Leadership thoughts from the CIA and A&M Texas University.
Lessons from a public servant on leadership, friendship, and balancing the minefield of public service.
Working the angle of business in our lives as men, we frequently come across the impactful term “duty,” which serves as a personal dimension of our pride and responsibility. Duty is just a simple word, yet it carries a profound meaning that resonates with every single one of us, compelling us to prove our worth through our actions and commitments. However, the definition of “duty” can often be seen as a blanket statement—a word used to inspire and motivate—but it comes with a degree of subjectivity that is tied to the individual context of the user. Each man's interpretation of duty can vary based on personal experiences and societal expectations, which adds layers to the conversation about what it truly means to fulfill our responsibilities.
Robert Gates has extensive experience working in high-stress and highly accountable public office jobs throughout his distinguished career. He generously shares the top skills that are essential for individuals aiming to navigate and successfully climb the ladder of success in such demanding environments.
Leadership from all angles fundamentally starts with a clear and purposeful intent. The act of deciding to be a leader or a manager represents the crucial first step in this transformative journey. A manager is typically defined as an individual who directs people and effectively manages resources and assets to achieve a specific purpose within the established guidelines of direction or a particular directive. In contrast, a leader is someone who is specifically hired to drive change, whether the change is substantial or merely minor, with the primary goal of facilitating this complex process while ensuring that it incurs the least amount of turmoil, disruption, or scandal possible.
The final few words of the definition of a Leader can often be perceived as the death sentence of progress and necessary to change - Scandal.
While no one truly desires it, paradoxically, it seems that everyone remains captivated by it. However, public servants, those who dedicate their careers to serving the community, never seem to embrace such tumult. For them, scandal usually indicates that someone is inevitably losing their job, creating an atmosphere of tension and uncertainty. This juxtaposition between the private sector, which often operates under the shroud of anonymity when it comes to termination—removing employees with little or no cause at any moment—prevents workers from establishing a true sense of home and stability. In contrast, public positions hinge on a mission or noble cause that fuels their employment and offers a sense of job security, along with benefits, as financial compensation remains low on the list of reasons for entering public service. After all, it’s the taxpayers’ money at stake, and to ask for exorbitant pay would run entirely counter to the very principle of working for the greater good of the community and its members.
Robert Gates’ mission for writing is to thoughtfully guide a would-be public employee, or even someone who is already working in that field, to understand which essential skills they should establish as a strong foundation for a rewarding and enduring career. He emphasizes the importance of knowing how to not only drive forward and upward in one’s career trajectory but also to stay true to a personal mission as well as the overarching mission of serving the public good. His ultimate aim is to inspire individuals to consistently leave every situation or organization better off than it was before their involvement.
Due to the current situations we find ourselves in, it seems that our public organizations are unfortunately on the chopping block, facing significant scrutiny. Although it is true that within any organization you can find instances of waste and inefficiency, the overarching goal should always be to highlight and showcase the many successes that our public entities actively support and contribute to. It’s not at all unusual to encounter some level of bureaucracy in every organization, whether public or private. However, diminishing the remarkable good work that is indeed happening simply to prove a point about the less favorable aspects is irresponsible and counterproductive when it comes to fostering an environment that allows for meaningful, permanent change.
“If the person who answers the phone cannot answer your question, it is a bureaucracy.”
So where is a public employee suppose to get support, learn new skills, find a mentor that is not already over worked and underpaid compared to a private sector equivalent?
There are some many agencies and certification programs now that finding the next set of skills to hone are a few clicks away. For instance, if presenting to a room for of peers and potentially leadership itself gives you anxiety, try The Driving Fear Program. A program designed to push you to explore a world that controls your internal anxiety.
Not sure how to enter the office with confidence and command that room, work the 3-6-9 Manifestation Method training. By mastering your frequencies you can understand what type of leader you are looking to be and what time of legacy you want to leave behind.
One of the biggest skill sets that the author developed over time was the strategic and intentional use of task forces to effectively accomplish meaningful and impactful change. With this one relatively straightforward method (which I say is easy, but we all know it’s far from that), organizational change can become more inclusive and engage a much broader range of diverse perspectives. This approach can also help to identify crucial ground-level changes that significantly enhance both efficiency and rewards at every level once successfully implemented, thereby fostering a more dynamic, engaging, and responsive work environment for everyone involved.
The secret task force method is often regarded as one of the most underused methods for facilitating meaningful change within organizations. However, it has the potential to be the most effective approach for driving organizational transformation. This method not only fosters a supportive environment for employee approval but also plays a significant role in boosting overall morale among staff members. By leveraging the insights and contributions of diverse team members, organizations can create impactful change that resonates with everyone involved.
Key criteria for the task force to achieve success include clear communication, effective collaboration among team members, a shared vision and goals, accountability for responsibilities, and adaptability to changing circumstances. These elements are essential for fostering a productive environment where innovative solutions can flourish. Robert Gates includes one more that is vital for change - have a time limit for results. Do not let the taskforce continue on into perpetuity.
