Thursday, January 29, 2015


Today was a challenging day for my community. I am truly at a loss for words. As a leader, you feel you should be able to guide your team through any storm. However, some storms just can't be avoided. Without going into details, I will simply say that we mourn the loss of a fellow Thunderbolt. Our motto is "its a great day to be a bolt", but today, just for today, it wasn't. Take comfort in each each one another! Life is precious - please dedicate your life to adding value and lifting up those around you. If you or someone you know is in pain there are people here ready to help. Contact the guidance office immediately if you suspect someone needs a little extra support!

Tuesday, December 16, 2014

What is your "WHY"?

Spent my morning with the University of Penn - Penn Leadership Studies Group discussing the importance of Simon Sinek's work.

Interesting to hear and learn what drives others. My "why" is to help others develop a love of learning as well as learning how they learn best.

What is your why?

Friday, October 24, 2014

People Don't Like Change, Right?

Wrong! If people disliked change as a general rule... the clothing styles we would still be wearing would never change... imagine using pay-phones to communicate instead of your newest iPhone 6 plus...

It isn't that people dislike change, they dislike change they don't understand or see the need for. If they are negatively impacted by the change, people are more resistant. Leaders who adopt the belief that all people dislike change are putting themselves at a major disadvantage. Adopting this mindset puts the leader on the defensive with everyone from the start. Greg Shea, author of Leading Successful Change, says leaders who believe people don't like change build bunkers. They hunker down and brace in preparation for the resistance. This mentality causes the leader to miss out on opportunities. Opportunities to convey the vision of the change, the reasons why the change will not only move the organization forward but actually be good for the individual employee. Being on the defensive causes the leader to miss out on inspiring others to join in and help with the change initiative.

Being on the defensive also makes it easy for the leader to ignore feedback that could actually enhance the change initiative. They dismiss any resistance as simply, "people don't like change, what do you expect". If instead, the leader recognizes that people will tolerate change, some will embrace it, it changes their mindset to be open to any resistance as simply information to inform the process.

So, the next time you are leading a change initiative...monitor your mindset - avoid the bunker mentality.

Wednesday, October 8, 2014

Thursday, September 18, 2014

Community Outreach Committee

Community Committee Videos

In case you were unable to attend our recent community meeting, the video snapshots are available for your review at your convenience.

Next meeting TBD