WoW Wednesday​

“Leadership is not about just connecting people. It’s about connecting people with people, people with ideas, and people with opportunities.” – Michele Jennae

This quote resonates deeply with me because it gets to the heart of what true leadership is: building bridges, not just managing a team. A leader’s most significant impact isn’t found in a top-down directive, but in the connections they facilitate. At its core, leadership is an act of service, and its greatest rewards come from helping others achieve things they might not have been able to on their own.

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The Essence of Leadership

The real work of a leader goes far beyond simple introductions. It’s about consciously and proactively building a supportive ecosystem where people can thrive.

• Connecting People with People: Great leaders are master team-builders. They see the unique strengths and skills of individuals and create powerful collaborations that would not have happened organically. This might mean introducing a data scientist to a marketing strategist to find a new way to analyze customer behavior, or bringing together two colleagues from different departments to solve a shared, long-standing problem. These connections build a foundation of trust and innovation.
• Connecting People with Ideas: Leaders are curators of knowledge. They don’t have to have all the answers, but they must be adept at finding and sharing new ideas. This involves encouraging your team to step outside their comfort zone, explore emerging technologies, or simply providing a fresh perspective that unlocks a new solution. By acting as a conduit for ideas, you empower your team to think differently and creatively.
• Connecting People with Opportunities: The most impactful leaders are those who are invested in the growth of others. They are constantly on the lookout for ways to help their team members succeed, whether that’s recommending a junior employee for a stretch assignment or connecting a colleague with a networking opportunity. This proactive approach to career development is the hallmark of a leader who truly cares about the people they lead.
• Connecting People with Purpose: Beyond the tactical, a leader’s most profound role is to connect their team’s daily work to a larger mission. This means clearly articulating why their contributions matter, how their efforts fit into the bigger picture, and the positive impact they are making on the company, the industry, or even the world. When people understand their purpose, their motivation becomes intrinsic.
• Connecting People with Resources: Leaders are facilitators, not gatekeepers. They connect their teams with the tools, information, and support they need to succeed. This could be anything from securing a new software license to getting access to specialized training or even just connecting them with the right person in another department who has the information they need.

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My Personal Connection to This Principle

Throughout my career, I’ve always viewed my personal network not as a list of contacts, but as a living ecosystem of shared knowledge and mutual support. For me, connecting with people has always been about genuine curiosity. I’ve made it a point to get to know people not just for what they do professionally, but for who they are—their passions, their challenges, and their aspirations. This has allowed me to act as a connector in a very personal way, whether it’s by seeing a job opportunity for a friend and making the introduction, or simply making a connection between two people I knew would hit it off and spark a great collaboration. This approach has not only enriched my professional life but has also led to meaningful, lasting relationships that extend far beyond business cards or a LinkedIn request. It’s a testament to the belief that your greatest success is found in the success of others, and it’s a practice I’ve maintained as a core habit for decades.

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Book Recommendation: The Power of Generosity

If you want to dive deeper into this topic, I highly recommend “Give and Take: Why Helping Others Drives Our Own Success” by Adam Grant. Grant argues that success is increasingly determined by how we interact with others. He introduces three types of people: Givers, Takers, and Matchers. He makes a compelling case that givers—those who are always looking for ways to add value to others’ lives—ultimately achieve the most profound and lasting success. The book provides powerful, data-driven examples that illustrate how creating and nurturing connections is not only a core leadership strategy but a fundamental key to a more fulfilling career and life.

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The most rewarding part of leadership isn’t about the title; it’s about the people you lift up along the way.

This week, as a history enthusiast, I’m honored to share the timeless wisdom of a leader who faced monumental challenges with unparalleled humility: former U.S. President Harry S. Truman.

His famous quote, “It is amazing what you can accomplish if you do not care who gets the credit,” is not just a platitude; it was a guiding principle for a man who inherited the presidency at a pivotal moment in history. Truman’s leadership saw the conclusion of WWII, the desegregation of the U.S. armed forces, and the launch of the Marshall Plan—a massive, collaborative effort to rebuild war-torn Europe. These were achievements born from prioritizing the greater good of a nation and a world in crisis over personal glory.

In today’s ever-changing business and technology landscape, this quote resonates more deeply than ever. True leadership isn’t about basking in the spotlight; it’s about empowering your team to achieve shared goals and driving collective success. 🌟

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Leadership in Action: Beyond the Credit

How does this philosophy play out in leadership?

• Fostering True Collaboration: Leaders who embody this quote actively seek input from all team members, encouraging a sense of ownership and shared responsibility. They understand that diverse perspectives lead to innovative solutions. Think about the global effort to develop vaccines during the recent pandemic 🌍—a monumental task where countless scientists, researchers, and organizations collaborated tirelessly, often putting the collective mission above individual recognition. The speed and scale of that achievement were truly amazing because the focus was on the outcome, not who got the credit for each discovery.
• Building Trust & Psychological Safety: When leaders consistently pass credit to their team, they build immense trust. This creates a psychologically safe environment where individuals feel secure enough to take risks, voice concerns, and even make mistakes without fear of blame. This trust is the foundation for high-performing teams.
• Developing Future Leaders: A leader’s job is to create more leaders. By sharing the spotlight and giving team members opportunities to lead and be recognized, you’re not only developing their skills but also instilling in them the importance of this selfless leadership style.
• Navigating Ambiguity: In a world of constant change, many projects lack a clear roadmap. A team that doesn’t care who gets the credit can more effectively navigate ambiguity. They’re more adaptable and willing to pivot, knowing that the ultimate goal is positive impact, not personal glory.

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A Personal Anecdote ✨

Over my career, I have rolled out many enterprise solutions. Specifically, one that comes to mind was an enterprise, world-wide solution that involved replacing our entire legacy financial system. The project was incredibly complex—integrating with dozens of regional systems, managing data migration for hundreds of entities, and navigating different legal and financial regulations across the globe. There were countless setbacks, and at one point, it felt like everyone was looking to assign blame.

Our project lead, however, was a master of Truman’s philosophy. When a technical breakthrough finally solved a long-standing data migration issue, he would thank the engineers responsible, then immediately follow up with, “This is a win for all of us. Their work just unlocked the next critical step for the entire team.” He never took the spotlight, even when he deserved it. When we finally went live on a Friday night as to not disrupt weekly business operations, the entire team stayed late to celebrate the accomplishment (and of course to make sure it went smooth). We weren’t celebrating his success; we were celebrating ours. The sense of collective accomplishment was far more rewarding than any individual accolade could have been. It cemented for me the power of a leader who truly believes in the team.

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Recommended Reading 📚

For a book that beautifully captures the essence of this quote, I highly recommend “Extreme Ownership: How U.S. Navy SEALs Lead and Win” by Jocko Willink and Leif Babin. While it comes from a military context, its core principles of leaders taking full responsibility for their teams’ successes and failures, and empowering them to achieve the mission, perfectly align with the idea of focusing on the outcome rather than personal credit. It emphasizes that a leader’s job is to ensure the mission is accomplished, regardless of who receives the accolades. 🎖️

“There’s the pain of discipline, and the pain of regret. If you choose the pain of discipline, you’ll never have to deal with the pain of disappointment.” – Nick Saban

When Nick Saban speaks about discipline, he’s not just talking about football drills or practice routines—he’s talking about a mindset. It’s the daily decision to embrace the difficult things now so you don’t pay a heavier price later.

In business leadership, this quote is a powerful reminder: discipline isn’t glamorous, but it’s the foundation of sustainable success. Regret, on the other hand, is expensive—it comes in the form of missed opportunities, lost trust, and unmet potential.

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How This Applies to Business Leadership

Saban’s philosophy can be directly mapped to challenges leaders face every day in the corporate world.

1. Strategic Focus

• Discipline means saying no to the wrong opportunities, even when they look tempting.
• Leaders who keep their teams aligned to a clear vision avoid the regret of wasted time and misallocated resources.
• Example: Companies that resisted chasing every digital trend and instead focused on building scalable platforms are now leading in unified commerce.

2. Operational Excellence

• Processes, controls, and standards aren’t the exciting part of leadership—but they’re what keep organizations resilient.
• Leaders who enforce operational discipline may be unpopular in the moment, but they prevent costly breakdowns later.
• Example: In the hospitality industry, consistent adherence to compliance and security protocols reduces the chance of reputational damage or financial loss.

3. Talent Development

• True discipline is holding yourself accountable to coach, mentor, and provide feedback—even when it’s uncomfortable.
• Avoiding tough conversations with employees may feel easier in the moment, but it leads to regret when talent underperforms or disengages.
• Example: High-performing organizations invest in structured development programs rather than leaving growth to chance.

4. Innovation Discipline

• Innovation without discipline becomes chaos—every idea gets airtime, but nothing scales.
• By creating frameworks for testing, iteration, and feedback, leaders ensure that only the best ideas move forward.
• Example: Tech companies that embrace “disciplined innovation” through agile sprints outperform those who constantly pivot without structure.

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Book Recommendation 📚

The Score Takes Care of Itself by Bill Walsh

Why this book? Walsh, like Saban, believed that excellence is built through discipline, not shortcuts. He didn’t start by focusing on wins; he started by instilling a “Standard of Performance.” From the way players dressed, to how they practiced, to how staff prepared—every detail mattered.

That mindset transformed the San Francisco 49ers from one of the worst teams in the NFL into a dynasty. For business leaders, it’s a reminder that when you build the right culture and processes, results naturally follow.

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Football + Leadership Fact 🏈

Nick Saban holds 7 national championships, more than any other coach in college football history. What’s remarkable isn’t just the number, but the consistency—he built dynasties at both LSU and Alabama. His secret? Relentless discipline.

He didn’t win by focusing on trophies; he won by focusing on the process. Every practice, every meeting, every detail mattered. Business leaders can take a page from his playbook: if you want consistent results, you must build a culture where disciplined actions are non-negotiable.

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Closing Thought

Discipline is hard. It requires leaders to hold the line when it’s uncomfortable, to stay focused when distractions abound, and to enforce standards even when it’s unpopular. But the alternative—regret—is far worse.

👉 The choice every leader faces is simple: embrace the pain of discipline today, or pay the price of regret tomorrow.

So next time you’re tempted to take the easy path, ask yourself: Am I choosing discipline or regret?

“Setting goals is the first step in turning the invisible into the visible.” – Tony Robbins.

This quote is more than just a motivational saying; it’s a profound blueprint for effective leadership. A leader’s primary role isn’t just to have a grand vision, but to meticulously craft a pathway that transforms a powerful idea—which currently only exists in their mind’s eye—into a tangible, shared reality for the entire team. It’s the disciplined act of translating the ethereal into the concrete, giving a dream the weight and form it needs to be realized. Without this critical step, even the most brilliant visions can falter and fade.

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The Visible Impact of Goal Setting

Here’s how this transformative process manifests in leadership:

• Creates a Shared Compass: A leader’s vision can be an abstract concept, but well-defined goals provide the team with a clear, shared compass. It eliminates confusion and ensures everyone is rowing in the same direction, toward a visible horizon. For instance, a digital leader doesn’t just say, “Let’s increase brand awareness.” They set a goal: “By Q4, we will increase website traffic by 30% through a targeted content marketing campaign and social media engagement.”
• Empowers and Energizes the Team: When people see a clear path and understand their role in achieving a visible goal, they are no longer just cogs in a machine. They become active participants in the journey. This visible progress, whether it’s a new product launch or a successful sales quarter, is a powerful motivator that fuels morale and commitment. Think of a software development team watching the progress bar of a new feature—each visible milestone is a win that builds momentum.
• Prioritizes Action: A leader’s job is to filter the noise. Goals make the “invisible” priorities of the organization instantly “visible.” They provide a clear filter for what deserves attention and resources, ensuring the team’s energy is focused on what truly matters to achieve the vision.
• Anticipates and Mitigates Risk: Setting a goal forces a leader to look ahead and identify potential roadblocks. By making these “invisible” future challenges and obstacles “visible,” a leader can proactively develop strategies to overcome them, avoiding potential failures.
• Fosters Accountability: When goals are visible, so is the progress toward them. This transparency naturally fosters a culture of accountability, where team members feel a sense of ownership over their contributions. A manager can visibly track progress against a project timeline, making it easy to identify and address bottlenecks proactively rather than reactively.

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In the fast-paced world of the restaurant industry, this is not just a theory; it’s a daily practice. I’ve witnessed managers take a vague idea like “improve guest experience” and make it visible and actionable by setting concrete goals. This might involve a goal to reduce wait times by 15% during peak hours, or to receive a customer satisfaction score of 95% on a new digital feedback system. By focusing on these visible targets, the invisible goal of “better service” becomes a measurable and achievable reality for the whole team, from the front-of-house staff to the kitchen crew.

For a book that perfectly illustrates this, I recommend “Execution: The Discipline of Getting Things Done” by Larry Bossidy and Ram Charan. This book moves beyond the idea of vision and focuses squarely on the crucial “how.” It provides a practical, no-nonsense framework for leaders to ensure that their goals and strategies are not just conceptual, but are actually implemented effectively throughout the entire organization. It’s a masterclass in making the invisible, visible—and then making it stick.

“Leadership is a gift. And the greatest gift a leader can give is to be generous with their knowledge, their experience, and their compassion.” – Howard Schultz

This quote truly resonates with me as it highlights a fundamental aspect of effective business leadership: generosity. It’s not just about hitting targets or maximizing profits; it’s about nurturing growth in your team and fostering a supportive environment.

Here are a few examples of how a leader can show generosity in a business setting:

▪️ Generous with Knowledge: A leader who takes the time to mentor a junior employee, sharing their industry insights and technical skills, is building a more capable and confident team. This isn’t just a one-time lesson, but a continuous investment in their people’s professional development. 🧠

▪️ Generous with Experience: A leader who openly discusses a past failure and the lessons learned from it provides a safe space for their team to take risks and innovate. Sharing personal stories of overcoming challenges can inspire resilience and a growth mindset. 🚀

▪️ Generous with Compassion: A leader who shows empathy when a team member is going through a personal crisis, offering flexible work arrangements or simply a listening ear, builds a culture of trust and loyalty. This compassion demonstrates that they value their employees as people, not just as cogs in a machine. ❤️

Schultz’s words also inspire us to pay it forward. When we’ve benefited from the generosity of leaders in our own careers, it creates a powerful ripple effect. We’re motivated to be generous with our own teams, sharing our expertise, offering guidance, and showing empathy. This creates a cycle of growth and support that strengthens the entire organization. 🌱

Book Recommendation 📚

Of course I have to recommend “Onward: How Starbucks Fought for Its Life without Losing Its Soul” by Howard Schultz. This book is a compelling account of Schultz’s return to Starbucks in 2008 to save the company during the financial crisis. It’s an excellent recommendation because it embodies the very principles of the quote. Schultz details how he re-focused the company on its core values and its people, making significant investments in employee benefits and training, and showing immense compassion for his workforce during a tumultuous time. It’s a powerful real-world example of how a leader’s generosity with their resources and compassion can be the key to a company’s success. ☕️