“The one guiding principle over my 23-year career in TV has been as long as I’m having fun, I really don’t care what the job title is.”
― Andy Cohen

To be clear, I’m only writing about business here. I’m not listing the obvious priorities of faith, family, etc.

People throw around fancy job titles like they’re a big deal. A good job title communicates something about what you do and your responsibilities to yourself and others. In practice, many people want a job title they can brag about to their friends and family. They want a job title that gives their frail ego a boost.

I get that, but your job title doesn’t change your job; your job is to do whatever is necessary to help the team succeed. That’s why I prioritize so many other things over any job title.

For instance, and in no particular order:

• Winning

• Trust

• Work that matters

• Getting things done

• Remote work

• Asynchronous work

• Honest and open communication

• Working with a good team

• The opportunity to learn

• Sincere gratitude

• Flexibility and adaptability

• Making money

• Having fun

An impressive job title is only a good thing to the extent it helps you understand and communicate about your role.

“Management is doing things right; leadership is doing the right things.”
― Peter Drucker

I have a kid currently working on their Eagle Scout project. Now, an Eagle Scout project is a challenging service project that provides an opportunity to demonstrate leadership. It’s not an easy task, and the difficulty is one of the reasons why so few scouts achieve that top rank.

I’m an Eagle Scout and remember the challenges I faced years ago, so I’ve tried to impart wisdom about how to lead as a prospective Eagle Scout. I’ve stressed the importance of learning and demonstrating leadership throughout an Eagle project, and I want my children to view these situations as opportunities to grow as leaders.

The other day, however, my kid told me something interesting about the people who will evaluate the project: “They say they want leadership, but they’re looking for management.”

My response: “Give them both.”

Most people don’t understand the difference between leadership and management, but both skills are essential for success. Good management is foundational to project success and it’s a great skill to develop.

So give them both.

As a leader, you must inspire, encourage, and empower others, but don’t avoid owning whatever needs to be done. If your evaluation is based on how well you manage the project, then as a leader, be a great manager. Leaders aren’t worried about who does the “lesser” tasks. They’re focused on winning. Sometimes, that means leading from the trenches and working alongside the people you lead. Sometimes, it means stepping in with a clipboard and managing tasks and resources.

Another way to see this is by flipping it upside down. Leaders don’t have to be managers, but managers should always be leaders. Managers who possess leadership skills are more effective in their roles and can inspire their teams to achieve great results.

Leadership and management go hand in hand. If you can develop both skillsets, you’ll set yourself apart and demonstrate your readiness to take on any challenge.

“Management and leadership are separate roles but they aren’t necessarily multiple people.”
― Dr. Dean McCall

The other day, I was asked, “Aren’t leaders managers?” Often, but the skills are different. Let’s talk about it.

Leadership is about inspiring and empowering others to achieve a shared vision.
Management is about maintaining order and efficiency within existing structures.

Leadership is about taking responsibility and making decisions in the face of uncertainty.
Management is about following orders and executing tasks efficiently.

Leadership is about building trust and fostering open communication.
Management is about setting goals and holding people accountable.

Leadership is about creating a culture of innovation and taking risks.
Management is about optimizing existing processes and minimizing errors.

Leadership is about inspiring people to go beyond their perceived limitations.
Management is about providing clear direction and feedback.

Leadership is about building a team that can operate effectively in any situation.
Management is about planning and resource allocation.

“Intelligence is the ability to adapt to change.”
― Stephen Hawking

Work-from-anywhere means more than just sitting at your kitchen table with a laptop. It requires a fundamental shift in how we perceive our professional life. It’s about empowering individuals with the freedom to decide their working environments — maybe that’s a café in Paris, a beach house, or just a cozy couch at home.

This fluidity can enhance productivity, creativity, and work-life balance. But, it also demands rethinking communication protocols, collaboration tools, and management styles.

The future of work is anywhere and everywhere, and we’re all pioneers.

“Christmas is built upon a beautiful and intentional paradox; that the birth of the homeless should be celebrated in every home.”
― G.K. Chesterton

Merry Christmas! May you be blessed this Christmas season and throughout the new year!

“The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.”
― Steve Jobs

If you don’t recruit top talent, you can’t hire top talent.

If you don’t hire top talent, you can’t retain top talent.

If you don’t retain top talent, you can’t build a high-performance team.

“You can’t ask an employee to work as hard as you, or you create a fake expectation, vs. how much you compensate them. You work for them, they don’t work for you.”
― Gary Vaynerchuck

Way too often, entrepreneurs and founders look to hire people with the same level of enthusiasm for the business a founder has. That’s not realistic.

Don’t confuse effort with results. You need people who get stuff done, not people who work hard. I’d rather have the guy who got it done and went home early than the guy who burned out after three months of late nights.

You can’t expect employees to love your business the way you do. They have their own lives, families, and goals, and they should.

If you want maximum performance, show your people the path to achieve their goals.

This post first appeared on X.

“You get what you measure. Measure the wrong thing and you get the wrong behaviors.”
― John H. Lingle

Modern managers often seem to be confused about how to measure performance. I like to say, they’re measuring attendance when they should be measuring results. Of course, everyone who wants their business to be successful wants to measure performance, so I’m going try try to clear up this confusion.

If you’re worried about how long it takes to get a response to your email, you’re measuring attendance.

If you make your salaried employees clock in and clock out, you’re measuring attendance.

If you care about what time of day your team members are working, you’re measuring attendance.

If you track computer usage, you’re measuring attendance.

However…

If you track sales, if you track retention, if you track customer satisfaction, you’re measuring results. These are metrics that truly reflect the success and productivity of your team.

It’s important to shift your focus from babysitting your employees to leading them. That’s how you drive overall performance and success in your organization.

Remember, it’s never about “butts in seats”.

“Acknowledge all of your small victories. They will eventually add up to something great.”
― Kara Goucher

The big wins are wonderful, but consistent, small wins are the foundation of success. Small wins are an investment in your life. Small wins build confidence and create momentum.

When you’re stuck, or confused, or overwhelmed, or afraid, look for a little win. Just get something. It’ll help you break through whatever challenge you’re facing. Get a small win, celebrate it, and look for the next win.

Small wins create the necessary platform for big wins. Don’t underestimate their impact. Acknowledge and appreciate each win, and let them propel you forward.

“Never attribute to malice that which is adequately explained by stupidity.”
― Hanlon’s razor

“Man tends towards good, but he is also capable of evil.”
― John Paul II

Stupid: Rich people having money is the cause of poverty.
Bad: Tax the rich.
Evil: Eliminate money.

Stupid: AI will eliminate all human jobs.
Bad: Only approved companies should be allowed to develop AI.
Evil: The government must control AI.

Stupid: Words hurt people.
Bad: Censor speech.
Evil: Arrest everyone who refuses to say the correct words.

Stupid: All opinions are equally valid.
Bad: My opinion is always right.
Evil: Everyone should have the same opinions.

Stupid: Men have no right to have an opinion about life in the womb.
Bad: Unborn babies aren’t human beings.
Evil: You have a right to kill your unborn baby.