Adonis Diaries

Posts Tagged ‘Peter Drucker


Dan Rockwell.

Alan Alda:

“Real listening is a willingness to let the other person change you.” Alan Alda

  1. I will enter conversations open to learning and willing to adapt (if it suit my behavior?).
  2. The way I see things is ONE way of seeing them (A single way, with option to retract in the other direction?).
  3. I’m willing to change my perspective (Not matching the Silent Majority “common sense”?).
  4. My need to be right makes me stupid (As long as you are doing the right thing?).

Daniel Kahneman:

“Nothing in life is as important as you think it is, while you are thinking about it” Daniel Kahneman (For how long to think about it to make it Not that important?)

  1. I will overcome the distraction of urgencies by reconnecting with the big picture (Beyond the Big Bang?).
  2. I will maintain curiosity with calmness when stress increases. (Curiosity is the key to feel alive, calmly or angrily)
  3. I will rest, enjoy family and friends, and take time for self-development, even during a pandemic (Because of Covid-19).
  4. I won’t belittle the important concerns of others. And I won’t try to solve everyone’s concerns. (As if we ever cared to resolving other people concerns)

Peter Drucker:

“It is more productive to convert an opportunity into results than to solve a problem – which only restores the equilibrium of yesterday.” Peter Drucker (An opportunity that does Not require solving anything?)

  1. I see a negativity bias in myself that requires adjusting (How much effort to recognize the various kinds of biases?).
  2. I will view situations and interactions through the lens of opportunity. (How about the lens of experimental minded designs?)
  3. I will maintain a positive attitude. (Not in the face of injustices and unfair practices and elite laws)

Johann Wolfgang von Goethe:

“When we take people merely as they are, we make them worse; when we treat them as if they were what they should be, we improve them as far as they can be improved.” Johann Wolfgang von Goethe (Review the practices of all those missionaries who ruined ethnic civilizations and culture)

  1. I will view people through the lens of who they might become. (But Not try to intervene)
  2. I will maintain optimism while working to develop myself and others. (As if we can achieve anything when depressed)
  3. I will acknowledge the limitations of myself and others. (Just focus on your limitations and spare us judging others)

Warren Bennis:

“Becoming a leader is synonymous with becoming yourself. It is precisely that simple and it is also that difficult.” Warren Bennis (Too convoluted to make sense of this quote)

  1. I will spend time in self-reflection today. (And tomorrow?)
  2. I have the capacity for self-deception. I will seek feedback. (Feedback from whom?)
  3. I will bring my best self in service to others. (what if the others consider your “best self” as one of your limitations?)

What quote might you add to the list of most important leadership quotes of all time? (Forget about this horrendous leadership mind-fix. Learn to confront injustices)

How management gets in the way of success? Too long a list to enumerate?

“Most of what we call management consists of
making it difficult for people to get their work done.”
Peter Drucker

By Dan Rockwell?

Four ways managers get in the way:

  1. Meddling – Managers that roadblock work stay too close and talk too much. Your people want you to let them work. Stop by to encourage and ask questions, briefly. Express interest, give direction, and get out of the way. Stay close enough to monitor progress.
  2. Meetings – Too many meetings that include too many people that share too much detail. Meetings are expensive. A one hour meeting with 8 people in attendance costs their combined salaries plus lost productivity. Remember, you don’t get anything done in a meeting. Things get done after meetings. Send a memo. (A few managers charge their personnel per hour for meeting in the meeting room
  3. Butt covering reports – Requesting too many reports that include too much irrelevant detail that takes up too much space in file cabinets and on networks. One reason you ask for all the detail is to cover your butt. It’s a business culture issue. Fear based cultures lack vitality, freedom, and performance.
  4. Projects rather than people – It’s instinctive to focus on projects and deliverable. However, it’s more effective and efficient to give clear direction, encouragement, and motivation to your people than it is to get directly involved in long-term projects. People deliver projects, not meeting or reports.

Enhancing productivity may not be about doing more and working harder.

It may be about meddling and meeting less, fewer reports, and focusing on people.

How do managers make it difficult to get work done?

16 Things Successful Leaders Never Do

Not doing is one side of finding success.

  1. Never let the bottom line be the bottom line. (Wonder if anyone realized he reached the bottom)
  2. Never pretend things are ok when they aren’t.
  3. Never let what you’ve never done be the reason not to try.
  4. Never get ahead by resenting those who get ahead.
  5. Never let those who aren’t doing something prevent you for doing something.
  6. Never do on the road what you wouldn’t do at home. (Like what? Accompanying a girl-friend?)
  7. Never trust anyone who never admits mistakes. (They don’t have to admit, as long as they prove actively that they correcting the mistake)
  8. Never achieve greatness through negativity. (The next generations will discover your mischief?)
  9. Never pretend you can do what you can’t. (Even if you hire the people who can?)
  10. Never let others fail before doing everything appropriate to help them succeed. (Who can invest the time and energy to satisfy this “everything”?)
  11. “An executive has never suffered because his subordinates were strong and effective.” Peter Drucker
  12. Never find wisdom in excuses, defensiveness, or blame.
  13. Never think loyalty is a gift. (A poisonous gift?)
  14. Never waffle when it comes to taking responsibility.
  15. Never waver when it comes to giving credit.
  16. Never make excuses. “Never make excuses. Your friends don’t need them and your foes won’t believe them.” John Wooden

Bonus: Never create the future by recreating the past.

What should leaders never do?

Which of these is most important to you?

By Dan Rockwell?

Are you one of those trying to create the future? Do you have any secret to share?

I read opposite positions from the same authors: Sometimes they laud people looking at the future for inspiration, and sometimes they blame people talking in the future tense in order to hide their lack of achievements, the drifters in a team.

By Dan Rockwell?

For example:

“Frustrated leaders spend far too much time focused on the past and far too little time creating the future. They’re always saying, “What are we doing wrong?”

The past cannot be changed. Stop trying to fix it. If you don’t have clear vision for the future, looking back destroys you…”

Peter Drucker said, “The best way to predict the future is create it.” You create the future by building on the past, not fixing it.

The past is disappointing when things are not working in the present. But don’t focus on the past in order to create your future.

Let vision not history create your future.

The first things to ask are, “Where do we want to go and what’s the next step to getting there?”

NOT, “What went wrong and how do we fix it.?”

The past is useful when you have the future in mind. (

Kind of trying to foresee the trend? But it is Not easy to comprehend the paradigm shifts that go counter to the general agreement among the self-serving “professionals” in any field of practice)

Focusing on the past only pulls you into the past, unless you have the future in mind.

The past is a platform only for those looking forward; otherwise, it’s an anchor.

Dan Rockwell wrote:

Your past can be:

  1. A distraction from the present and future. Longing for the past destroys the future.
  2. An object of reflection that helps you know and understand yourself and others.
  3. An anchor or platform.
  4. A teacher that shows you things to repeat and more importantly, things to stop.

How to create your future?

When you see frustration or failure ask:

  1. What are you trying to accomplish?
  2. What are you doing to get where you want to go?
  3. What is the next – most useful – thing you can do, right now?
  4. What should be stopped? (past)
  5. What should be continued? (past)

What are you trying to do right always precedes what went wrong.

The secret to creating the future is first seeing it then looking back.

What future-creating tips can you add?

What role does the past play as leaders build the future?

Integrating Young Leaders?

Why this process is Not the norm?

Bill Hybels on Integrating Young Leaders


5 reasons leaders don’t integrate young leaders



Getting the most from young leaders:

Peter Drucker believed leaders of nonprofits had lots to teach corporate leaders.
With that in mind, I’m delighted to share insights from my conversation with, Bill Hybels, one of today’s most highly regarded leaders from the nonprofit world.
Everyone wins in a multigenerational leadership environment.
Bill Hybels on multigenerational leadership
Bill Hybels

Bill Hybels

Bill Hybels on multigenerational leadership (1:35):

Audio Player


  1. Learning. The same people sitting around the same table represents stagnation. Mentoring, for example, has multi-generational opportunities.
  2. Connection. Isolation grows as time passes. Integrating young leaders develops new connections within leadership teams and organizations.
  3. Openness. Young leaders don’t say, “We tried that already,” because they haven’t.
  4. Vitality. The enthusiasm of youth is transformational energy.

5 reasons leaders don’t integrate young leaders:

  1. Arrogance. Young leaders don’t deserve a place at the table.
  2. Fear. The old ways feel safe to old leaders.
  3. Control. The need for control motivates old leaders to keep others out.
  4. Position. Love of position makes old leaders guard their position.
  5. Inexperience. Young leaders don’t have enough experience to lead.


Old leaders worry that young leaders will fail. Bill suggests gray hairs remember their own younger days.

My gosh. I should have been arrested for some of the leadership pranks I pulled…” Bill Hybles

Dealing with failures of youth (1:24)

Audio Player


How Bill Hybels tries to overcome intimidation (0:59):

Audio Player

Getting the most from young leaders:

  1. Coach. “I do a lot of real-time coaching.” Bill Hybels
  2. Opportunity. Provide opportunities for young leaders to test themselves.
  3. Fail. When young leaders bite off more than they can chew, let them go. Encourage them to learn from failure. (Always evaluate the cost of potential failure against the benefit, before making this type of decision.)

How might old leaders integrate young leaders into organizational life?

What opportunities and/or dangers do you see from integrating young leaders?

Note: I talked with Bill at the World Leaders Conference in West Palm Beach, FL. Thanks to Ben Lichtenwalner of Modern Servant Leadership for setting up this conversation.





May 2023

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