time and ask yourself one thing: “Why do they all have some sort of voting or ‘like’ feature?”

Hear Us Out

Millennials have had a say in just about everything we’ve been a part of since we could talk. We’ve been asked if we want blue or red, Chicken McNuggets or a Cheeseburger, Nikes or Reeboks, a truck or a coupe, and on and on.

Now we want and expect to be heard. So we upload videos to YouTube, share photos on Facebook, tell you what we’re doing on Twitter, and then engage in some sort of voting and commenting on everything that’s shared.

Then we show up at work and are told to sit down, shut up, and do what we’re told. We’re rarely even asked our opinion unless it’s voting for employee of the month.

Offer Us Choices

Many people hear this and cringe. Because when you offer someone a choice, you have to release a bit of control. How much control you release is ultimately up to you. But if you hope to attract Millennials to your company, you’re going to have to release some.

Here are a few “starter” areas where choices could be offered:

• Dress Code – If you still require ties be worn to work, don’t expect Millennials to line up at your door. One of my banks now lets their tellers wear jeans and button-down shirts. And they don’t even force them to tuck them in. It’s a banking revolution. Plus it’s fun to walk into.
• Project Selection – Let your employees volunteer for projects they want to work on. Not only are you likely to get employees on the project who actually want to do it, they’re more likely to volunteer for projects they are interested in or gifted at.
• Free Days or Free Time – Some companies are giving their employees opportunity to take one day every quarter, every month or every week to work on whatever company-related ideas and projects they can come up with. Generally, these focus around innovation or improvement. The only requirement is that they disclose what they’re doing. Those that do have notice drastic improvements efficiency, job satisfaction, and innovation.
• Alternate Shifts/Schedules – Maybe you’re not ready to let your employees work from coffee shops just yet. However, why assume they’re all at their best from 8am – 5pm? Maybe let them come in from 10am – 7pm. Or, if they’re a morning person, 6am – 3pm.
• Rewards – Think all your employees want to be rewarded in the same way? Think again. Let employees tell you how they want to be rewarded.
• Desk Decoration – I know this sounds trite, but try it. Many companies restrict employees to things like one family photo and a calendar. Who cares? As long as it’s not a violation of ethics, morality or common workplace decency, let employees use their desk as an extension of who they are. People work and operate better in different environments. Don’t assume that blank cubicle walls equate to productivity.

By offering up choices, you let your team know that you care about what they think and how they work best. You don’t have to make radical changes overnight. Just loosen up a bit and watch as people become more engaged in the company and it’s culture.

Question: This is certainly not a comprehensive list. What other “starter” areas could choice be offered to employees?

Photo Credit: theresasthompson

[Note: I had every intention of posting a resources list on Friday for additional reading on Millennials in the Workplace. I still plan on doing that later this week. I just have to organize/compile the information. Thanks for your patience!]

Coming off my last week of looking at Millennials in the workplace, I want to tackle the idea of “working for” vs. “working with.” Understanding this concept will be critical to attracting and retaining Millennials.

Millennials Don’t Want to “Work For”

Working for someone or something implies that your time and ideas are not your own. Instead they are owned by the person you do the work for. Your work is not your own. It implies they control many things about you: when you show up, when you leave, what you do, who you do it with, where you do it, when you do it, etc. It implies obligation not cooperation.

Millennials Want to “Work With”

Almost everyone wants to be part of something greater than themselves. But how can you feel like you matter when you feel like you’re owned? You can’t.

When you work with someone, you matter. You aren’t controlled by people you work with – you’re included. When you work with people, you share common goals and values that you all want to see accomplished. You partner. You share in the highs and lows.

Most Consultants and Companies “Work With”

Have you ever noticed that most companies in the service sector will talk about the clients they “work with”? Rarely will they say, “We work for Google,” or, “We work for Coca-Cola.”

Why? Because they want to be viewed as peers. They don’t want to be viewed as the lesser-valued parter in the relationship.

Those same companies will then turn around and refer to the employees that “work for” them rather than “work with” them. I would argue that any company looking to create a culture that Millennials (and truthfully anyone) would love to work for, needs to focus on shifting this perspective. Value them the same way you value your clients.

Leading vs. Managing

Remember my post on leading versus managing? Leaders work with you. Managers expect you to work for them.

Work with your employees; don’t let them work for you.

Today is shaping up to be an incredibly busy day for me. I thought I’d share some articles with you that I’ve found incredibly valuable this week. Read them, then share any that you’ve found valuable in the comments section below so we can all learn and grow.

The Top Idea in Your Mind

Paul Graham is the founder of YCombinator – a seed stage incubator for startups. He doesn’t write often. When he does, it’s usually gold. Click on the link/headline above to read his post. A definite must-read for the week.

What Separates Me From…

I discovered Jason’s blog this week thanks to a tweet by Chris Brogan. Ever wonder what separates you from media rockstars like Chris Brogan, Brian Clark, Gary Vaynerchuk, et al? Then read this post.

Don’t Wrestle With Pigs

If you don’t read Michael Hyatt’s blog, you really should. This post is incredibly short and pithy. If you’re dealing with any negative feedback in your life right now, check it out. Then make sure you’re not being the pig!

11 Essential Online Resources for Consultants

I think this list is great for anybody with a service-based business. Sure, you may not use them all. But I think you’ll find some nuggets here.

Lack of Experience Isn’t the Problem

Okay…what would a post like this be without a shameless plug? This is the most popular article of the week. If you haven’t read it, I think you’ll find some value in it.

Which posts, articles, or resources impacted you this week? Share them in the comments below so we can all learn from each other!

Photo credit: Carlos Porto