Month: October 2019

Own Your Average

You will become more enamored with the Bigness of the Beautiful Story and what we can accomplish together than with your own individual performance in it.

When I was in elementary school, I tried out for the community theatre production of Cinderella and auditioned for the role of—you guessed it—Cinderella. I mean, go big or go home, right?

And I landed it! And the show eventually made its way from rural Illinois to New York where I was the youngest lead to ever grace a Broadway stage.

Oh, Liz Forkin Bohannon! The musical theatre child prodigy! I think I saw a special on Bravo about her once, you perhaps thought to yourself while browsing the shelves of your local bookstore.

Just kidding.

You’d likely never heard my name before because here is how that audition actually went down: I went up against seasoned high-school-aged thespians for the role of Cinderella. My mother, a very intelligent woman who surely recognized the unlikelihood of a “successful” outcome, did not try to persuade me otherwise. In fact, she practiced my song with me, drove me to the audition and whispered a hopeful and sincere “Break a leg, Lizzy Pea!” as I walked through the curtains into the spotlight on an empty stage in front of four scary-looking judges. I gave it my best go and afterward my mom took me to McDonald’s for a celebratory ice cream cone.

In the few days between the audition and receiving a call from the casting director, I threw my eight-year-old self into a Cinderella character study. I dreamed about the costume changes and the lights and determined where I could surreptitiously pinch myself to illicit enough pain to squeeze out some fake, award-winning tears.

A few days into my preparation for my dream role, we got a phone call from the director. I indeed had made the cast!

My role was . . .

Bird.

I did not, in fact, have a single line in the entire play. Just a few scenes where I’d hop around on stage with a handful of other mediocre wannabe woodland animals.

A BIRD.

A bird who didn’t even have a NAME.

I was devastated.

We each have a sacred part to play.

When my mom relayed the news, I burst into tears and ran into her bedroom closet, shutting myself in and sobbing in the dark. I was, of course, sad about my dashed dreams, but I also remember the feeling of being utterly humiliated.

I replayed in my head all the practice that went into that audition. All the unabashed dreaming out loud about what it would be like to be Cinderella. I couldn’t believe I was so stupid to want something that bad and to actually believe I had a chance.

After a few minutes of sobbing by myself, my mom opened the closet door and sat down with me while I cried. She scratched my back and told me that she was proud of me for trying. And then, through my tears, I verbalized what was surely assumed by all parties: I would not be participating in that stupid play, obviously.

And then my sweet, supportive, back-scratching mama sat up straight and made it very clear that actually that was not how this was going to go down. I had auditioned, and I had received a role. And I was not allowed to quit because it wasn’t the starring role I had imagined. She told me that practices started on Monday and that I would absolutely be attending. Case closed.

And then she told me that sure, it stung to be a bird when you wanted to be Cinderella, but that I would be the best non-speaking bird that stage had ever seen.

She echoed the famous show-biz words of Constantin Stanislavski. “There are no small parts,” she said. “Only small actors.”

She promised me that she’d help make me an epic bird costume, and sitting there in that dark closet, we brainstormed a character name because while I couldn’t change my role, I could at least have some fancy feathers and the dignity of having a character name that wasn’t just a species classification.

We went back and forth for a while and finally decided on “Biddy Bird.” It was no matter that this “character name” would never reach beyond the two of us or even make it into the official program.

When the time came for opening night, I Biddy Bird-ed my heart out. I sang loudly, hopped endlessly, and even managed to depart from the official choreography for a second and shake my fancy tail feathers like the rebel, avant-garde, avian-inspired thespian that I was.

I would love to tell you that this role prepared me for my next slightly better role and so on and so forth until I managed to build a successful theatre career. But in fact, the very next play I tried out for was Babes in Toyland where I landed the role of . . .

AND I KID YOU NOT

A moth.

I mean, if there is anything more demoralizing than a nameless bird, it’s most certainly “moth.” The path to being demoted from a non-speaking bird is a narrow one, but I managed to find and walk it.

You. Are. Average.

I mean, A MOTH?!

But I digress.

The point of that experience was not, in fact, to prepare me for a slightly better role and launch me into the eventual Broadway success I dreamed about. Rather, it taught me that we are neither called to vie for the spotlight nor to shrink into the chorus line. We are simply called to figure out what we have to offer,

the gift we have to give,
the words we have to speak,
the art we have to make,
the song we have to sing,

and then go all in and belt it out like a buck-toothed eight-year-old trying to win a Tony award for a non-speaking role in a community theatre production.

We each have a sacred part to play.

What the world doesn’t need are more people who are desperately trying to convince themselves and others they are above average special Cinderellas because they think that is what will earn them the spotlight and that the spotlight itself will give them a sense of worthiness and purpose.

The world also doesn’t need more people who shrink into the chorus line because they erroneously believe they are inherently below average and are terrified of what others might think of them should they spread their wings and try to fly.

Because the truth is, you’re, like me, most likely . . .

Pretty average.

I know, I know. I have a real gift for inspiring words. Please someone make a beautiful hand-lettered Insta-Quote out of that:

You. Are. Average.

* * * * *

I’m going to ask you to trust me again as we embark on a little experiment: every time you say
or think you’re struggling with an “insecurity,” I want you to replace the word “insecurity” with “Immature Ego.”

What? Ego? Me?! The nerve of this lady...

If talking about your Ego makes you feel defensive, allow me to redirect your aghast over to Franciscan friar and spiritual teacher Richard Rohr. Blame him!

Rohr says our Immature Egos are “a social and mental construct to get you started on your life journey. It is largely defined in distinction from others, precisely as your separate and unique self. It is probably necessary to get started, but it becomes problematic when you stop there and spend the rest of your life promoting and protecting it.”

Our Immature Egos are also, problematically, “inadequate to the big questions of love, death, suffering, God or infinity.”

He goes on to say, “When you are connected to The Whole, you no longer need to protect or defend The Part. You are now connected to something inexhaustible.”

Connected to The Whole. Gives me goosebumps every time.

When you’re connected to The Whole, you will realize that the story you are partaking in and coauthoring is SO VERY BIG that you can no longer believe in a story so small that it has you in the very center.

You will become more enamored with the Bigness of the Beautiful Story and what we can accomplish together than with your own individual performance in it.

When you Own Your Average, you can take risks and finally take flight.

On this journey to building a life of purpose and impact, I can all but promise that you will say and do the wrong thing. You will flail and you will fumble. And at times it will be such a train wreck, you will think you’ll never recover from it. You’ll probably beat yourself up and say terrible things to yourself that you wouldn’t dare say to another human. But time and time again, you will wake up the next day to a sun that did not fall out of the sky in response to your mistake. This will happen over and over until you finally start to let go of your Immature Ego that whispers the lie that you’re powerful enough to screw it all up for good.

Richard Rohr goes on to tell us that our Immature Egos are “more bogus than bad.”

I love this so much. What this tells me is that I can stop beating myself up about my Immature Ego and instead simply get on with the work of helping my Ego grow up a little bit so I can be a part of a bigger, juicier story.

As you attempt to mature your Ego, please be kind and gentle with yourself the way you gently and kindly and patiently help a child grow and learn instead of attempting to fault and shame them into maturity. The process of maturing our Egos is lifelong work, so you don’t need to be a jerk about it. Your Immature Ego used to suit you and serve a purpose. It’s not evil or bad, it’s just that as you grow into becoming part of The Whole, the Old Costume you constructed no longer fits.

When we stop being obsessed with the Almighty Bell Curve, always asking “How do I measure up?” we can instead put our energy into becoming who we were created to be and encouraging others toward the belief that they are also an irreplaceable part of The Whole. When you Own Your Average, you’ll start to understand that every human on Planet Earth is a unique combination and sequence of The Divine and carries an equally valuable, one of a kind, never-going-to-see-it-again brand of magic.

We are each unique.

But we are not unique for being unique. (Mind bender, I know.)

When you start believing this about yourself, you will start to channel all the energy you recover from worrying about how you compare into a beautiful vision of collective ambition—dreams that will raise the tide, not just for yourself but for others too.

When you Own Your Average and do the intentional work of helping your Ego mature, you will take on greater challenges and say yes before you’re ready because you’re less terrified of failing and more interested in growth and movement forward.

You get to channel every ounce of that recovered energy you used to spend protecting yourself and worrying about what other people will think into solving interesting problems and building an extraordinary life of purpose and impact for yourself and others.

When you Own Your Average, you can take risks and finally take flight.

And you, Biddy Bird, in all your Average glory, were meant to fly.

 

Liz writes Beginners Pluck.

Excerpted Liz Forkin Bohannon’s new book, Beginner’s Pluck: Build Your Life of Purpose and Impact Now.

Copyright © 2019. Used by permission of Baker Books. All rights reserved.

 

 

Inmates Experiencing the GLS Feel “Worth Something”

Erica Averion mentoring inmate

My personal touch point with correctional facilities and institutions began because both my parents spent the past decade in and out of jail and prison. Most people are shocked when I tell them I attended my first AA meeting at age 11. I spent many holidays visiting loved ones in detox centers, rehab centers, a mental institution, and now as an adult, behind bars when visiting my parents.

Erica Averion with inmatesI’ve had a lot of experiences that exposed me to those who end up inside our criminal justice system. I served an apprenticeship at a law firm in high school that dealt with high profile criminal cases, and my first real job out of undergraduate school was at Florida’s largest non-profit for children and families who were affected by the absence of parenting largely due to incarceration.

I don’t see myself as a victim, but as an approachable, unconditionally understanding advocate. I have developed the ability to disrupt dark places and spaces with light— I can find the good in anyone or anything and feel strongly that my calling is centered around the underdogs of the world. I’m especially passionate about advocating and working alongside those who have made grave mistakes.

I still find myself facing road blocks and speed bumps along the way, including overworked correctional staff, lack of resources, and outdated support systems. But this does not stop me. Sometimes what frustrates you is the very thing that motivates you. And I have never been more motivated. I heard the best way to find your passion is to ask yourself what breaks your heart and to then go about fixing it. People often ask me, “Why serve and volunteer with people in prison?”

I respond, because

  • I know what it’s like to have someone who brought you into this world not be in it with you.
  • I believe it’s never too late to do the right thing.
  • Second chances are all of ours to have.
  • None of us want to be known for the worst thing we’ve ever done.
  • Humanity in unplugged isolation is actually the biggest melting box of creative energy I’ve ever experienced

I actually have so much in common with people who’ve been incarcerated.

And here’s the truth: I actually have so much in common with people who’ve been incarcerated. I would describe myself to have many of the characteristics they do: a scrappy hustler mentality, ability to overcome adversity, a drive to defy odds, competitive, risk-taking, love a challenge, ability to identify unique market opportunities, resourceful and tenacious.

For so long I was a bit of an untraditional active advocate in this space. Wardens, parole officers, attendants, probation officers, and judges weren’t used to a young, educated, articulate female softly asking questions, sitting back, but never still, and relentlessly pursuing answers that supported positive engagement. I am grateful beyond measure to see more people like me in the world today—although still not enough, plenty to celebrate.

My introduction to the Summit opened up a whole new world for me, especially around my passion.

Back in 2017, I was serving within and helping facilitate a program called “The CEO of Your New Life” at Pelican Bay State Prison. This historically infamous supermax prison is tucked away in a seaside town, and is the most notorious penitentiary in America. That same year I attended The Global Leadership Summit for the first time.

During one of the announcements I heard, “This Summit is being broadcast in over 40 correctional institutions around the U.S.”

…it’s because of you that there are people sitting in chapels in correctional institutions who now feel like they are “worth something.”

My ears perked up. Long story short, I set out to bring the GLS to correctional facilities here in my own neighborhood in Florida. The GLS gave me a vehicle to connect, communicate and engage with the population of people who I’m most interested in serving. With the help of friends and God steering my ship, I have helped bring the Summit to 12 correctional facilities here in Florida! I’ve been serving with every chaplain in Region 1 to expand the reach of this offering, and I am proud to say that nine of the sites in 2019 were brand new. This initiative has taken an incredible amount of heavy lifting and I am committed to the momentum as it builds! It really matters! Why?

Leadership is simply one word: Influence. And we all have influence. Including those who are incarcerated.

This is the outcome of bringing the GLS to prison:

  • Inmates feel more self-actualization through self-awareness
  • They have an advanced positive leadership training experience
  • They feel “worth something”

They proclaim things like this:

Prison GLS 2019“It helped me understand that I can make a difference in the lives of those around me.”

“I’ve never attended anything as powerful and inspiring.”

“I would like to be a part of it every year and one day a partner of the program to present it in the Bahamas when I get out.”

“Seeing the stories tells me I can get through this.”

“It gave me more courage to keep pushing forward. I’m more confident, more focused on my vision and with more power to change the world.”

“I feel like I’ve invested my time in something that is going to help me for the rest of my life.”

“I’m about to turn my incarceration into a positive outcome. I now look at it as just a life learning experience.”

“I plan to make a difference in the world, my community, my home, and my job, and most of all in myself!”

“I’m ready to elevate and commit to my purpose in life.”

The most moving though? This one:

Note from inmate worth something

 

Because of so many people I know who believe in a true resurrection, responses like this are possible. For all the people who practice what’s preached and believe in grace after rejection, who believe in restoration after the unthinkable and forgiveness even after the darkest hour—it’s because of you that there are people sitting in chapels in correctional institutions who now feel like they are “worth something.”

Most want justice for all and mercy for themselves. God has shown me that people’s beliefs drive their values and their values drive their leadership. The GLS has given me even more opportunity to connect dots and thread together chances to engage, teach, coach, mentor and support those who are incarcerated, and do that way beyond my wildest dreams.

2019 Team Edition is Available

Includes 16 Summit Talks from: Craig Groeschel, Bozoma Saint John, Bear Grylls, Ben Sherwood, DeVon Franklin, Danielle Strickland, Patrick Lencioni, Aja Brown, Liz Bohannon, Dr. Krish Kandiah, Jo Saxton, Todd Henry, Jia Jiang, Chris Voss, and Jason Dorsey.

The Global Leadership Summit 2019 Digital Team Edition is available on Global Leadership Network. Expand the impact of the Summit and use this training resource with your team.

Includes 16 Summit Talks from: Craig Groeschel, Bozoma Saint John, Bear Grylls, Ben Sherwood, DeVon Franklin, Danielle Strickland, Patrick Lencioni, Aja Brown, Liz Bohannon, Dr. Krish Kandiah, Jo Saxton, Todd Henry, Jia Jiang, Chris Voss, and Jason Dorsey.

Features high-impact speaker talks, video excerpts organized by topic, downloadable discussion guides and outlines. Bonus Features include: 2019 Grander Vision Stories.

Purchase your 2019 Team Edition today!

 

click here to learn more

 

 

 

 

6 Must-Do Steps to Hire the Best Talent

A professional job interview in a modern office space

Organizations that invest a lot in the culture understand that people decisions are the most important decisions a leader makes.

That is true whether we are selecting an employee, a business partner, a mate or a friend. Who we decide to take on the journey with us can ultimately determine our success in business, marriage and relationships. Wise choices in the beginning provide a better chance of success in the end. In an organization, these people decisions include who is selected, how employees are trained and developed, how they are compensated and what benefits are offered. They also include deciding which performance management and leadership evaluation systems to utilize to grow the next generation of leaders.

Outstanding companies are created by selecting extraordinary talent. To achieve really outstanding performance, select people who practice excellence. In order to create, strengthen and grow a remarkable culture, focus on every people decision, ensuring that each selection matches your culture and organizational goals. These WHO decisions determine your ability to achieve your mission and execute your purpose.

When I think of selecting talent, I think of quality. What are the unique skills I need to serve my guests better, and does this candidate bring those skills? Which candidates bring something more to the role and demonstrate the capability to grow within the organization? That’s talent!

Excellence attracts excellence.

Selecting talent moves my thinking to, how can I steward this valuable resource to grow both the business and the individual?

Talent identifies sales or service opportunities, exceeds guest expectations and creates memorable experiences. When selecting talent, the questions asked focus on the unique skills and abilities the applicant might have to meet the expectations of the role. When you are selecting talent who will represent your brand, find people who possess the caliber of character and comprehend the level of high expectations that are part of the organizational culture. Those companies with exceptional service have taken the extra effort to select the absolute best talent—even extraordinary talent.

We hire people for jobs. We select talent to grow our leadership bench and prepare for the future. People and talent are both trained, but talent is developed and nurtured.

People will stay with you to make a living, but talent will stay with you to make a life.

Consider these 6 Must-Do Steps

 

1. Carefully craft the profile of the role you wish to fill on your team. Take the time to create clarity about exactly what you are looking for in candidates. Recruiters are much better equipped to search for candidates and can do so much more quickly with a thorough and clear
profile.

Identify the key skills and experience needed to be successful in the role. Think about the future of the role and skills that might be important later and include those in the profile also. Consider current strengths, weaknesses and staff to the gaps. Use every selection as a chance to make adjustments to your team to maximize everyone’s talent.

 

2. Cast a wide net to search for candidates. Source potential candidates from different networks to generate a diverse candidate pool. Differences can energize a team and introduce new ideas. Sometimes fresh ideas from different perspectives can stimulate a breakthrough to a new level of team performance. Internships can create a pipeline of diverse candidates to fill future roles.

Many successful, talent-rich organizations begin recruiting their A-players for entry-level positions as soon as they enter college. Leaders often tell me they have difficulty locating talented candidates. Over the years, I have witnessed both those who complain about a lack of candidates and those who have more quality candidates than they can possibly bring into their business. Those who have more quality candidates than they can use have developed relationships with potential candidates even when they don’t have a job opening available.

Great leaders of talent are always recruiting.

They create a pool of potential candidates through the top employees they already have on board. Remarkable cultures have great reputations in the job market, and that reputation drives candidates to the organization. Like attracts like.

Find some extraordinary talent, and they will attract more extraordinary talent. One of my favorite leaders to partner with was a marketing executive who was a magnet for talent. Wherever he went, he was always presenting opportunities to potential candidates and developing relationships; when an opportunity became available, he had a ready-made talent pool. Over the years, I observed him in action, and he was always able to attract and select great talent and build a bench full of future leaders for his organization.

 

3. Prepare for the interview with behavioral-based interview questions. Ask questions that cause the candidate to reply based on how they have performed in the past. It is a good indicator of how they will perform in the future. Avoid situational questions that ask the candidate, “What would you do if…?” That is hard to know without actually experiencing the situation. However, asking the candidate how they managed a situation in the past should provide valuable insight.

Behavioral interview questions start with phrases such as “Tell me about a time when you…” or “Describe an experience you have had with…” and “How did you manage…?” Train all interviewers on how to properly conduct an interview. It will yield better results and also help you avoid legal difficulties in the hiring process.

One of the practices that I taught my staff was to “go three questions deep.” In other words, when the candidate answers the question, ask a follow-up question to the answer and then another follow-up question. The most valuable information about the candidate is usually found in the answer to the third question. The exchange might look something like this: “Tell me about a time when you were recognized for superior performance.” The candidate responds with an example. My next question might be, “Who helped you achieve that goal?” They, in turn, talk about the leader or team who was part of the achievement. My next question is, “How would that person or team describe your contribution?”

I also taught my staff to “pull the loose threads.” If they heard an answer that seemed incomplete or maybe even seemed like a false answer, then ask questions until it’s resolved. If they saw something on the application, like a long gap in employment, “pull the loose thread” and put the whole picture of the candidate together.

 

4. Thoroughly check references. When properly conducted, reference checking can be the most valuable tool in the selection toolbox. It has been said, “Past performance is the best predictor of future performance.” If that is so, then fully understanding someone’s past performance gives you great information to choose the best candidate.

Don’t just verify employment but interview the reference and ask for specific behavioral examples of the characteristics used to describe the candidate. Invest the necessary time to gain this helpful insight. A thorough referencing interview can easily take forty-five minutes or more to conduct.

More of my hiring decisions have been based on references than any other part of the process. Be sure to garner the right references. Ask the candidate to provide contacts of people to whom they have been accountable, not just people with whom they worked.

 

5. Encourage the candidate to make their own careful evaluation before joining your team. The best people decisions are the ones in which both the candidate and the team are certain it is a great fit. It is not enough for the leader to make a good decision to select talent.

For long-term, successful relationships, the candidate must be sure it’s the best choice too! Be sure the candidate gets an inside look at your organization. . . the good, the bad, the successes and the failures. Then, try to talk the candidate out of joining your team. If the potential team member can be talked out of it today, that is better than six months from now, when you have both made significant investments into forging the new relationship.

When selecting talent, focus on the 3 Cs: character, competency and chemistry, in that order.

 

6. Commit to success. Once you have decided and the candidate has accepted, commit yourself to the candidate’s success. Do whatever is necessary to leverage the investment you have made throughout the selection process.

Implement a development plan for the new employee that leverages strengths that help the team succeed. The development plan should include opportunities to grow and maximize strengths, not just improve weaknesses. Both team development and individual development improve performance. Revisit the plan often to ensure that changes in the employee’s work are factored into that plan.

Surrounding ourselves with talented people whose character matches our own, whose competency matches our need and whose chemistry matches our team not only sets us up to win but makes the endeavor much more enjoyable.

Excellence attracts excellence.

When selecting talent, focus on the 3 Cs: character, competency and chemistry, in that order.

 

Excerpted from Bet on Talent: How to Create a Remarkable Culture that Wins the Hearts of Customers by Dee Ann Turner. Copyright © 2019. Used by permission of Baker Books. All rights reserved.

 

 

Episode 060: Ben Sherwood and Paula Faris on the Vision to Win

The Global Leadership Summit Podcast

Get free, instant access to GLS Podcast Episode Show Notes. Leverage episode summaries, key takeaways, reflection questions, resources mentioned, related links and applicable downloads.

 

SUMMARY:

During Ben Sherwood’s tenure as president of Disney-ABC Television and ABC News, he succeeded in moving the news division from its perennial second position in the ratings to winning in all categories. The secret: he gave his team faith in their ability to win. In this very personal episode of the GLS Podcast, Paula Faris, one of Sherwood’s former colleagues at Good Morning America Weekend, interviews him about his visionary leadership, his belief in people, his incredible empathy and how he deals with critics.

 

KEY TAKEAWAYS:

  • ABC’s Good Morning America (GMA) had lost in the ratings to NBC’s The Today Show for 852 consecutive weeks. That ended in April 2012 under Ben Sherwood’s leadership.
  • It took a team of 120 people, five great hosts and two years of hard work.
  • And then, in a difficult parting interview between Matt Lauer and Ann Curry, The Today Show fumbled the ball. All of the preparation done by GMA allowed them to capitalize on that fumble.
  • Quote from Barbara Walters, “Ben Sherwood made us believe we could win.”
  • Positive vision is risky because it is measurable and open to the possibility of failure.
  • My phrase was: “We’re going to win the championship.” I meant, we were going to win awards and have the biggest audience. My job was to galvanize this group to achieve our common purpose.
  • One little win turns into another victory and more confidence. And next thing you know, you are taking on bigger and bigger mountains.
  • I believed deeply in the people on the team and their potential.
  • Sometimes people need a good kick in the pants to live up to their potential. Those are key moments, too.
  • The simplest way of practicing empathy is to ask the question, “If I were in someone else’s shoes, what would I need or want?” The reward is knowing that you helped someone through a tough time.
  • I resolved to be a foul weather friend—someone who would show up in bad times as well as good.
  • When you make mistakes, you have to expect to be criticized.
  • When you are unfairly criticized, take comfort in knowing the truth. What matters is: 1) Did I do the right thing? 2) Did I make the best decision? 3) Did I learn from it if I made a mistake?
  • Do your best work. Don’t pay attention to the bad stuff and don’t pay attention to the good stuff either.
  • The three most important qualities of a leader:
    • Vision
    • Living the standard
    • Holding people accountable

 

AUDIENCE Q&A

  • At ABC, there was a culture of complacency—we didn’t think we were going to win. Part of leadership is seeing things the way they are and refusing to let them stay the way they are forever.
  • When your boss does not believe in you, if you can, you should leave.
  • The best leadership advice I ever got was from Director Mike Nichols. “Ben, the last page of Howard’s End. Only Connect.” Connection is the key to leadership.

 

 

REFLECTION QUESTIONS:

1. Ben Sherwood articulated his positive vision for ABC News as “We’re going to win the championship.” How would you articulate your positive vision for your team?

2. Sherwood then made his vision measurable in two key metrics: 1) winning awards and 2) have the biggest audience. Identify the two or three key metrics by which your team would know they achieved the vision.

3. In addition to vision, Sherwood exhibited a high level of belief in his team’s potential and their ability to win. Think about each team member and fill out the chart below.

Sherwood exhibited a high level of belief in his team’s potential and their ability to win. Think about each team member and fill out the chart below.

4. Take action to implement your vision to win. What is ONE thing you could do this week to meaningfully express your positive vision and belief to your team?

 

RESOURCES MENTIONED:

2012 GMA Ratings Win over The Today Show

Good Morning America

The Today Show

Robin Roberts

George Stephanopolis

Sam Champion

Josh Elliot

Lara Spencer

Matt Lauer

Ann Curry

Dan Harris

Barbara Walters

20/20 Television Show

Royal Wedding – William & Kate

Buckingham Palace

Alabama Tornados in 2011

Rhodes Scholar

ABC Pulls News Crew Out of Sarajevo

Spy Magazine Article about Ben Sherwood

New York Magazine Page 6 Article about Paula Faris

 

BONUS

Bob Iger

Diane Sawyer

Bill Kurtis

Mike Nichols

The Graduate

Howards End

 

RELATED LINKS:

Ben Sherwood

Disney-ABC Television

Paula Faris

Journeys of Faith Podcast with Paula Faris

The Global Leadership Summit

The Leadership Required to Empower Students to Save Lives

Teens smiling

Our students are in a tough situation in our country.

Many of our school districts in Arizona consist of people from low socio-economic backgrounds. There’s divorce, domestic violence, etc., and kids need a place to process that. With so much going on with drugs, harassment on social media, bullying, suicide and non-acceptance based on how you look, we need to do something to bring kindness and caring to each other and to our schools.

When I hear about the bullying and read about what’s going on I think, As Superintendent, am I truly making a difference in these kids? We need to do something above and beyond to help our students engage in something they will take ownership in and feel proud of so they will be the ones to take it throughout their school.

Why not start a conference for our students?

After a murder-suicide in one of our schools, two of my colleagues and I thought, Why don’t we do a conference for kids to teach them about bullying, harassment and suicide, and help them and bring some resources to end this.

We had people tell us it can’t be done. But “can’t” is not in my vocabulary.

We had people tell us it can’t be done. But “can’t” is not in my vocabulary. I grew up really poor, but I had a great family who believed I could do anything. So, it’s my turn to give back. With the career that I have chosen, I see so much. And we have to do something for this next generation.

Everything is possible if you believe.

We called the conference Speak up, Stand up, Save a life. In our first year, 1,000 people attended. Every police chief came. And every city declared January as “Speak up, Stand up, Save a life Month.” The second year, the president of Grand Canyon University opened up the facility, and 3,000 people attended.

Last year, word really got out. The capacity at Grand Canyon University is 5,000 and we filled the stadium! Fifty-six schools, and many districts were represented, and we actually had to turn people away.

https://www.youtube.com/watch?v=dHbQcuLonbA

We’ve already had six states reach out to us asking how to do this. So, we started building a tool kit of what people would need to put this together in their areas.

Students are empowered to save lives in their schools—and they are!

We started to develop tool-kits and programs through students. We ask students, What is going on? Why is suicide happening? Tell us what adults can do to help you. And the students come up with implementation plans and give us ideas. Then they go to their schools and develop an implementation plan with their counselor or other school leaders, and bring the message to all the students.

While academics are important, how your heart feels is just as important, if not more.

The students really adopted this program, and they love it. They’re starting speak-up clubs, creating their own skits, writing songs, developing raps, announcements, posters and murals. They involve the police or the PTO, and they’re taking the message to all the students. Based on the 56 schools, we have reached almost 400,000 students. One of the schools that has been involved claimed to have saved four lives last year.

Last year, there was a suicide in my district. When I first started this program, little did I know that I would be using all these resources as well. We have to help these kids navigate the world. While academics are important, how your heart feels is just as important, if not more.

It’s saving parents, too.

Recently a parent met with me and said, I’ve been contemplating suicide for two years and then you started this movement. I came with my daughter, and I decided I need to live.

Adults need a venue where they can learn to work with their kids, who are dealing with these issues as well. We have an adult component to the conference that takes place when all the students are in a breakout session, and we give them strategies on how to handle these issues.

There is so much to this role as superintendent, and you never know what’s going to come up, so it’s important to be prepared.

We’re working with a lot wonderful people. We just became a 501(c)3. Our attorney is pro-bono, our accountant is pro-bono, our internationally renowned keynote speaker is pro-bono, and more people are saying, We need this. How can we help?

The Global Leadership Summit is my fuel.

The Summit has been a great source of encouragement and support. At the Summit, when I listen to the speakers tell their stories about overcoming obstacles, strengthening leadership and reaching out to others, I sit there and think, They’re talking directly to me. I take back so much information.

Through the Summit, I’ve met some amazing people, who’ve become an important part of this movement for students. I bring my 8th grade superintendent council and ask for their feedback, and hear their ideas for what we’re going to do this year through the program. There is so much to this role as superintendent, and you never know what’s going to come up, so it’s important to be prepared. We need strategies and words of wisdom to help guide us in everything we do.

Go to the Summit for your growth, because what you bring back to your company or district is amazing. You’re going to be uplifted and re-energized in your role. And we all need that. No matter how good you are, you run out of juice sometimes. What is the Summit? It’s 16 hours of your year. You’re worth the time. You won’t regret it.