4) Serve others- It is good to do something for which there is no profit.  Creates more energy for change.

Mike will co-facilitate with Mark Tedford Further Focus at tomorrows 6/24 breakfast in order to help us dig deeper into the concept of Elevate Purpose


3) Trust Others.  This is a beautiful litmus test.  Good people even fail in the area of trust, then make restitution.  Trust eliminates friction between us.  The toughest challenges prove us out.  The stronger the metal the stronger the flame!


2)  Repect and appreciate people.  We are all FRAGILE – Handle with care.  Remember, everyone is a volunteer at a certain level.  When you are respected you give your best energy.  Character based leadership is connecting with my personhood, not position or performance, to the personhood of another person – creating energy and change.  MK


“IF YOU ARE NOT CHANGING SOMETHING YOU DON’T NEED A LEADER. WE DON’T NEED ANYBODY TO LEAD ‘SAME‘ “.  A quote taken from Mike Henry’s Forum talk on Energizing Change.

One factor for Energizing Change is to Elevate our Purpose for which Mike offers four components.


1) “Focus on the Best, highest objective.  Aim for the pinnacle, not just the mountain.  Go for the Bull’s eye, not just the target!  When we focus on THE BEST it causes us to be more careful about what we do.




An Article, written by Michael Shermer in the Wall Street Journal, Sept 2014, quoted the Admiral as saying “If you want to change the world, start off by making your bed.”

It all starts with the little things in life that make for the biggest differences!  Be encouraged about your possibilities of changing this world as you listen to this 19 minute commencement talk.


Create environment where people want to be.

  • Leadership:
    • Hire people who’ve overcome obstacles
    • Be Clear about what you’re looking for in an employee (Disney uses a film which outlines the Disney culture – “If you come to work without your name badge, go home.” Etc.  25% of already screened job applicants walk away after seeing the film.
    • Training – train, test, enforce.
  • Culture:
  • Everyone matters and knows that they matter. Tell them! This is the fuel that drives human performance.
  • Touch people before you touch the work. When you come in in the morning, go around talking to the people, finding out about that game, sick aunt, etc. Then start working.
  • When you enter an environment (home, work, etc.), you either make it better or worse. Your choice.
  • If something somebody (wife, employee, etc.) says annoys you, let it go. It’s not worth raising a fuss about.


  • Be technically competent – Go to seminars, take classes, etc.
  • Have management competence:
    • Are you spending time where you are adding value?
    • Think tomorrow about how you could have done better today.
    • Life happens in a flash. Get organized.
  • Be leadership competent – Management is about doing. Leadership is about being (be there for the people, have character…)

Make customers (in our case, guests) feel special. Treat them as individuals.

Will you change the world? Probably not. But you can change your environment.

Difference between training and developing. Training is about classes and seminars. Developing is about having the hard conversations (“You’re going to have to work on this…”)

Every week we should be have hard things – relationships, projects… – to work on.

(Notes taken by attendee at a recent Leadership luncheon in Tulsa)

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