When it comes down to it, coaching and empowering others is sometimes the only real advantage one organization has over another in our competitive society.  Here are some key questions to ask yourself to see if your attitude, and that of your origination, is in alignment with a culture of empowering others.  

  1. Do we believe in people and feel that they are our organization’s most appreciable asset?
  2. Do we regularly encourage training specific to each individual’s need as a learner?
  3. Do we believe that empowering others can accomplish more than individual achievement?
  4. Do we actively search for potential leaders to empower?
  5. Would we be willing to raise others to a level higher than our own level of leadership? 
  6. Do we allow others freedom of personality and process, or do I have to be in control?

If you answered no to more than a couple of these questions, your organization may need to revisit their commitment to empowering others.  What can your organization do to achieve this?  Also, what can you do this week as a leader to model the way, inspire a shared vision, challenge the process, enable others to act and encourage the heart when working with your team?   


Most of us go to our graves with our music still inside us, unplayed.

                                                                    -Oliver Wendell Holmes

The following story is a powerful example of the power of attitude, goals and actions.  When we can harness these three attributes, we can change our lives.  

A man meets three workers at a building site.  He asks the first one: “What are you doing?”  “I’m laying bricks.” He asks the next one: “what are you doing?”  “I’m building a wall.” The man walks up to the third worker and asks him the same question.  He looks up with a smile and says: “I’m building a church.”

This entry emphasizes the fact that to be a man or woman of action you need to keep three things in mind:

  1. To have the right attitude towards your work, you must see “the church.”
  2. You need to decide which walls you are going to build, or establish goals.
  3. You have to lay the bricks that are needed to build the wall. Without action nothing happens!

How can you harness the power of attitudes, goals and actions in your personal and work life?


If you want to succeed as a mentor, first seek to understand yourself and others.    ~John Maxwell

A successful mentoring partnership starts with a commitment to relationships, mutual trust, ability to listen (and some more), and awareness of differences.  Mentoring goes both ways: Let your direct reports mentor you!  You can gain significant insights by learning from them.

Tell stories about the lessons learned along the way – both the successes as well as the failures. Enable your individual contributors to make decisions and help them view their failures as learning opportunities.  When one of these learning opportunities come up, one of my mentors used to say with a smile, “the company just paid for your education.”  And yes, I heard it as well. I distinctly remember saying to myself, “that was a very positive way of saying I dropped the ball.”

Do more than teach. Listen and demonstrate curiosity about goals, hopes, and dreams.  Share what’s happening in the organization so your learning partner can seize opportunities.

What comes easily to you that you can offer others this week?


By Rick Majercik

As long as we see what has come to pass as being unfair, we’ll be a prisoner of what might have been. When you feel yourself taking the role of the victim, I suggest saying the following to yourself, “things are exactly as the should be in this moment.”

When we contemplate this, we see a shift from being the victim by acknowledging the situation and owning it as it is.