While reading the comments posted to my article Leadership Lesson From A Kindergartner I was so overwhelmed by the generosity of people sharing stories and wisdom that I felt I must share it. I hope you enjoy the comments, at the end of the remarks are additional tools suggested by the community. If you have any additional stories or tools to share, please feel free, we would love to read them.


“I believe it is the duty of any leader to clearly communicate, motivate, and inspire your staff to reach inside and be the very best at how they are gifted.

I was taught the best way to get a desired result from someone else was to have him/her believe it was their idea in the first place. 

Leader may motivate his employees inspiring by the message “Utilize your knowledge, apply your talent, and love your job with confidence, surely you will be a successful worker.

A “Good” leader thinks, “Treat people the way that you want to be treated” while a “Great” leader thinks “Treat people the way that they want to be treated”.

Leaders must inspire, create confidence and make them believe in their abilities.

A good leader takes the time to get to know and understand the people they work with or represent to find the right way to motivate or trigger that loyalty to them and their company.

To me a good leader sometimes has to leave their comfort zone and get a little dirty to motivate their employees.

A good leader can come down to the level of their employees, subject themselves to the same circumstances and by example influence employees to follow them rather than demand they follow them.

I often find that the best way to get something started is to find out not only what someone can do, but also what they like to do and then matching those things to what you want done.

When I was fourteen, Dad decided it was time to remodel the bathroom. As he and I stood there in the bathroom, he looked at me and said, “Well, what do you think? What do you think we should do?” Now, my father was a Mechanical Engineer, and drafter. There was no way that my father did not already have this remodeling planned and designed down to the last detail. However, that never popped into my head. Instead, I gave my father my ideas. My father listened as I went on about how I would do this and that and that and this. When I was finally finished, my father said, “Some good ideas there. Let’s try it your way”. In addition, that is how we proceeded with the project. I am positive that some of my ideas where out-and-out crazy. Come on, I was fourteen! Now, when I think back, I faintly recall hearing the sound of electric construction tools humming in the background while I dozed off for the night after a hard day’s work with Dad. I am sure Dad was disassembling and reassembling some of my great ideas. Nevertheless, he never said anything. Rather, he made us partners in the project. Equal say. Equal responsibility. He built my confidence in myself tremendously. He always did and eventually, I did have some great ideas and the confidence to implement them.

I agree. It is important for employers to know their employees and what motivates them. The Strengths Finder 2.0 is very insightful for the employee and their respective leaders. My top 5 are 1) Ideation 2) Input 3) Achiever 4) Intellection 5) Relator.

As a parent to a child in Junior Kindergarten and a child in Senior Kindergarten I’ve learned to adapt to their individual needs in order to engage them and watch them grow. Even from a young age we want to be recognized, that doesn’t change when we enter the workforce.

I think most leaders need to do the inner search themselves so they can be able to communicate. Some of them really never stepped the KG room am sure

Amazing. And it doesn’t matter how you look the rest of the day. You grew & that is far more important than how others perceive you. In fact, a component of the original problem was How he was perceived by his teachers. Not connecting can escalate a problem. Connecting takes courage (and time and commitment) but will ultimately produce understanding and growth.

“Keeping Customers Happy every day by doing ordinary things extraordinarily well.” Not only customer would need that, but every one next to you. It’s worth it to make life around better

Additional Tools

Bill Wilson suggests – While I like the Strength Finder I find the Core Value Index from Taylor Protocols is a very powerful tool for learning who you are at your core – as well as members of your team. The CVI is really measuring the part of you that does not change over time or with changes in you life circumstances like other assessments do. We have used it for a couple of years with very good success. Drop me a note if you would like to experience the CVI. I can get you a link for a free assessment. bwilson@ihpip.com

Raul Galarza recommends – This article reminds me very much of the basic idea of Strengths Finder (Gallup, http://bit.ly/18xt9aR). If you have never taken the assessment and worked through the definitions, I strongly encourage you to do so. Then have your team go through it too – it is amazing what you will learn about yourself and the members on your team afterwards. The real power is when you put that knowledge into action and start assigning projects or responsibilities according to strengths. By the way, if you’re interested… My Top 5 Strengths Finder themes are Achiever, Learner, Strategic, Input, and Individualization. Enjoy the read folks!

Theo Rigopoulos offers – It has to do with “empathy.” I just tweeted an other interesting article that relates to it: http://hbr.org/2004/01/what-makes-a-leader/ar/1