Business Management

On Leadership

I just finished my fourth viewing of Paramount’s “We Were Soldiers Once…and Young”. Before I comment further, I want to make two points clear:

1. This blog is not a debate about who won, lost, or why.
2. For anyone confused about the subject matter, please refer to the blog title.

I am not one for war movies as entertainment. Cinematographers and screenwriters have historically participated little in actual combat; if they did, few war movies would be made, if any.

This movie tells many stories on multiple levels, and I highly recommend viewing it as a learning tool in spite of the graphic realism of combat.

For those not familiar, the story centers around development of airmobile cavalry (helicopter-based combat troops) in the Vietnam war. The man tasked with developing this concept is Lt. Colonel (now retired Lt. General) Harold G. “Hal” Moore, portrayed by Mel Gibson.

Col. Moore developed the aircavalry combat technique, trained his men, and also led them in battle during the first direct fight between US Army forces and those of the Peoples’ Army of Vietnam during November, 1965.

Col. Moore’s leadership, combined with solid planning and extensive training, resulted in battlefield survival for the US troops in what otherwise would have been a slaughter. Although both sides saw this event as a victory, Moore’s troops were outmatched by a ratio of 5 to 1.

Col. Moore had an axiom which he would instill in his troops:
“There is always one more thing you can do to improve your odds of success”.

And it’s true. But it means nothing to the individual unless the message inspires them to reach for that goal.

So…how do you inspire?

Ask yourself these questions:

• Do I lead by example?
• Do I show up on time for work, ready to go, properly dressed & with the right attitude?
• Will I do anything I would ask my staff to do for me?
• Have I done it, and have they seen me do it?
• Do I check on the welfare of my staff, and let them know I appreciate them?
• Does each member of my staff have clearly defined job objectives?
• Does each member of my staff understand the focus of our overall objectives?
• Does each member of my staff fully understand where they “fit”?
• Does each member of my staff understand how both what they do (and what they fail to do) effects the accomplishment of our overall objective?
• Does my staff receive ongoing training to ensure fluid accomplishment of our objectives?
• Are my staff’s Key Performance Indicators (KPI) measured and communicated every day?
• Are my staff’s thoughts and ideas included when making process improvements?

If you answered “yes” to every question above, congratulations on your insight and leadership ability. Keep up the good work.

If you answered “no” to any…just one…you have some work to do…starting with yourself.

Whether you know it or not, you set the example anyway…be it at work, with your friends, or at home with your family. In short, you are THE role model…like it or not.

Does what you are doing now reflect how you want things to be? If not, what are YOU either doing or failing to do which has things as they are right now?

Leadership is not a “once in a while thing”…it’s an “all the time” thing. You should want an organized, empowered staff. You should want cross-training. You should want job security for your team not out of fear and compartmentalization, but out of job efficiency and fraternity. Your environmental culture should be a great place in which to work, with little chaos to face after a week’s vacation.

How do you stack up?

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