Dealing with a "bad boss?"

In October 2022, about 4 millions Americans, left their jobs. A trend that started back in 2021. 

Workers have cited low pay, no advancement opportunities or feeling disrespected as the reasons for quitting. 

So you don’t like your boss, or maybe your boss doesn’t like you.

Either way, you two aren’t getting along and communication is breaking down. You’re starting to feel like the odd man or woman out on all the work that you once found fulfilling.

Before you start heading toward the exit, perhaps you ought to reconsider.

Having a bad boss can be an excellent opportunity to sharpen your leadership skills, so that you can lead everyone — even your boss — in the workplace.

All that this requires from you is a proactive spirit and a desire to make the best office space possible.

One of the most common reasons for leaving a job is an incompetent or haughty supervisor, so let's flip that proposition on it's head and refuse the easy surrender. 

The most gratifying jobs can sometimes force us to interact with difficult people, so consider this an opportunity to get some practice in. 

This article addresses four things to consider before leaving that bad boss behind. 

1. Figure out if they're really a bad boss. 
2. Identify their motivations. 
3. Don't back down from your ideals. 
4. Take the high road. 
5. Avoid future bad bosses.

CLICK HERE to read more!

This is the biggest call for help we could make.

Jeff recently helped us make the biggest call for help we could have hoped for. 

If you have participated in any of our workshops in the last 10+ years, read our newsletter, or follow us on Facebook you know the news. 

Our dear friend and colleague, Lily Woo, is still in search of a living kidney donor. 

She is currently on dialysis for 10 hours every single day. 

The average lifespan of someone on dialysis is five to ten years. Lily has been on dialysis for nearly 5 years. 

We have been at a loss of what else we could do to spread the word about Lily. 

And then Jeff had an idea! 

Jeff reached out to his contacts at WCBS in NYC and they recently did an interview with Lily. 

This is where having media connections is invaluable!

We hope and pray that many people were inspired by Lily's story and have decided to start the donor screening process. 

This first step can help Lily or one of thousands of others in need of a kidney find a life-saving match. 

Lily has shared her 9/11 story of protecting the children of her school with hundreds of our workshop participants. Her story of love, leadership, professional challenges and successes have inspired so many of us. 

You can learn more about Lily, her story, and how to start the donor screening process here. 

Thank you for all the love and support you've shown Lily thus far. Let's keep it up!

A journey to the edge of war and peace

We recently learned about an article and story directly from Ukraine. We knew immediately that we must share it with you. 

The article is by a daughter. The story comes from her mother. 

Mariana Budjeryn a senior research associate at Harvard Kennedy School’s Belfer Center, Project on Managing the Atom, and the author of “Inheriting the Bomb: The Collapse of the USSR and the Nuclear Disarmament of Ukraine.”

At the end of 2022 Mariana traveled to Ukraine to visit her mother and friends. Her article details her travel from the U.S. to her mother's kitchen via plane, car, and by foot. 

What caught our attention was the stark contrast Mariana describes between life in Lviv where residents are living relatively "normal" lives while in other parts of the country men are fighting for their lives. 

As Mariana puts it; 

"They promise not to let us down?! They, who are knee-deep in trench mud, a Russian bullet, mine, grenade, missile away from death, promise not to let us, who are sipping flat whites and getting shot by cameras, down?! How is this logical construction even possible, I wonder?"

We highly recommend you read Mariana's article, Bri. 

It provides a human insight and perspective into this war that no tv report or newspaper article can. 

And then there's boxer shorts....

At the beginning of the war Mariana's 76 year old mother was looking for a way to help. 

She started sewing underwear for soldiers at the front. It's what she could do, and her work has been received with such gratitude as we can see in the image above. 

Such an important reminder that when something feels insurmountable, doing just one small thing can make a big difference. 

Her mothers sewing can be seen as support for her country's soldiers and as resistance to the war. 

Mariana write; 
 

"....the whole Ukrainian society, its every member, regardless of age, region, and wealth, has been affected by the war and is engaged in the resistance of some kind, whether that will make the return of these soldiers home different. Whether the people who make varenyky by the hundreds, donate for long johns and generators, open doors to refugees, repair damaged electricity lines, or just work to keep the Ukrainian economy and culture alive despite missile strikes and power outages, and those mud- and blood-covered soldiers at Bakhmut, Soledar, and Kreminna, are connected by invisible bonds of solidarity and common purpose, the bonds that will persist long after the war is over."

CLICK HERE to read Mariana's full article.

About Inkstick

Mariana's article is published on Inkstick Media, a website with reporting, commentary, stories, and a podcast focused on foreign policy. As they put it, Inkstick "breaks down the news you want and need to know without droning on. When it matters, it also dives deeper to show you the people behind the policy and the stories they have to tell." Check them out!

What a mentor is, and is not.

(This article was originally published in 2015). 

I lost two people who were very, very important to me last fall. They had both been my mentors.

The first was my mom who has been my personal mentor throughout my life. She guided me from birth and sacrificed enormously on my behalf.

There is absolutely no doubt I would have never accomplished the things I have done without her wise counsel and assistance.

The second was a senior officer who took me “under his wing” when I was a young cadet at West Point.

Don was a professional mentor I could always turn to for guidance and counsel specifically about my military career. He also provided critical advice and analysis for many of the national security issues that I became involved in while working in the Pentagon, National Security Council Staff in the White House, and other efforts that I have been involved in since retiring from the military.

I always knew that he was only a phone call away despite the fact that we were not frequently assigned to the same location and might not see each other for several years.

I could always call him day-or-night to seek his advice and assistance.

But what exactly is “mentoring” and why is it important?

Mentoring has been described as a dynamic relationship in which a more experienced person (the mentor) acts as a guide, role model, teacher, and sponsor of a less experienced person (the mentee). It is based on several distinct elements including:

• Reciprocity, collegiality, authenticity, and mutuality.

• Intentional role modeling

• A “safe harbor” for self-exploration (disclosure)

• Transformation particularly of the mentee’s professional identity

• A connection that endures

CLICK HERE to read the full article!

In it Jeff share....

• What makes a mentor effective

• The transition from mentee to mentor

• Creating a mentoring culture

Leadership lessons from the war in Ukraine

You may already know that our main focus at Diamond6 is to "learn from the past, to prepare for the future".

We do need to get one thing straight. 

The past is 150 years ago when we talk about the Battle of Gettysburg and the leadership of President Lincoln during one of the greatest transitions in American history.

It is 80 years ago when Pearl Harbor was attacked, leading to our formal entry into World War 2.

And, it is 50 years ago when the Watergate scandal led to President Nixon's resignation.

Leaders must also learn from a more recent past. 

Almost 12 months ago, on February 24, 2022, Russia invaded Ukraine. This move was a major escalation in a war that has been ongoing since 2014.

Nearly one year after this brazen move by Russian president Vladimir Putin, over 9,000 Ukrainian civilians have been killed, to include 500 children.

The world has also gotten a front row seat to the slow and steady crumbling of the Russian leader whose "iron fist" is experiencing a fight he did not expect, from Ukraine, the world, and increasingly, his own citizens.

Jeff is now offering the seminar, Leadership Lessons from the War in Ukraine to our clients. 

This can be a single presentation done in-person or virtually. It can also be part of a larger workshop. 

In this presentation Jeff uses current events in the war in Ukraine, stories from history, and thought-provoking questions to highlight and explain irrefutable leadership lessons that are critical for corporate, education, and nonprofit leaders to understand.  

Participants will learn key tenets of effective strategic leadership and where leaders often fail in implementing strategy. Plus, he identifies ways to create organizational cohesion and how to stay focused on what is most important, despite distractions.

Jeff also ties in his background in crisis leadership and the media to give participants a 360 degree view of the war, it's current impact, and future implications. 

This presentation was created due to demand. Clients in education, agriculture, and in business have been asking Jeff his thoughts and insights on this very topic. 

Understanding this recent past can help leaders at all levels prepare for the future. 

Interested? Feel free to send us an email to info@diamondsixleadership.comand we can send you more information.

[VIDEO] What happens after the super bowl?

We're less than two weeks away from the 2023 Super Bowl signaling the end of the football season. 

Here in Central Pennsylvania Eagles fans are thrilled to watch their team face off against the Kansas City Chiefs on February 12th. 

Of course we won't pass up this opportunity to marry football and leadership, once again. 

Three years ago we shared a post and VIDEO about leadership vs. management using Coach Garrett, former coach of the Dallas Cowboys, as a mini case study. 

While a seemingly simple concept, the difference between leadership and management often causes even the most senior person to stumble.

The consequences of not understanding and acting upon this difference can be costly - for leaders and organizations. 

In the NFL the consequence for your organization not being successful means losing your job as a coach. 

At the core of these difficult decisions often lies this important difference of leadership vs. management. 

As one coach put it, management is about dealing with data, like the things you can measure: how fast a football player can run, if he’s a lineman how much you can lift, how high you can leap if you’re a wide receiver.

Leadership is about heartbeat. How does a coach get his player inspired to play for the name on the front of the jersey rather than the name on the back. 

Want to see Jeff's video where he goes into greater detail about leadership vs management? CLICK HERE for the full article and the video. 

At Diamond6 we are incredibly impressed by the leadership displayed by Coach McDermott, both teams and organization, the medical professionals, and everyone involved in getting Damar Hamlin the help and support needed. May we continue to see such great examples of leadership and be inspired to lead with the same grace, integrity, and empathy.

The crisis plan that saved Damar Hamlin's life

On Monday, January 2nd, Buffalo Bill safety Damar Hamlin suffered cardiac arrest during a game against the Cincinnati Bengals. It was a tense and unnerving scene for both teams, fans, and viewers as medical professionals worked for nearly 10 minutes to stabilize Hamlin.

It was an organizational crisis that played out, in real time, on national television.

A crisis that required leaders to act quickly, smartly, and respectfully for this truly was a life or death situation.

Since this tragic event only 2 days into 2023, Hamlin has been released from the hospital and is in ongoing recovery. His coach Sean McDermott has been commended for his excellent leadership and decision-making in the immediate moments and days after the event.

McDermott and many others within the Bills organization stepped fully stepped into their leadership on that day. Their actions reminded us of our 3-step crisis leadership plan we have shared here on our blog, and in countless workshops.

Seeing this plan play out, in a real time, real life case study is an excellent way for other leaders to learn and see great leadership “in action.”

Here are a few of the crisis leadership highlights we found most compelling and inspiring on January 2nd, and since.

Step 1: Before the crisis - inoculate your organization

Build trust: A leader must demonstrate their commitment to ethics and organizational values in order to build trust with those they lead. Coach McDermott took over the Bills in 2017 and quickly brought the team back from a low point. During this this time he built deep trust and understanding with his players. When McDermott decided to end the game he had the full support of his team because they have come to trust him and his decisions.

How are you building trust with your team or organization?

Have a crisis action plan AND test it: The NFL has an emergency action plan and protocol of reviewing this plan which many fans may not even know about. This plan is enacted if a player undergoes severe trauma and is reviewed by the NFL and the NFL Players Association. Each team is required to practice their plan, they must identify a nearby level one trauma center, and discuss their plan 1-hour prior to kickoff. It is without a doubt that this plan AND the regimented testing, practicing, and reviewing of this plan is what saved Hamlin’s life. We hope that high schools and colleges consider implementing a very similar protocol for their sports teams, if they have not already.

Do you have a crisis action plan? Maybe you need more than one depending on your organization? Most importantly, are you testing and practicing it?

Step 2: During the Crisis - those nearest must act

Manage fears and emotions: We need more leaders with keen self-awareness and empathy. Coach McDermott and the Bills players all demonstrated incredible poise and respect during the critical 9 minutes that their friend and fellow player was being cared for by medics. Yes, emotions were visible AND very appropriate for the event that was unfolding before them. During press conferences following that day McDermott and quarterback Josh Allen shared their honest feelings and concerns for Hamlin while also remaining optimistic and hopeful. A leader with little self-awareness or empathy may ramble on about their fears for Hamlin’s future in football, the impact him missing may have on the team, and so forth. The Bills team has struck a perfect balance of honesty, empathy, and publicly airing their fears.

How might you best manage your fears and emotions during a crisis in your organization? Do you feel equipped to lead during such a stressful event?

Lead AND be seen leading: In a press conference Bengals quarterback Joe Burrow shared that he felt it important to let the Bills know how his team felt about Hamlin’s on-field emergency. He and the other Bengals captains took it upon themselves to meet with the Bills’ captains to discuss the situation. In the press conference he said, “nobody wanted to continue to play the game.” This act showed tremendous support for the Bills. Furthermore, Burrow and the other captains demonstrated true leadership, organizational values, and deep humanity to their team and the opposing team. Surely some trust-building happened in those moments!

How can you lead AND be seen leading in everyday moments in your team or organization?

Step 3: After the Crisis - learn and set a new course

Be aware of team’s psychological health: After all crisis leaders are responsible for ensuring their own and their team’s mental health. Providing the appropriate resources or tools to support recovery ensures that the individual and team as a whole can recover from the crisis as best they can. For McDermott, the Bills, and the entire NFL this may mean continually assessing players health. Or, involving them in any changes or adaptations that should be made to ensure that the best medical help and attention is available should they become injured. Ensuring physical and psychological safety is the leaders responsibility and critical for everyone to perform at their best.

Do you or your organizations have access to the appropriate resources needed after a crisis event? How can you create these resources or set up the connections so you have them should such an event occur?

Identify lessons learned: Smart organizations use all crisis as an opportunity to learn how they can do better in the future. And once identified, they must incorporate them into the organization effectively. It is now up to the NFL to carefully examine the events on January 2nd. While everything appeared that all protocols were followed closely and everything went as well as it could there are probably some improvements that could be made. Are there other medications or equipment that should be readily available? Do they need more (or less) medics on site? Should the ambulance park closer? These questions are simply examples. Point being, even the most “perfect protocol” should be carefully scrutinized after an event.

Does your organization have an “after action review” protocol? Do you use it? Why or why not?

At Diamond6 we are incredibly impressed by the leadership displayed by Coach McDermott, both teams and organization, the medical professionals, and everyone involved in getting Damar Hamlin the help and support needed. May we continue to see such great examples of leadership and be inspired to lead with the same grace, integrity, and empathy.

81 years later...what we can learn from Pearl Harbor

On December 7th 1941, the Attack on Pearl Harbor was a turning point in the history of our nation and the world.

The war that followed lasted nearly four years, and the entire nation mobilized to meet this challenge.

But ultimately it was leadership at all levels, exhibited initially on this Sunday morning in Hawaii that allowed America to be successful.

Today, is the 81st Anniversary of the attack.

Here at Diamond6 we frequently use this event as a historical case study for workshops. Sometimes in a classroom, sometimes aboard a ship, and if we're lucky, even in Hawaii.

To commemorate this important day we want to take you back in time to a blog post we wrote for the 75th anniversary, in 2016. 

Just goes to show, leadership lessons from history are enduring!

As we reflect on the courage and sacrifice of the brave servicemen on that day, what can we discern about the actions of their leaders?

And what can we learn about leadership in a complex, rapidly evolving, high-pressure environment like the one we are living and working in today?
 

While there are innumerable leadership lessons that can be drawn from this event we have three examples.

They are as follows: 

• Leaders must act in a crisis and feel empowered to act.

• Leaders must challenge assumptions particularly during changing times.

• Leaders must promote organizational resilience.

CLICK HERE to read the full blog post, including brief stories about each of these examples that further illustrate their importance. 

This meeting changes everything for Diamond6, every time.

In two weeks our team will be having one of the most important meetings of the year. 

And, we've been having this exact meeting every year since the beginning of our company. 

We call it our end-of-year debrief. (Yes, we use some pretty snazzy names around here 😂)

It is our opportunity to review the past year and all areas of the business. 

We review our finances. 

We look at our marketing and communications. 

We talk about the workshops and events we've run.

We discuss what worked and what didn't. 

We decide what to keep the same, what to change, and how we can do better next year. 

We give each person (including our interns!) the opportunity to share their perspective and give constructive feedback. 

We eat, we laugh, we agree on a lot, and we may even disagree on a few things. 
 

Hands down, THIS meeting makes our team stronger, and Diamond6 better for our clients!

This is how we do it:

1. EVERYONE IS RESPONSIBLE: Each person on our team is responsible for bringing their "bucket of stuff" to the meeting. This means, each of us writes a list of our areas of responsibility, the current status of those areas, AND any changes, if any, they think need to be made. We create a master document where each person adds their "bucket." This way everyone can see what what is planning on being discussed. This might help remind someone else of a task or item to bring for discussion. Or, start to spark some new ideas to suggest at the meeting. We're a small business, there are no secrets!
   

2. EVERYONE SHARES: We take turns giving each person an opportunity to share and discus their list and recommendations. Our most senior staff goes last. Why? Because most often our team members will cover 90% of the areas we want to discuss anyway AND (newsflash!), they are often more informed than an owner or executive. It keeps us focused on each persons area of responsibility rather than jumping around from topic to topic.
   

3. EVERYONE IS RESPECTFUL: This should go without saying....this is a respectful meeting. Sure, there may be disagreements or different perspectives on HOW to solve a particular issue or challenge. But, at the end of the day we focus on what is most important - what is best for our clients and the business. This helps us focus on problem-solving and coming up with creative solutions.
   

4. EVERYONE GETS TO WORK: During our meeting we use our master list to take notes, capture decisions we've made, changes to implement, and so on. After the meeting this document is cleaned up and then each person has their "to-do list" for their particular area of responsibility. This helps hold each of us accountable - to the list and each other. Plus, it ensures we follow through on continuously making Diamond6 the best business it can be for you, our clients!

As you can see, our end-of-year debrief is a very collaborative meeting. It is only with everyone's inputs, talents, and creativity that we can do what we do.

This is what makes us a small, but VERY mighty team.

And, it is the best way to get a pulse on all areas of the business, celebrate the past year, and feel motivated for the next year.

Do you have an end-of-year debrief at your organization? Why or why not? What is it like and do you find it helpful?

Putin aggression against Ukraine

It is critical for leaders to stay informed about current events. Even, when it feels like what is happening halfway around the globe has no impact on us.

Because, what is happening thousands of miles away DOES and WILL have an effect on us.

And, we can always learn from other leaders - good and bad.

Jeff was recently interviewed by the Strategic Studies Institute regarding Vladimir Putin choosing a path of escalation in his unnecessary war of aggression agains the Ukraine.

The interview is based on an article Jeff wrote in the US Army War College Quarterly publication, Parameters. We've included links to both the article and podcast below.

It is imperative Western policymakers know the consequences and how he might escalate further.

In this podcast Jeff examines recent events on the battlefield; the implications of the announced annexation of territory, mobilization of forces, and threats to employ “all means” to defend Russian territory.

Jeff also discusses the domestic ramifications and Russian thinking on “hybrid warfare” and the possible weaponization of food and energy as Putin determines future escalatory steps.

SSI's goal with this podcast is to assist American and European leaders in determining policies to deal with the ongoing crisis at this moment and prepare for an uncertain future.

We believe that our Diamond6 leadership circle can also greatly benefit from what Jeff shares in this interview.