Raising the level of your leadership




I Love My Job!


One thing is sure. You won’t love your job if you hate your boss. First and foremost, people leave companies (or churches or universities or whatever) because of who they work for, and they stay because of who they work for. It is the day-to-day interactions of boss/employee that make the most difference—one way or the other.

The October 28 (2013) edition of Forbes featured the 50 Best Small Companies. Four executives were asked, “How do you charge up your employees?” I don’t much like the idea of having to “charge up” employees because it implies they show up “charged down.” Fortunately, the four answers had to do with everyday leading that makes employees show up already charged up:

  1. Share the rewards with everyone. Make sure all employees feel like they will benefit, not just a few at the top.
  2. Say “thank you” and show appreciation in small ways (e.g., an afternoon off after a late night of “saving the bacon”).
  3. Actively seek and encourage new ideas and creative solutions to both old and new problems.
  4. Celebrate success and do it every chance you get. Look for small things to celebrate. Progress is a great motivator.

Today would be a good day for you to help your employees love their jobs. Had a really good month? Give everyone a carwash coupon. Ready to finally solve that nagging-every-month problem? Ask for their ideas instead of insisting on your own. And so on…. You’ll be surprised at how much difference it makes.


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© Copyright 2021 by Dick Wells at The Hard Lessons Company

“I Hate My Job”


“I hate my job. I thought working here was going to be great, but my attitude gets worse every day that goes by.”

“I am trained to be an accountant. You know, make ledger entries, draw double lines at the end of the month, explain variances, and help people understand their budgets. But all I do is check other people’s work and grind out reports. A robot could do it.”

“The company is making decent money, but none of it ever flows downhill. I don’t expect to make as much as the CFO, or even close, but a little extra every now and then would sure be appreciated.”

“Too many of the people around me don’t do an honest day’s work. They have been here a long time and feel like they are entitled to the job no matter what. Us newbies are doing more than our share.”

“My supervisor is a jerk. He doesn’t care about us individually—except for his golf buddies—and everything is a last-minute crisis with him.”

“There are a lot of things we could do more effectively and more efficiently, but new ideas aren’t really encouraged. We could actually do with less people, but our boss is always complaining about how understaffed we are.”

Sound familiar? There are two ways to look at this:

  1. this employee is a chronic complainer who will never be happy no matter what
  2. this employee is working in a toxic environment, but could be a great employee if led well

Either #1 or #2 could be true. If you are the leader, it’s your job to know which it is and fix it. And if you are the problem, fix yourself first!


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© Copyright 2021 by Dick Wells, The Hard Lessons Company

Auntie Anne’s Four P’s…And One F


I love Auntie Anne’s soft pretzels (upper level at Cool Springs Mall, and in airports everywhere). You can get them plain, with salt, with cinnamon, dipped in mustard, and so on. My favorite? Plain. (Those of you who know me well are not surprised.)

Auntie Anne’s founder was Anne Beiler. Her husband’s parents loaned her $6000 in 1988 to buy a pizza/ice cream/pretzel store in a Downingtown, PA, indoor farmers market. The first store opened in February and the second came only five months later. After deciding to specialize in pretzels, the first-year sales were $100,000—not too bad for a $6000 investment. The rest is history. Today, Auntie Anne’s (now owned by Focus Brands) has more than 1500 locations worldwide.

As the story is told by Dinah Eng in her article, Soft Pretzels out of Hard Times (Fortune, July 22, 2013), Anne Beiler’s success formula was p1 + p2 + p3 = P:

  • p1 = purpose: provide funds for free marriage/family counseling
  • p2 = product: their pretzels are great—more than 100 million “going down” every year (if I worked at an Auntie Anne’s, I would be about 4 sizes too big for my jeans)
  • p3 = people: a husband who stood by her through some very hard personal years; a friend who put up $1.5M for the first big expansion; employees who roll and serve great pretzels with a smile
  • P = profit: and lots of it because they got the three little p’s right

Actually, according to Beiler, there is an important F in the formula (p1 + p2 + p3 + F = P) because one of her foundational values is her faith in God.

Is your enterprise floundering a bit? Why don’t you try the 3p + F formula?

p1 (purpose greater than self)
+p2 (product/service excellence)
+p3 (people you count on and count on you)
+F (faith in God)

Focus on three little p’s of your own choosing—augmented with some F—instead of worrying about the big P. Not only will you enjoy leading more, but you’ll also be more effective, and the big P will come if you get the little p’s—and the F—right.


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© Copyright 2021 by Dick Wells, The Hard Lessons Company

Still My Hero…Going Strong at 101


More accurately, she is a heroine. I first wrote about Elinor Otto in 2013 when she was 93 and still working a regular five-days-a-week, eight-hour shift at the Boeing plant in Long Beach—not in an office, not as a receptionist—as a riveter on the C-17 assembly line—just like she did back in 1942 during World War II.

According to the LA Times (This Rosie Is Still Working by Samantha Schaefer, 9/18/2013), she “is out of bed at 4 a.m. and drives to work early to grab a coffee and a newspaper before the 6 a.m. meeting. In the Boeing lot, she parks as far from the plant as possible so she can get some exercise. Every Thursday, she brings in cookies and goes to the beauty parlor to have her hair and nails touched up after her shift ends.” According to coworker Craig Ryba, “She’s an inspiration. She just enjoys working and enjoys life.” She continued on the C-17 line until 2015 when C-17 production ended. Today, she is 101 and still “going strong” according to Station KLAS in Las Vegas.

In Chapter 9 (A Hard Hat For Everyone) of my book, 16 Stones, I shared my own thoughts and experience with Rosie the Riveters:

It is common today for women to work in heavy industry factories. They do all the things men do on assembly lines, in machine shops, in quality labs, and stockrooms. But that hasn’t always been the case. It started during World War II when the men were off fighting, and workers were needed to produce airplanes, tanks, rifles, jeeps, and bullets. Women stepped up and were immortalized in a hit song, “Rosie the Riveter”:

All day long, whether rain or shine, she’s part of the assembly line.
She’s making history, working for victory, Rosie the Riveter.

It’s not an exaggeration to say that without thousands of Rosies, the war would have dragged on for years longer than it did. The women had no experience, but they were motivated to get the job done—and they did.

I had my own Rosie the Riveter experience in the late ’80s. While serving as VP of Finance for a midsize aerospace company, we were confronted with a crippling thirteen-week strike. At least it could have been crippling, but it wasn’t. Why? Because accountants, secretaries, engineers, buyers, vice-presidents, and even the lawyers all “went to the factory floor” to keep production going. Since they didn’t trust me with anything that moved or made noise, I was a wing wiper, meaning I took a rag, squirted Trike (trichloroethylene) on it, and cleaned excess adhesive, oil, dirt, and grime off of aluminum surfaces before they went to the paint shop. We were organized, inspired, and well-led by our president, John Kleban. For thirteen weeks, our motley crew, by working hard with enthusiasm, kept the production lines moving and our customers satisfied. That is when the value of a hard hat for everyone was indelibly imprinted into my leadership DNA.

I have always said, “I want to work as long as I can, and when I can’t, drop dead at my desk.” Today, my desk is in my home office and Dottie (my wife) will be the one who finds me. Of course, I am aware that I don’t get to prescribe my future, but as long as I can, I am going to stay on the assembly line of life, doing something useful in a way that honors God.

Elinor Otto reminds me of one my biblical heroes, Caleb, who, when 85 years old said:

I am still as strong today as I was in the day Moses sent me; as my strength was then, so my strength is now, for war and for going out and coming in. Now then, give me this hill country about which the Lord spoke on that day, for you heard on that day the Anakim were there, with great fortified cities; perhaps the Lord will be with me, and I will drive them out as the Lord has spoken.

Joshua 14 :11-12 NIV

Eighty-five and taking on the Anakim giants! Driving rivets until age 95!. That is living life to the fullest. My bucket list can wait. I have all of eternity for it.


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© Copyright 2021 by Dick Wells, The Hard Lessons Company

Vision Is the Easy Part


In my book, 16 Stones, I wrote about the importance of vision: “It wasn’t a Saturn rocket that launched Apollo 11, it was a vision.” President John Kennedy cast the vision on May 25, 1961. It was fulfilled eight years and fifty-six days later (July 20, 1969) when the Apollo 11 Lunar Module landed on the moon, announced by Astronaut Neil Armstrong’s historic statement: “The Eagle has landed.” Though President Kennedy deserves immense credit for casting the vision, the real story is what happened during the eight years and fifty-six days.

The cost of Neil Armstrong’s “…one small step for a man. One giant leap for mankind.” was $24B and three lives—the entire crew of Apollo 1 was killed in a cabin fire during a 1967 pre-launch test. More than 400,000 people from 20,000 companies and universities were involved in the project. There were thousands of tests, changes and retests in the systems and flight vehicles. There were the six Mercury and twelve Gemini/Titan launches, plus six unmanned Apollo launches and four manned non-lunar Apollo launches, all before Apollo 11. It is truly said that every good idea is a lot of hard work for someone.

There are a lot more visions unfulfilled than fulfilled. Why? Poor execution. In their best selling 2002 book, Execution, Larry Bossidy & Ram Charan made it painfully clear:

…unless you translate big thoughts into concrete steps for action, they’re pointless . . . Many people regard execution as detail work that’s beneath the dignity of a . . . leader. That’s wrong. To the contrary, it’s the leader’s most important job.

The leader’s most important job? Yes, and Warren Bennis agrees:

Leadership is the capacity to translate vision into reality.

I love these quotes because I admit I’m a leader more than a bit biased toward action. Without action, the “next big thing” soon becomes the “last abandoned thing.” So don’t fall into the trap of believing that just because you may be great at casting vision, you are a great leader. Great leaders may or may not be good at casting vision. However, they will always be great at getting things done. Leaders are remembered for great accomplishment, not great dreams.

If your organization is floundering and you’ve cast vision until your vocal cords are worn out, it’s time to focus on execution—“…the leader’s most important job.”

By the way, if you are a leader, think you are a leader or want to be a leader, Execution should be on your required reading list.


© Copyright 2021 by Dick Wells, The Hard Lessons Company
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Slopping Hogs Is No Fun


There aren’t many jobs less fun than slopping hogs. But it has to be done. If someone doesn’t slop the hogs, then calamity will strike: NO BACON! What could be worse than that?

My friend, Leon Drennan (see last post: What Happens When You Don’t Milk The Cows), grew up on a 160 acre Kentucky farm. They raised hogs, cattle, and a few small crops (including tobacco). Leon’s first job on the farm was hog slopping. It was the worst job on the farm. One step up from hog slopping was feeding the calves. It was a big day when his father trusted him enough to move from the pig pen to the calf pen. He had earned that trust by doing a great job at slopping hogs. And that is the same way any of us get out of the pig pen—we earn our way out.

If you or someone you know is stuck in the pig pen, the way out is:

  • Quit complaining. Be grateful you have a job.
  • Be the best hog slopper on the farm. Be so good that they can’t help but notice.
  • Prepare for the calf pen. Learn as much as you can about the care and feeding of calves.
  • Volunteer to feed the calves when the regular calf-feeder is out sick.
  • When the opportunity comes, grab it.

Escaping the pig pen happens at the intersection of opportunity and preparation. When opportunity knocks, be prepared! Leon was ready to feed the calves when the opportunity came. Much later, he was ready to lead a major division of HCA when the opportunity came.

If you are a mediocre hog slopper, why should anyone give you a chance at something else?

Never forget: the most important job you’ll ever have is the job you have now. (Chapter 4 of 16 Stones has a lot more on this subject.)


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© Copyright 2021 by Dick Wells, The Hard Lessons Company

Stinking Up The Workplace


Our current house has a bedroom door that opens directly to our screened porch. When we first moved in, I decided one night to sleep with the door open, looking forward to some cool fresh air as I had sweet dreams. About midnight or so, a passing skunk decided to turn my sweet dreams into a smelly nightmare. After closing up the house, it was back to bed, but the foul odor lingered through the night, spoiling my cool fresh air and sweet dreams.

Per Wikipedia, four-legged skunks stink up the place by squirting a liquid from “two glands, one on each side of the anus. These glands produce a mixture of sulfur-containing chemicals such as thiols, traditionally called mercaptans, which have a highly offensive smell.”

I have seen two-legged skunks do the same thing in conference rooms and offices. For example…

Gossip really stinks. That is why the Dave Ramsey organization has a rigid “no gossip” rule.

Arriving late to meetings really stinks. It is rude, sending a message that your time is more important than others’ time.

Talking too much really stinks. It is arrogant, sending a message that your opinion is more important than others’ opinions. (I am often guilty of this mercaptan.)

Laziness really stinks. If you don’t do your job, someone else will have to.

Self-focus really stinks. Your kids are cute, but they are not the cutest kids on the whole planet (my grandsons are), and not many people really want to hear a minute-by-minute account of your weekend.

______ really stinks. What did I miss?

If you are the leader, it is your job to keep “mercaptans” out of your workplace. Skunks aren’t easy to reform, so you may have to get rid of them.


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© Copyright 2021 by Dick Wells, The Hard Lessons Company.

What Stings Worse Than A Yellow Jacket?


The WSJ has a lot more than business news. One of my favorite past editions included features about students building model bridges out of spaghetti, pessimism, toenail fungus, and Alabama coach Nick Saban. (I wonder how he felt sharing space alongside toenail fungus.)

That same edition had an article about “mean bugs”—the stinging kind. Bees, wasps, hornets, and fire ants, all got some space, but yellow jackets are the most aggressive, sometimes chasing their victims out of pure meanness. Having been run down by a mad yellow jacket, I heartily agree. Dottie and I have also been chased by biting flies (in Maine) and have stepped on stinging scorpions (in Texas). According to the article, about “200 people in the U.S. die from stings every year” (Mean Bugs by Sumathi Reddy, WSJ, 7/15/14).

Sadly, a lot more deaths occur every day because of stinging tongues. According to James in the Bible, the tongue is a “restless evil…full of deadly poison” (James 3:8 NASB). The deadly poison of the tongue strikes everywhere: homes, businesses, churches, schools, and _______ (you fill in the blank).

Morale is killed every day by stinging tongues. Initiative is snuffed out every day by critical tongues. Relationships are damaged every day by angry tongues. Lives are destroyed every day by gossiping tongues. I’ve been on the receiving end, and too often—especially at home—I’ve been the mean bug myself.

As a leader, one of your jobs is to set the guidelines—and the example—for the conversation that takes place in your organization. It’s up to you. You can allow an environment that discourages and tears down or promote one that encourages and builds up. You can participate in gossip, or stop it. You can snap at everyone as a bully leader, or you can cut it off and insist on respect for everyone. One of my many hard lessons in leadership was allowing a chainsaw tongue to remain on my staff for too long.

You can spend a lot of money on training, consultants, seminars, or coaching, all trying to improve your work environment. How about trying bug spray that will eradicate stinging tongues? It is cheaper and much more effective. Spray yourself first, then….


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© Copyright 2021 by Dick Wells, The Hard Lessons Company

Get Some Dirt On Your Shirt


It is not unusual when a new leader arrives to sequester him in a conference room with the key senior staff and bombard him with hours of PowerPoint presentations to make sure he has a clear picture of the situation. If the situation is good, the focus is on who gets the credit (the CEO or senior pastor). If the situation is bad, the focus can be on who (China or the worship leader) or what (the economy) should be blamed. The entire view of things is from the perspective of and through the filters of the senior staff who…by the way…have the most to gain and the most to lose.

That was the plan in the mid-’90s when I arrived as the new leader of a small west coast aerospace machining company. Our owners wanted to merge it with our Nashville operation because it was losing money and customers. Machined parts for a Boeing 777 (or any other Boeing or Airbus airplane) are manufactured to tolerances within a few thousandths of an inch in high-tech, clean, organized, and efficient facilities. At least they are supposed to be. After handshakes and a cup of coffee, the executive team was ready with the PowerPoint. However, I scuttled that plan with “let’s take a walk first.” After more than thirty years in the aerospace business, I knew I could learn a lot just by walking around.

We exited the conference room, put on safety glasses, then stepped outside. It looked more like the Sanford and Son junkyard (a 1970’s hit TV comedy starring Redd Foxx; check it out on tvland.com) than an aerospace facility. The first thing I saw was a couple of acres of rusting truck doors, old machines, barrels of who knows what, obsolete tools, and piles of scrapped parts. Inside the buildings, the aisles were so cluttered with half-finished parts that it was hard to walk from one machine to the next. The paperwork for each job was scattered and oil-stained. I fully expected Redd Foxx to rush up at any minute and fake a heart attack (his tactic on the TV show when things were going bad). Because I saw it with my own eyes, I knew it was going to take a total change in management and months of hard work to fix it. I learned more in a thirty-minute walk-around than I would have in eight hours of presentations.

As a leader, you need unfiltered information and a clear perspective. You won’t always get it in a PowerPoint presentation. Get out of your office and take a walk with your eyes open and your ears unplugged. A little dirt on your shirt won’t hurt you.


© Copyright 2021 by Dick Wells, The Hard Lessons Company

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15 Minutes


In his terrific book, True North, Bill George says: “People today demand personal relationships with their leaders before they will give themselves fully to their jobs.”

If you are the leader, you have a positional relationship with everyone who works for you—you are the boss. However, if you would rather be a leader than a boss—and you should want to—you are going to have to develop personal relationships with you the people you lead.

The starting point for personal relationships in organizations is respect. The building blocks of respect are time…

“How does a person show respect for anything? He gives it time.”

Coach Mike Krzyzewski Leading With The Heart

and listening:

“…listening is probably our greatest opportunity to give attention to others on a daily basis and convey how much we value them.”

James C Hunter The Servant

By the way, M. Scott Peck nailed it when he said, “You cannot truly listen to anyone and do anything else at the same time.” Included in “anything else” are checking email, text messages, and taking phone calls—all of these can wait fifteen minutes. (For me at home, this means putting down the WSJ and turning off CNBC.)

Why fifteen minutes? Because that is about what it takes—on a regular basis—to build a personal relationship with your employees. Fifteen minutes with each one, once a week, listening as they share about their life—kids, hobbies, church, fishing, golf, etc. On their birthdays, make it lunch. And then occasionally, to really show you respect them, ask, “What do you think we should do about _________________?”

Now, some of you are thinking I don’t have time to do this. If you have ten people working for you, it will take 2½ hours per week—about 5% of a 40-50 hour workweek which is typical for leaders. Do you really want to send a message that the people who work for you aren’t worth 5% of your time? What’s at stake here? Only whether your people will “give themselves fully to their jobs,” or not.

Would employees who “give themselves fully to their jobs” make a difference in your organization’s performance, morale, future, etc.? It’s up to you. Get started today…“Hey, Joan, let’s get a cup of coffee.”


© Copyright 2021 by Dick Wells, The Hard Lessons Company

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  • On Leading Well…

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