Four Qualities of Game Changers
Leaders go beyond safe improvements to risky innovations. Leadership is dangerous. Management is about safety. I’m not degrading management at the expense of leadership.
Managers lead and leaders manage.
The ability to distinguish between management and leadership exposes the path to the next level. Success requires both.
Management is evolution.
Leadership is revolution.
“Don’t just play the game – change the game. The goals are to create, improve on, and innovate around best practices in order to find next practices.”
Mike Myatt in “Hacking Leadership“
Four qualities of game changers:
- Self-aware. The ability to know, grow, and express who you are – for the good of others – is your greatest contribution. The only alternative is being someone else.
- Awareness of and sensitivity to others. Insensitive people seldom change the game. The best leaders are both tough and sensitive to others. I’ll concede there are a few exceptions. I doubt if you’re one.
- Market-intelligence. Game changers understand what the market will embrace.
- Purpose. “… they understand the value of serving something beyond themselves.” Mike Myatt
Leaders who master the inward-focused components of leadership while neglecting the outward-focused are self-centered, ineffective, and self-indulgent.
A game changers framework:
- Simple. Complexity seldom changes the game. Simple is realistic, cost effective, quick to adopt, and fast to implement.
- Meaningful. Meet a need. Solve a problem. The bigger the problem the better.
- Actionable. Game changing is about verbs not nouns. If you can’t see it in action, it’s not a game changer.
- Relational. Enhance, extend, and leverage existing relationships.
- Transformational. If nothing changes the game hasn’t changed.
- Scalable. The best thing about game changes is they build upon themselves.
Game changers have SMARTS.
*Both lists on this post are adapted from, “Hacking Leadership.”
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How can you get to the next level in your leadership?
Great post, as always. I love the part about revolution. I believe that whole heartedly. Leadership is about changing the game – building relationships with those around you so they can see the value in improving on the game to transform it to the next level. I love being a game changer and I appreciate the daily insights as I strive every day to lead a revolution.
My favorite quote is “Simple. Complexity seldom changes the game. Simple is realistic, cost effective, quick to adopt, and fast to implement.” We try to make everything complicated and it really isn’t. Shirley
Great post, and very timely for me. I’m at a transitional point in my career and being a ‘game changer’ is what i need to catapult me to the next step.
Great conversation. Why is this so hard for Leaders to adopt? Are they afraid of being too sensative? Do they feel it will make them vulnerable? It takes time to do the above. Investment in others requires setting aside your aggenda for a while & taking time to understand your people. Maybe it’s the chicken and egg debate. How much time would a leaders have if they followed the advice above.
Revloution vs Evolution … what a difference just one letter can make! To me, being a leader is about making a new set of rules – not just on a whim to satisfy immediate desires – that will positively impact many to follow.
Thanks for sharing this, and so many other, great posts.
As an Assistant Basketball Coach at the Division 3 college level we are always looking for game changers. I’d definitely agree that SMARTS is the key. We have 10 freshmen and getting them to keep things simple is sometimes tough. Also being self aware-know your role-do what you do-nothing more, nothing less. As coaches, we continually work on relationships so the kids have no doubt that we have their backs and it’s OK to make mistakes.
An organization I belong to literally adopted “Game Change” as it’s theme to transform itself over 3 years. A best practice they’ve used along the way is to acknowledge and celebrate (think party) as they reach milestones along the way. Helps to remind us what we are doing, why we are doing it, and injects energy into the group. Thank you for today’s post…
I like the quote “Don’t just play the game – change the game.” So true. If you are only playing in your comfort zone, you are a follower, not a leader. And if you wait until you are “ready,” it may never happen. Thanks so much for the daily boost of inspiration!
What if you don’t know your purpose anymore because you have been focusing on everyone else’s needs instead of your own? It seems that I have given to everyone first and have lost my focus within. In a sense, I have lost my own path and desires, which is demotivating. I am currently reading “Finding Your Element” by Ken Robinson, which I guess goes back to being “self-aware”. I can relate to the “SMARTS”, especially the actionable.
Dan,
I’ve been there, and I feel your pain/frustration.
It took me a long while to get back to a sense of purpose that was really my own, and much soul searching and hard work to let go of all that was in my way. But I did get there, and the journey is proving useful to my purpose and work.
It can be quicker for others, and I sense you are taking the steps that are right for you to move forward.
If it would be helpful to chat, please feel free to reach out (email: rashmir at nsansa.org or at lpdcoach.com). I love helping people find purpose, and may be able to recommend further resources for you.
Rashmir.
p.s. For some poetic inspiration http://www.bemindful.org/poems.htm. In particular, The Journey by Mary Oliver may be relevant for you.
Great lessons on making lasting change combined with emotional intelligence. Right or wrong, it’s been my perception that leadership flourishes most when a strong management foundation is in place. (Having said that, leadership is needed to establish a strong management foundation.) Once the boundaries of management have been established, freedom to create and innovate within those boundaries can occur. And when the creativity and innovation outgrows the boundaries, new management is needed. Continuous improvement can occur when leadership and management work hand-in-hand.
Greg – great follow up point! I heard it this way and it stuck with me for years now – “Creativity comes out of the context of order.” You can’t be a game changer if you don’t even know the rules!
Wonder if there are exceptions to that perspective Greg? Strong management can also become ‘entrenched’ or ‘entitled’ management…but then again, maybe that isn’t even management. Have also experienced game changers taking advantage of the proverbial fruit basket upset and shifting perspectives significantly.
Good point, docdisc. Rather than ‘exception’, though, I would interpret your comment as a point of ‘caution’. Management needs to evolve otherwise the threat of entitlement is eminent. It seems to me that it is through leadership that management can evolve, and upon management that leadership can show ‘the way’.
These posts regarding game-changers seem slanted towards a positive growth perspective, whereas your point regarding ‘manipulating game-changers’ is well-taken. This makes me wonder who holds the responsibility for maintaining core values within an organization: management or leadership, or both? It’s easy to forget that core values should guide the way when change is rapid.
Rick’s right. Game changers celebrate their success. It’s made a significant difference over the past 3 years of our work groups growth.
Good word. Especially about the need for leaders to be both tough and sensitive to others and the importance of being relational.
Leadership is about verbs, not nouns. I love it!
Love it. I am in the midst of changing the game right now. having to rewrite your own job description is a challenge unto itself and pushing the envelope brings it to the next level. This post will be the source of my inspiration over the next few weeks!!!
Honestly, Ive always struggled with #1: Self-aware. The ability to know, grow, and express who you are – for the good of others – is your greatest contribution. The only alternative is being someone else.
I do well at managing so breaking beyond my comfort zone into true leadership is a struggle. Would love to get a copy of this book.
Simply brilliant.
The only thing I can add right now from my personal experience and from my coaching practice is that sometimes it is essential to withdraw to master the “inward-focused components of leadership”, and this need not be selfish or self-centered. Indeed for some it is essential to enable deeper connection with self, to allow for healing, renewal and transformation. And just like the seasons, much can emerge from a period of hibernation. Examples include: the quiet confidence of an expanded being, new visions of what’s possible, a greater sense of purpose, enhanced insight and creativity, deeper understanding of what triggers change, greater connectedness and awareness of the market need and potental, …
I can get to the next level of Leadership by developing my oxytocin generating machine to peak, epic proportions.
Reading and listening to Leaders Eat Last top of the list. Reading and listening at the same time comprehension levels boost up to 50%.
If I am going to spend time learning why would I not want to make that time as effective as possible.
Involving two senses in the learning process works better than using just one. The brain retains quicker using two senses. Why didn’t I figure this out earlier??????? Duh me!!!!!!!
Next up, Strategic Coach, Dan Sullivan. 21 Day Focus.
Learn more about how what I eat contributes to my mental state.
Back to developing my personal oxytocin generating machine.
SP back to now!!!!
good stuff
Great post. Too often, “manager” is made out to be the bad guy, while “leader” is spoken of as the only admirable role. I appreciate the fact that you said success requires both. That balance is critical for long term sustainability
4. Purpose. “… they understand the value of serving something beyond themselves.” Mike Myatt
This is the hardest quality to cultivate in people.
p.s. Following on from my earlier comment, one of the challenges for game changes and for game changing teams is how to take time for personal/team evolution while keeping everything moving forward. Not easy, but perhaps not impossible.
p.p.s. While I like the comments/sentiment about revolution vs evolution, I sense something is missing here. I’ve played a role in revolutionary change and I’ve found there are times were evolution is appropriate. I can’t say that I’ve figured it out, but perhaps the wisdom to know what is required when is a key element of successful leadership. And just perhaps there are times when the evolutionary approach becomes revolutionary, by creating the conditions for more rapid or more radical change…
There are two parts that stick out to me. The first part is the thought of being self-aware. I think a lot of leaders are self-aware, but it is what they do with the awareness that counts, especially if they are dealing with struggle or failure. If you are aware of your limitations and failures it is how you manage them that counts. If you see them as opportunities to learn and grow then you will be a more effective leader. The second part is the part about purpose. I think this is a key lever. Leaders have to have a clear purpose or mission greater than themselves and they must invest others in that purpose or mission in order to create change. Thanks for your thoughtful posts!
I like how the SMARTS are related to SMART goals for personal growth. I also like the focus on relationships, which has been neglected by businesses staring at the investor return numbers.
Thanks Dan, you continue to be an inspiration and teacher for me in leadership.
Thanks Dan. As always, very insightful. This only affirms one of my personal leadership maxims: All good leaders are good managers (both are needed). I love the “game changer” mentality that Myatt emphasizes. Indeed, if we’re not about making a real difference, then why accept the responsibility to lead? . . . in that case, I guess you’d just be a manager?
Thank you for once again wrapping up and sharing wisdom in simple smart enjoyable nugget.
Love the quote… “Don’t just play the game, change the game”! This post is quite timely for my organization as we are in the process of revamping how we work. The SMARTS framework is super… that first S is critical for success! Thanks!
Recently I read “the 21 irrefutable laws of leadership” this post reminded of this when you talked of being self-aware….I think that is key in leading.
Another great acrostic. Interesting how service comes in every time. The entitlement generation is going to have to learn this one !
Great message as always! “Management is evolution.
Leadership is revolution.” Love it. Meaningful work inspired by transformational visions. Another “M” I like is Measurable.
Being a game changer is what it’s all about! 2014 is going to be a great year. In order to get to that next level of leadership I need to be ever diligent in my growth and learning. Dan thanks for all that you do!
In my work (the psychotherapy field) “staying safe” and making incremental, yet modest change is unfortunately accepted in the field of changing people and personal problems.
Theories of change in the psychology and therapy field lean toward the complex, as if complex tools will get better results with people. For years I have cringed when we were taught complex approaches to create change in others. The whole intent of change gets lost in some kind of super theory and the efforts toward substantial change is harder to implement.
I am going to begin applying the “game changers” framework to my work with my patients and see how they see “their” desired change. Leading change may be more about helping others just simply articulate and understand what a better result looks like.
Thanks Dan for the new ideas – have a good holiday season.
Hey Brian, I had a vital spiritual experience 29 and a half years ago. Changed in an instant.
Also have heard and believe a new habit is created in 21 days.
So just not sure what this change taking a long time idea comes from.
Geraldine says, what you see is what you get so I guess if my core belief is change takes a bunch of time that is how people are gonna see it.
In reality it only works as one tells themselves it is gonna work.
All change comes in the instant the decision is made. Committtment or lack there of comes next to see if change will stick.
Just my experience.
SP
Thanks for teaching me the right way to lead.
So often I get into a routine of completing tasks: shuffling papers from on pile to another, and consider that leadership. Things get done, but are they important things? Game changing things? Not hardly. Thanks for the article today. It reminded me that I can file my P&L’s later; I can clean up my inbox while watching Dexter some Sunday night, but now is the time for me to dream, and envision, and engage my team in bold new ways.
I would like to mention that change should be focused on areas that are productivity bottlenecks. And be prepared to accept when change fails and caused productivity reduction. These changes need to be reversed and “What went Wrong” analysis should be performed to determine if the idea is still salvageable with changes. Change is good, it keeps us healthy, change for changes sake can destroy productivity without providing an upside.
Great stuff! I’m in the middle of a game changing idea right now. I’ve even called it a “game changer” many times. Your words give me confidence in my radical ideas.
Too many times leaders do not realize there is a “game” to be played. What a wake-up call that is when the ball hits you square in the nose. But “changing the game”…. I think I just got hit again. Thanks for sharing.
Can I get a different entry for a book with each comment I make? 😉
I really like the specifics of these lists. I think #1 from both lists is particulalrly lacking in many tech companies. Self-aware and Simple. Perhaps a combination of the cultural history in that industry along with the inherent temptation to over engineer. It’s what so many tech “gurus” don’t get about Apple’s success when they think Jobs was just good at marketing and flashiness.
Hahahaha… good one!
I agree
I’ve learned after years of failed attempts to be a game changer just how important the “relational” part of SMARTS is. If you don’t have a champion for your idea, no matter how good, it will sit.
I like this post. The one thing I will add is the life of a game changer can be lonely without self awareness and sensitivity, as you mention. A nuanced but important way to bring others along is to be receptive to your ideas being challenged. This seemingly paradoxical skill rounds out the framework you introduced.
Fantastic items to keep in mind.
In the past, many leaders assumed that if they could just keep things running on a steady, even keel, their organizations would be sucsessful. However, in todays climate of constant change, nothing seems certain anymore.
Leadership is not just about top-down influence of others, as many ‘old school’ definitions presume. A leader is an intregal part of a system connected and driven by relationships, good, bad, and ugly. Failure to recognise the power of relationships can result in organizational disaster; disatisfaction, disengagment, and dead-weight.
Leadership is all around us every day in all facets of life, in our families, our communities and churchs, and our places of employment. All of these examples play a vital role in acquiring and building the quailities and skills nesassary to become an effective leader.The first and most important trait of a good leader is Character. As a leader, you will face difficult situations.Situations that require experience and know-how, but without character, failure may often be the result. You must first beleive in your people, your company, and love what you do in order to lead, guide, teach, and inspire those who work for you. When your people have confidence in you, they begin to beleive that something bad can be turned into something good. Thats what being an effective Character-Based Leader is all about.
For those not familiar with (Knotters Leading Change Model), it is a it is one of the most effective tools used today by many of our countries most succsessful Fortune 500 Compnies.This model is an extremly accurate test used as a tool to identify the traits that often determine an individuals strenghts and weaknesses, while establishing a reliable predictaability that a person possesses the traits nessary to be a successful leader.
Leaders and managers ARE NOT one in the same, but an organization cannot have one without the other if it exspects to be succsessful. The ‘soft-skills’ of leadership compliment the ‘hard-skills’ of of the manager. Once again it is worth repeating, “BOTH are ‘Absdolutley’ nessary for any organization to enjoys true success and run smoothly”.
Truly look look at your people with a more Character-Based approach. With an eye for what human beings bring to the table, “and gain from it”. This commitment to taking responsability to honor each others worth and the way life itself is expressed through the productivity of people hands, heads, and hearts is not only a decsion, but a way of life who’s journey NEVER ENDS.
The more I learn about leadership, the more I realize how much the following quote (and what you posted) really are at the heart of what great leaders do: “I no longer teach the management of people at work…I am teaching, above all, how to manage oneself.” -Peter Drucker.
What makes this book a standout?
Appreciate your daily insights. They’re a great jumpstart to my mornings!
I like “Managers lead and leaders manage.” So many try to make large distinctions in the people – managers and leaders. The distinction should be in the roles.
Reading the list alone from the book is making me anxious of getting it. “To change the game u need to be smart” I know it will be a smart thing to have the book.
Wow 😀 its just amazing to get all this new nuggets. I am just a 21 year old man and i wish to learn early to be a truly transformational leader and a clock builder (like Jim Collin teaches) in my job and family. Thank you so mucho dan ;D
Congrats on jumping on your journey so young Ricardo! Another good one is Leadership Jazz…by Max DePree…and of course tracking all of the great wisdome at LF! 😉
I love the quote, “The ability to distinguish between management and leadership exposes the path to the next level. Success requires both.
Management is evolution.
Leadership is revolution.
Many do not recognize there is a difference.
Thanks for your post and I think I may try to shorten my blog based on your tagline. I will never get it to 300 words or less but could shoot for 500-700 I think.
To change we must see benefits or be forced to survive.
Being in a position to be able to change things is one of the top privileges of being a leader.
“Leaders go beyond safe improvements to risky innovations.” When does risky innovation become destructive or meddlesome? I have watched organizations attempt bold new ideas right into bankruptcy. Knowing the organization’s risk tolerance is key before risky innovations are implemented.
Appreciate the great commentart every morning. It’s a great jumpstart to my day.
My biggest challenge relates quality number 2. I can be sensitive to others, but often I am too sensitive to the criticism of others, i.e. not tough enough. Of course, such criticism comes with being a leader.
Love the SMARTS acronym. Thanks!
Good stuff!! Smarts
What struck me in today’s post was:
“Management is evolution.
Leadership is revolution.”
I think it is usually it’s difficult to step outside our own comfort zones in order to lead a revolution. It’s so much easier to coast along and manage the things that are already working nicely if everything is ‘ok’.
Inspiring. I will add in my favorites to re-read
Great excerpts from the book. I would like to read more.
I am always looking for leadership tools so this post and keeping the SMARTS acronym front of mind are a great help. For me, getting to the next level of leadership boils down using your self awareness so you can recognize where you are and can continually take small steps from the management comfort zone to the the uneven path of leadership. What great timing for a 2014 resolution!
“Life isn’t about finding yourself; Life is about creating yourself” George Bernard Shaw
And I will add to that, that effectual leaders support others to create effective life skills within their world that will enable the individual to flourish naturally.
Managers supply all relevant materials. Leaders tailor the fit. One size does not fit all and everyone should own at least one personally designed outfit 🙂
This sounds like an awesome book! As a 24 year old in a leadership role within my company, I am faced with many challenges. However, having a wonderful manager who has learned the difference between a leader and a manager has allows really allowed me to grow into the person I am today. “The ability to distinguish between management and leadership exposes the path to the next level. Success requires both.” I have been in my current job role for 6 months and because of a strong manager I have learned more about who I am and how to better myself as a leader. This book sounds to be empowering and I feel that it is something that my generation needs to read and be aware of.
The opening statement about leaders taking risks reminded me of the following quotation:
“Only those who will risk going too far
can possibly find out how far one can go.”
T. S. Eliot
I am still caught on the interesting book title – “Hacking Leadership” – are we cutting it up, taking a whack at it, coping with the situation? All of the above?
Love your posts Dan, keep them coming.
The framework is SMART(s) and succinct! Thanks for this post. I’m hacking a lot of things lately, all in the interest of my students and their learning.
I’m agree, because a hacking leadership is all about having a hacker spirit…
In order for me to get to the next level in my leadership, I need to take a big risk and change my own game by leaving the company I’ve been at for almost 20 years to find new opportunities to serve those that I lead. I will be employing the SMARTS framework along the way.
Love how he makes complex ideas accessible and applicable. I’d love to get the book free before I buy it
Bill Hybels of Willow Creek Community Church once said “everyone wins when a leader gets better.” But isn’t it amazing that, despite the plethora of fantastic, easily-accessible resources on leadership (such as this blog), it so often seems in short supply in our culture? Every breakdown in customer service you experience over the holidays can probably be traced back to poor leadership. Why don’t more leaders care about getting better? I think it all boils down to fear – game-changing leadership requires courage, and too many people are too often paralyzed by the unknown to take thoughtful risks, either for themselves or their teams. And that includes me as well, so I appreciate these regular reminders that I’m not in this alone!
Reading this post alone was refreshing and an excellent way to start my day!
Love the distinction you made between managers vs leaders (improvements vs innovation, safe vs dangerous).
Leadership Freak ROCKS! I resonate with the revolution statement and that you must be your authentic self when leading. Thanks a million! Happy Holidays, ALL! RR
Being self aware is the greatest challenge I see in developing leaders. A leader who has developed their ‘voice’ has found the sweet spot. Look for those developing their pipes to sing!
Ah, simplicity is the real game changer of the SMARTS framework. It seems complex is much easier to create than is simple!
It serves our staff well to ask them to look around. While everything may seem the same, everything changes. Everything on this earth is in a continuous state of evolving, refining, improving, enriching, enhancing, changing. We were not put on this earth to be stagnant, rather to adapt.
Change is a law of life: Those who look only to the past or present are certain to miss the future. By changing nothing, nothing changes!
And, when we can no longer change a situation, we are challenged to change ourselves.
While I absolutely agree with all the specific nuggets of wisdom insofar as how to introduce, integrate and exact change into our organizational staffs, I’d also like to add these: 1) Unlearning is as important as learning; and 2) There is a distinction between merely serving the organization vs. serving the GOAL of the organization, even though if we do the latter we automatically do the former.
P.S. If I win your book, Dan, I’d appreciate if you sign it or perhaps write a little something to my daughter, Alice Martinez, who is a Dual School Principal–with the usual staff issues yet clings to the academic books on management. Thank you.
Leadership is all about taking initiatives, it is about verbs! thank you for this great post Dan, and the opportunity to win a book.
A Game Changers Framework is very useful. I love that it starts with Simple and simple is indeed what I see what it’s displayed so easily in this format. Appreciate the food for thought that your posts offer and enjoy them greatly!
Being a game changer means you get to pick the rules that make sense instead of playing by the rules that someone else developed decades or even centuries ago. Awesome post!
Great stuff. Simple yet effectively stated.
Continuous improvement in any business requires constant review and change, but it is important not to change what is working well, only what could work better!
Good stuff. I shared it on all my feeds. Thanks Freak! 🙂
Great piece Dan. The organization I work for has been embarking on a major transformational change for the past few years. I could not agree with you more with the game changers framework. Actionable is HUGE. It is important to see changes in action and also to deliver frequent formative feedback to employees about the changes you are seeing them implement. Have a wonderful holiday and thank you for the opportunity to win a free book.
Looking forward to se new leadership books in 2014. This one sounds excellent!
Great post. Simple and straight-forward.
Very thought-provoking!! The Four Qualities of Game Changers spoke to me. It’s interesting to see how naturally these qualities come to true leaders and how truly genuine those leaders are seen by their employees.
I would add determination and vision to the list!
I always felt that leaders provide a vision that people can align behind and move forward toward. Managers, merely support the status quo.
There’s a time for both, and sometimes management of a process is imperative for quality control and business continuance.
They both have their times, and sometimes the roles morph back and forth.
I think the comment about the “danger” of leadership is key, especially “game-changing” leadership that will help transform the culture of a workplace! There’s a great quote from the movie Moneyball that sums this up when they said, “The first one through the fence gets the bloodiest”! It’s amazing how many will follow you through the hole once you’ve made it!!
The four qualities of game changers are dead on!
Dear Dan,
An interesting post! Yet, one correction in the message. ‘Managers can lead evolution but leaders manage revolution’. The refined message reveals a lot about the role of a leader.
Leaders are visionaries and look beyond the present. The present is handed over to managers while leaders always have an eye on a bright future which calls for innovation, risk-taking and investment in terms of right talents and futuristic technology.
The fact remains that only 2-5% of managerial lots become great leaders mainly because they look sky as the limit and make impossible things as possible by driving the managerial force to achieve their dreams by providing a congenial work environment as a platform to perform and giving incentives for their progressive achievements.
Four qualities of a game changer/ result-oriented leader and the framework of ‘SMARTS’ are very essential. But, the main quality of a game changer is to change the present in a radical manner despite all hurdles where he needs the help of managers to execute the tough policy decisions for a better tomorrow.
Reblogged this on THE STRATEGIC LEARNER.
Thanks for sharing my new book with your audience Dan. I enjoyed the thoughtful conversation spawned by your adaptation. Happy Holidays Dan.
Best,
Mike
I love the 4 qualities of game changers, I am finally self-aware enough to be myself and not try to be someone else. When perfectionism, controlling, etc. are healed and let go – it is a major game changer!
Smarts, great acronym and probably one of the more accurate for anyone in a leading position. Keeping the vision cohesive while adjusting, disappointing at an acceptable level and delivering what each individual, team, and department needs… You need s.m.a.r.t.s.
“Leadership is dangerous. Management is about safety.” Management is also laziness.
I think leadership is about serving others before yourself – helping them to achieve new levels of success that they wouldn’t have been able to achieve without assistance. When you can consistently do that, you’re taking the next leap.
Thank you for the great post! This should be mandatory readying for all civil service managers!
Love this Dan – well said, brilliant and simple!
How neat! Very well written 🙂
To me, this quote is parmount! Purpose. “… they understand the value of serving something beyond themselves.” Mike Myatt Without that understanding there will never be lasting success in any endeavor.
Great post as usual. You can never get enough leadership advice.
Always great…read everyday and pay it forward to others!
I like your blog. There is a great need in this hour for leaders who are sensitive, simple, meaningful, and relational.
I really appreciate the line “managers lead and leaders manage.” Sometimes it seems that such a hard line is drawn between these two roles/functions, but both do both, just to varying degrees. Appreciate your great stuff, Dan. Would love a copy of the book.
The place of action sums up the characteristics ofgame changers. Without action all remains a mere theory. I love this post. Keep it up
Your #1 point and #4 point about game changes seems to be that challenge of maintaining a dual vision…looking inward and outward. The ability to confront and confirm what is in you, what you want in you and affirm and assert where you could be and how you could serve beyond what you see. Shooting high, aiming low?
Great post and comments today, thanks all!
Thank you! I love the distinction you give & the framework.
Sometimes you just have to come right out and be honest – I left this comment to have a chance at winning a free book.
Great Article. I like the SMARTS acronym. I look forward to reading the book!
Meaning-making is a complicated process, really. The SMARTS acronym is fun — but how do you make it happen? Meaningful — to whom? And how? What’s the story you’re telling? How does it become consensual, relational, committed, real?
Dan!
Nomenclature creation=game changer thinking. You must begin changing the words in a sector or develop new ones. It’s what Historymakers do. Design your own models.
Artfully craft new vocabulary for it and use it repeatedly.
Get others to use it…often.
Don’t just make a dent, sledge hammer the institutional, archaic modalities.
Taking ideation to a new stratosphere. Go Mike!
Its so important to be transformational. If you always do what you always did you will always get what you always got
Really like the game changers framework acronym. Makes it easier to remember. 🙂
As a judicatory leader in our denomination I work directly with 130 churches. One of the biggest problems facing troubled churches is a lack of quality leadership. These churches need a game changer to provide the leadership required to transform these churches into healthy, growing congregations. This looks to be an excellent tool I can use to help coach some of these leaders and help them become the game changers their churches need.
Spot on! “Awareness of and sensitivity to others.” This builds followers. I would rather go into battle with someone who would thank me, then someone who will step on me as they tromp through.
Great post as always. I really connected with the SMARTS framework. I have found change is much more attainable when it is based on relationships and trust. The framework will be something I post near my computer so I can see it daily.
Love your blog! You touch a deep and mighty core in so many people; You inspires me to be bigger and better as leaders, even though my world is fairly small. I’ve often said that a person’s influence isn’t limited, even if their place in life is.This post makes me want to read more of Mike’s book. I’m especially curious about the Scalable component. I would like more insight into that because I’m not getting it from the short description here.
Excellent. Scheduling some time to evaluate my SMARTS. I want to get better and change the game in 2014.
Engaging those whose foundation is that “it has always been done this way” is a real challenge. Change even for the better always has an element of fear that needs to be recognized and worked with for individuals and organizations. I appreciate the qualities he has outlined – they aren’t taught in text books — they are learned more in modeling and mentoring on the journey of life. I also like the SMART framework and will bring it to our quality core group. Thanks for your posts.
A useable acronym helps with follow-through. It’s worth understanding that sometimes the first game to be changed is our own. Thanks for the road map.
Leaders out-compete managers every day.
Thank you for the great ideas. I can use these in building my goals for 2014.
Interesting perspective. There are differences in managers and leaders but I wouldn’t say leaders manage…. They coach, develop their surroundings to new beginnings and changes. Thanks for the post.
So generous to give away this book at Christmas break- teachers and other leaders will actually have time to read it. Merry Christmas!
Managers lead and Leaders manage. Great wisdom there. Thanks.
I love your blog & would LOVE to be in the running for a book! Happy Holidays!
Great post. Revolution. Have a leadership role where we’re trying to change a culture of “good enough” and “take care of yourself” mentality. Love the challenge. Thanks for the thoughts.
Once again quick and simple, but very powerful action oriented. Great work Dan! Merry Christmas.
Love your daily posts, share often with my team. Looking forward to Mike’s book.
Smarts is a great acronym to remember/ consider
Leadership is dangerous, management is about safety is a wonderful quote! I believe that leadership is effectiveness where management is efficiency. Managers want things to stay the same, where leaders expect change.
I love your books and daily tweets. Always a morsel of information that the everyday person can appreciate and use. Your information targets a very niche market that I am pleased to be a part of.
Happy holidays to you and yours and the rest of your followers. Teach on, teach on!
Love the thought: If you can’t see it in action, it’s not a game changer. Excellent!
It is amazing how those that manages to change the game quickly becomes the leaders.
I used to work at SonyEricsson when Apple released its first iPhone, suddenly it was not interesting how many mega pixels the camera had but rather if it was full touch compatible and if you could “sweep”.
Or when Dick Fosbury invented the Fosbury flop and revolutionised high jump. You hardly see anyone in the elite today not using that technique.
What I am trying to say is that if you manage to find a way to change the game, you will become the new leader and everybody else are bound to follow, giving you a competitive advantage.
“Don’t just play the game – change the game. The goals are to create, improve on, and innovate around best practices in order to find next practices.” – what a fantastic summary that explains why the processes we keep implementing are never the same and constantly evolving! Let’s hope it’s really an improvement with each iteration.:)
I once was told the best ideas are “simple and profound.” The SMARTS framework takes that concept from idea to action. Thank you.
Great post. in my book, game changers lead by example – creating “quiet” but meaningful revolutions within the workplace.
Very true.. As a leader, one must always try to change the game, rather than play the same game…!!! And learn to face Challenges head on
I would like to commend you for inspiring me with your leadership, e-mails and tweets, because of these communications I was able to move from being an aspiring motivational speaker, to a speaker with authority. I also thank you in advance for the souls that you will still inspire to release the leadership freak within them. Keep it up and never get tired, the world needs more people like yourself. With love all the way from South Africa
Love it! Thanks for sharing these game-changing tips….
Another addition – you lead people, you manage processes. Relationships are critical to leading and changing the game.
Very interesting. I would love to learn more!
wow! this is awesome. One of the comments says ‘ great post as always’ I see that I’ve been missing out a great deal on previous posts.
More than reading it, it calls for deliberate actions to reflect and live them. thank you!
Great post! I am in a wonderful position to be a game changer in my new job and your message just validated my game plan! Thanks!
Yes, this is a great post. I think if all people understood what differentiates a leader from a manager, they would start to not only evolve but also revolve! I always say in my conferences that while a manager maintains balance (“As-it-was-in-the-beginning-is-now-and-ever-shall-be”), a leader initiates change. He does not just try to do things right; he actually does the right things. That is why with management, you can easily slant into comfortable routine but in leadership, you have to enjoy uncomfortable change. All of us leaders are called to do the right thing – whether comfortable or not, and not doing the comfortable thing – whether right or not. That is, to my interpretation, part of what it means not to just play the game, but to change it with SMARTS! So like Mike says, our leadership focus should not just be to improve but to innovate. Let me add: we should not panic, but plan; not blame, but take responsibility; not complain but take charge. Above all else, CHANGE. Thanks, Mike, for the great eye opener. Merry Christmas and a happy, innovative new year 2014.
Hello,
Interesting article, I would add that in “changing the game/hacking” it is important to take into consideration how positive would be your hacking contribution to the organization, what changes, improvements will it bring, taking into consideration the present status-quo, the team, the market (clients, competitors, business partners), as well as the other macro-environment factors of influence.
I like the Management is evolution vs. Leadership is Revolution quote.
Never thought about it this way but it makes a lot of sense. Leader are always looking for change and managers always improving processes.
I’m from Australia and love reading the posts regularly. One of the issues that leaders have that do get the meaning of leadership as opposed to managing is how to get that message to an under performing middle leader who just doesn’t get it. They think they are doing a great job – but are managing and can’t see the leadership role and opportunities beyond this. When you inherit these employees as you move to a new position in leadership it is opportunity for the new leader to express standards and expectations.
My personal opinion…an organization will never extend beyond the vision of it’s LEADER & a LEADER proves his/her greatness by his/her level of service to others….If you want to be a great LEADER learn to be a great SERVANT…
Love the fact, the way you deal with some very difficult and complicated issues in very simple and meaningful way. Thanks for making it so simple and easy for everyday leader in the market place.
Reblogged this on IAm Synt.
This is a great statement: 3….” If you can’t see it in action, it’s not a game changer.” Many people will state game changing but this can prove to you whether or not it happens and/or you may be a part of it. Great post today!!
I couldn’t agree more. You hit home the idea that leadership equals communication in about 6 different ways, without even using the word. Self-aware people communicating a simple purpose can change anything.
A very true article on changing the game
Unfortunately we can all reiterate stories about the bad bosses that we have worked for and how they have tainted our lives. In my many years of working for others I have had the good fortune of working with some very self aware and inspiring leaders. Each one has helped to inspire me to be a better human being which in turn helped me to become a better employee. Funny how the simplicity of relatedness creates a platform for humanity to grow. Love your insights on developing leadership that inspires instead of demotivates.
Very cool concepts — can’t wait to see the book — even if not chosen, sounds like one I need to go get…
I love the simplicity with which you state things. As a Principal intern I am seeing the true difficulty of walking the fine line of managing and leading, because there is a need for both in my position. I am working on honing my leadership skills by fine tuning my ability to be tough and nice….
Working in the field in a federal agency, it’s sometimes difficult to get my staff to buy into changes handed down from above. Add to this the fact that two-thirds of my staff are retirement eligible and can be quite obstinate when it comes to embracing technology. I’ve been learning a lot about leadership (and management), but still have a lot to learn. Trying out SMART will hopefully help me make some more headway with my team.
great post — working to make things so familiar strange (stuff around you and stuff within us) is so key for me. Then to develop your strengths for challenge after challenge. I Appreciate you
I don’t remember where it was said that one of the differences between leaders and managers is that managers focus on doing things right while leaders focus on doing the right things. Purpose and focus are key elements to both sides of the equation.
“Don’t just play the game – change the game”. Easy to become complacent and play a role. . . . thanks for the boost back into the driver’s seat.
I really enjoyed this post. I especially like the play on SMART goals…being a game changer has it’s challenges so I’m always looking for great tips to help guide. Thanks for all your great advice!
I certainly enjoy the topics but this one about change management appeals to me. I know for certain that if change is not managed well, if affects everyone – even senior leadership. Excellent post, thank you!
The quote above from Mike Myatt is fantastic. “Don’t just play the game – change the game. The goals are to create, improve on, and innovate around best practices in order to find next practices.”
Mike Myatt in “Hacking Leadership“
The last sentence is so profound…You can improve on and innovate around best practices in order to find next practices. This requires you change the way your thinking about best practices.
Excellent post sound like a great book.
Great ideas in the game changers framework. Thanks
Great post! as usual. I’m really looking forward to this book.
Awesome post, I found out about Dan through twitter. Learning more about leadership helps me a lot in college with all of the leadership positions I have taken on. Looking forward to learning more.
Awesome post Dan. My favorite takeaway:
“The ability to distinguish between management and leadership exposes the path to the next level. Success requires both.”
So many get the two mixed up as the same.
Nice – I’d love to win a copy.
A 5th attribute of game chsngers is maleabilty. Able to get out of their confort zone and evolve
Trying to be a game changer. The most challenging part for me is Purpose. “… they understand the value of serving something beyond themselves.” Motivating and inspiring others to this does not come easily for me.
Some of the most succinct and on point writing I have read in a long while. Thanks for sharing information that simply smart. I will subscribe so I don’t miss your work. Thanks for sharing.
Awesome blog! I’ll take a great leader over a “manager” any day!!!
This was great! Thanks for sharing. I will sharing it with my leadership team.
This must a great book. Wow.
Another GREAT article. I especially appreciate the “Four Qualities of Game Changers.” Very succinct list that reminds us that we have to have self and overall awareness and we have to focus on the purpose of the change in order to make it stick!
“Revolution vs Evolution” is a very thought provoking notion – THANK YOU!
My favorite part is “Insensitive people seldom change the game. The best leaders are both tough and sensitive to others.” I’ve met a few in leadership positions who are not sensitive to others. They get the job done no matter what the cost to others or their careers. That style of leadership creates fear and “yes people”; it stymies growth in others. Remaining sensitive to others helps advocates stay dedicated to the change and pulls others along.
As an educator and principal, this post translates to leading a school through continuous improvement. The self aware principal must not only have a vision, but must be able to lead a staff to form a shared vision, analyze data that gives a clear picture of “the marketplace”, and guides the formation of measurable goals and strategies that address the areas that revolutionize the learning for all students.
Good stuff. Very similar to what I learned in my Organizational Leadership & Supervision courses.
Excellent points and I look forward to reading the book. I am particularly interested in #2 of the qualities of game changers. “Awareness of and sensitivity to others. Insensitive people seldom change the game.” A strong culture of organizational trust is needed for change characteristics such a collaboration and ongoing innovation, as well as the retention of talent.
Wow…just discovered your blog and WOW…I’m impressed. Can’t wait to read more. Where are you in the US? Thinking of ways to impact my 1500+ organization…
I thoroughly enjoy your posts and it usually sparks a board room discussion. Change is a part of growing – not only do you need vision to see the future – you also need the tenacity to see it through and flexibility to be able to change directions, if it is not producing the desired results.
It is common to say that “innovation comes from the fringe”, from people, firms or leaders who break the established rules in a marketplace. In addition to these qualities, I think “adoption” (or the ability to get the change adopted by the consumers) is a key quality, probably resulting of a combinaton of the qualities expressed above in the post.
Looking to make 2014 the year of the game changer!
Reblogged this on Movers, Shakers, Leadership Makers.
It IS a good post however, not one word, not one mention, not even a hint that a good Leader/Manager is not afraid to WORK HARD. Leadership isn’t just sitting behind a desk pretending that you know what goes on in the company. Leadership is getting up, getting in, getting dirty when you’re needed OR when you really want to make a connection with your team. You’re not the only one to leave out “hard work”, everyone that writes about leadership now a days does. It has me smh because the best leaders I’ve every had were “jumpers” when it came to being part of a team and gettin’ down in there with us and accomplishing together.
Thanks Mary. One of the things I love about blogging is enjoying the insights of others. If you want to change something…get in there and get dirty. 🙂
Thanks for this…game-changing is what im auming for especially here in Zimbabwe
The leader is a great job, every job and work need it to make a rules and change the rules. most of people think leader and manager is everything about money. However, they don know not everyone can do this job. I think, if you want to be a success leader, the first thing you need to do—– responsibility. From this article, i know the leader should have four abilities. first i need do work effective. 2nd, i must know what i need. 3rd, do everything initiative.And i need make a lots of friend who can help u in business. last one, your job is changing the game , not keep it original. To be a good leader is not easy. you need change yourself and finish the game rules.
This is a novel and interesting blog for me. I firstly know the word “game changers”. I think this article is suitable for people who are working in the office. The blog told me how to be a game changer, to become a good game changer and also to be a leader. And I love the part about the simple. He said the simple often change the game easily. People usually make thing complicated. I hope I can be a game changer who build the game rule and make the revolution. I think I got a great lesson from this blog.
My favorite quote is “Don’t wish things were easier, wish you were better”. I wish I knew who actually said this first but this applies in leadership and everyday life to strive to be a game changer. The world does not have room for people wishing to be static. As young adults with young minds we should be looking to changing the world in our own way whatever that may be.
The first thing I saw on the page of the article was “Help leaders reach higher in 300 words or less”. It’s already not easy to be a leader, but this article said it can let leader reach higher in read only 300 words. That was a great post. Every words in the article was incisive. I almost read every sentences three times to be able to understand them. My favorite quote is “A game changers framework”, 6 factors to be SMARTS. Do something simply, directly, use and enhance personal relationship. I totally agree with the author at this point. “Management is evolution, Leadership is revolution.” I’m not sure about this one, I was think about it so long. But yes, that is a great post, and related to business.
Leadership isn’t about what you can say or proclaim to your followers. It has to do with your actions and the kind of path you set for others. Henry Ford once said ” you can’t build a reputation on what you are going to do. ” I think this directly correlates with leadership. Anyone can tell you how to do something and give you the materials to accomplish a task, but a leader is the person who explains how to do it by taking the lead and becoming a pace setter for all the others. If people see the leader take the initiative it immediately motivates everyone else and once the ball has started rolling it won’t stop.
This article was very accurate in relation to real business practices. Managers and leaders have to feed off one another and are really the same entity. Managers have to lead and leaders have to manage. A part of building a successful business has to be a system in place that focuses on the main thing that the business does. After adapting to that system they must be innovative and find new ways to improve that system in order to be game changers and get an edge on competitors.