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The last couple years I have experienced an overwhelming feeling of responsibility to be a good model for my boys.  Humbly, I have had the extraordinary honor of having a father who has lead and lived an integral life. Who, in gist, has been a great model for me.

Currently I have been re-reading several books on raising boys, specifically a book called, Raising a Modern-Day Knight.

Here are some hard hitting thoughts by the author:

“Many sons have a premonition that they were created for something significant, if only someone [father’s] would notice them. “

The most disturbing quote…

“The most urgent domestic challenge facing the United States at the close of the twentieth century is the re-creation of the fatherhood as a vital social role for men.”

I can’t etch into words the importance of a father’s role in their sons lives.

Dad’s, how are you doing with leading your boys these days?  Make it count!

Change is inevitable in today’s economic landscape.  Change is constant.

How are you adapting to change within your organization?

Change can be painful and uncomfortable.  Mark Twain once said, “The only person who likes change is a baby with a wet diaper.”  Let’s be honest.  Change can be downright hard.

As a leader within an organization, how are you a part of the process?  Are you asking your direct leaders the right questions?  Are you lock-step with the new direction, product launch, new strategies, approach, etc…?  Or…or…are you the complainer?  Are you the one who talks about how it can’t be done (although, it is good to question a process, but do it respectfully)?

(Remember leaders, those who you are leading are watching your response/reaction to change.)

I think it is imperative, especially those in leadership roles, to help facilitate change among your direct reports.  The human side of change can be challenging, but crucial to effectively forge ahead.

The U.S. Department of Education project roled out a systematic approach to help deal with change.  They suggested that individuals who are faced with change express six predictable and sequential concerns:

1. Information concerns
2. Personal concerns
3. Implementation concerns
4. Impact concerns
5. Collaboration concerns
6. Refinement concerns

At the various levels of organizations, whether for-profit or nonprofit, how are you addressing the above mentioned concerns?  The question isn’t “will” change occur, but “when” change occurs are you ready?  Furthermore, how are you addressing the questions and concerns echoed through the organization?

Your effectiveness as a change agent is to ensure you are educated on the “why’s, what’s and how’s.”

Change is your friend.

Forgiveness at times can be difficult, can’t it?

I was talking today about the burdensome weight that not forgiving can bring.  Not forgiving can cause one to lurk in the murkiness of resentment.

One of my favorite quotes by Fredrick Buechner:

“Of all the deadly sins, resentment appears to be the most fun.  To lick your wounds and savor the pain you will give back is in many ways a feast fit for a king.  But then it turns out that what you are eating at the banquet of bitterness is your own heart.  The skeleton at the feast is you.  You start out holding a grudge, but in the end the grudge holds you.”

Who do you need forgive?

i haven’t posted for the last couple of days because apparently someone hacked my system. no worries though, thanks to my good friend scott and rockstar blogger anne jackson, it seems to be fixed.

at any rate, i will be posting more pics shortly of little george.

so what’s been going on the last couple of days, well:

> working on my 3 eulogies for class

> reading up on materials set forth for a training course in tulsa, called servant leadership

> watching some odd oozy stuff come out of my son’s eye (blocked tear duct)

> reflecting on how thankful i am to have a beautiful and loving wife

> my car is in the shop (or i should say kathryn’s car is in the shop)…$$$$

> loving anne’s post

what’s been going on with your week?