C.S. Lewis, one of the great minds of the last century, wisely observed, “If we let ourselves, we shall always be waiting for some distraction or other to end before we can really get down to work. The only people who achieve much are those who want knowledge so badly that they seek it while conditions are still unfavorable. Favorable conditions never come.” What Lewis teaches about the want for knowledge can also be applied to the development of you and your organization. There will never be a time with perfect conditions but there is no better time than now.

I once read a quote that said, “Too many people miss the opportunity for success because it is disguised in rolled up sleeves and calls itself work.” Developing as a leader takes sustained effort over time. It is doing the little things masterfully, day after day, that make those big dreams possible. The same can be said about the great teacher, coach or administrator. There are things that if done today will create a promising tomorrow.

Start with a plan: Every good plan involves specific goals and objectives. It is with goals that we stop moving aimlessly upon our personal and organizational journey and start moving towards the “X” on the map. Chances are you already know what needs to be done. What do you specifically want to accomplish as an individual, class or organization? Why do you want to accomplish it? What specific steps do you need to take to accomplish the goal? Creating a plan is determining the road you need to travel to reach the vista on the horizon.

Goals are just dreams with deadlines: When will your goals be met? Be specific with dates and times. Set deadlines for your big goals and also for the smaller goals that will lead you there. Someday never comes. I will get around to it usually means it’s not going to happen. Procrastination is the enemy of productivity. Having realistic deadlines lasers your focus and maximizes your productivity.

Accountability: A secret of successful people everywhere is the need to be accountable. Who will hold you accountable if you do not reach your goals or if you fail to execute your plan? Be honest with yourself in answering this next question…  If you know that you will need to report back every week to a friend, coworker, boss or mentor on the progress of your goals, are you going to put your best effort into reaching those goals? Be honest… If you are like the vast majority of people, the answer is absolutely! Take advantage of the great opportunity of adding accountability to your goals and deadlines.

Remember that big shots are just little shots that keep on shooting. So don’t wait until tomorrow, start today in developing as a leader. Start today in developing your organization towards their full potential. Start today in becoming the teacher you always wanted to be. Journeys start with one step, so start today on the path towards excellence and you will be surprised at what tomorrow brings.

I recently read an article in which a world renowned leadership expert shared his thoughts on how leaders can improve their standing amongst their colleagues. I have also read the opinion that it is better to just go out and find leadership talent than invest in developing your existing talent. I have long been troubled by the notion that leadership skills are less obtainable than hair color. For some reason there is a prevailing notion that leadership is something you’re either born with or not. I disagree. Here are a few simple things that, if applied with practice, can have a lasting impact on the development of our leadership skills. The skills below do not cover everything it takes to be a good leader, but are some of the most important.

1.      Have an attitude of “We” not “Me”: Effective leaders foster a team first environment. They realize the whole is greater than the sum of the parts and strive to demonstrate what it means to put the team first. Nothing will ruin your leadership effectiveness in your organization quicker than demonstrating that you care more about your own motives more than the team’s goals and well being. Nothing will build your credibility quicker than proving to your team that you are invested in the team above any personal ambition.

2.      Communicate more effectively: Communication is to leadership as water is to a tree. It is essential for lasting growth and life. Most of us know how to communicate, that’s not the issue, but we struggle to apply it day to day. Be sure not to send mix messages in your communication. Be consistent and realize that the majority of communication takes place outside of the words we use. Make sure your words, actions, eye contact, and gestures all send the same message. Changing something as simple as negative body language will greatly increase your leadership effectiveness. By making an effort to be a deliberate and clear communicator you will become more confident as a leader and those in your organization will inevitably be more confident in you.

3.     Be authentic:  Invest in relationships. Your leadership effectiveness will increase when people begin to see you as approachable and genuine. Take the time to be out and about, championing the ideas and abilities of others while letting them know that you are not only a part of the team but on their team. Lead with your heart. Others need to see that you sincerely care about them, the vision of the organization, the messages you send, and the priorities you set. And above all, make sure that you are the example of authentic integrity in everything you do. Failed integrity will always lead to failed leadership.

Are these principles too complicated for your everyday leader? Absolutely not, they can be applied by any leader at any time! The beauty of the whole thing is that most leaders already know these principles and see their value. They just need to learn to apply them. An increased effort on doing the little things as a leader will ultimately yield extraordinary results. Just the effort itself will be noticed and appreciated. That's right. In many cases, you'll get points just for making an honest effort in these areas. That doesn't mean you should stop there. Constantly developing leadership skills is what the best leaders do. Complacency leads to failure. So even if you think you've got these skills down, it will help you to go over them again.

About a week ago I met with a good friend and former colleague who recently became the manager of a large and diverse group of employees. His team is experienced, talented and accomplishing much. Yet there is an understanding that they could be doing things in a better, longer lasting way. He explained to me that much of his struggle is helping the team create a new organizational culture that keeps all the good from the existing culture while allowing them to grow into the greater vision they need to progress into the opportunities of the future.

My friend is not alone in this struggle. It is hard to shake the old way of doing things even when the better way is clear. The process of changing the culture of any organization can be a daunting task.

Yet it has been done before and there are several key things my friend can do to enhance the process of his organizational culture change.

1.     Create a vision and mission: A vision statement is a formal statement of organizational philosophy, it is the big picture of what an organization plans to achieve over time. It is a short, powerful statement that should apply to ALL members of the organization from the highest manager to the janitorial staff and should be easily repeated by any employee at any given time.

The mission statement defines the present purpose of the organization.  It should cover what the organization does and what it stands for, how it accomplishes its goals and who it provides its services to.

Employees should be able to look at both the vision and mission statements as a guide on how to make decisions within the organization and clearly understand where the organization stands and where their individual efforts should ultimately lead.

2.     Attack from every angle: It is not enough to stand up and give a speech on the importance of the new way of doing things. A speech is a starting point but the message should be driven home from every angle of the organization. The way the office is designed, the art on the walls, the slogans used in the organization, the stories told in meetings, the conversations had throughout the day should all be an example of the new positive culture being created.

3.     Deliberate Role Modeling: Managers and supervisors should be the highest examples of the new culture they desire to create. If there in disunity amongst senior leadership, any organizational culture changing effort will fail. Their interactions with their employees should reflect the highest ideals of the organization. They must become what they are teaching. Be responsible for ensuring what is done each day is actually compatible with where the organization needs to go. Disconnect between the day to day efforts and ultimate vision will crush any culture changing effort. Consistent coaching, follow up and personal interactions are all powerful tools in changing culture.

4.     Focused Training: Too many organizations feel a single large training will suffice in changing culture. They then move on to other topics. This is an unproductive strategy. The ideals, goals and behavior associated with the new culture need to be the subject of every training! The principles need to be driven home again and again, from diverse angles and with practical application until they are no longer the exception but the norm.

5.     Help your team see why: If people can’t see why a culture change is necessary and beneficial, they will likely never change. Helping the team catch the vision of the why behind the change, the ultimate possibilities for both them and the organization is crucial. Remind them of the why and the what and how will be more readily received. Explain the what and how without the why and your efforts will likely fail.

Helping an organization to achieve a new, more productive, service oriented culture is a noble cause. It is these kinds of culture changes that have far reaching impacts on organizations and their members. Through sustained planning and effort this type of transformation is not only possible but greatly enhances the organization’s opportunities for long term, sustainable success.