11 Key Ways a Younger Leader can Gain Credibility

Are you a young leader looking to gain credibility? What to do? I talk to leaders all the time, especially those in their 20's, who are seeking the quick credibility answer. How do I get credibility now and not have to wait until I am in my mid 30’s or early 40’s before people will respect and respond to me?

Well, great question.

I have a theory. The Credibility theory.

Starts with an equation, since I was a math minor in college..... Ultimately, credibility is this:

C = T x (E + E). Credibility = Time (multiplied) by Experience + Expertise

Whether a young leader, or a seasoned leader, this Credibility theory can work for you.

So here are some thoughts on how to best gain credibility now:

1. Listen. Listen. Listen. Simple enough. Ask great questions of those around you, and then LISTEN to the answer. Don't talk until you have something to say. Learn to ask great questions and learn from them.

2. Write it down. Record it. Put it in a moleskine or evernote or on your iPhone. But be just short of annoying on capturing things you hear and watch and are part of. You'll find that writing something down automatically makes it a priority.

3. Find those who are smarter than you, and latch on. Learn from them. Ask questions. Be a learner. Connect with leading organizations, networks and individuals- connect with companies, teams or individuals who are highly respected, and you'll gain respect.

4. Become an expert NOW, even before you need to be. Set a standard of excellence way before you're the leader in charge who is expected to. That way when it's your turn to come off the bench you are ready. When you are asked for your opinion or involvement, give it or do it.

5. Self awareness and self identity. Be self aware. Know who you are and where you are in life. You are young- deal with it. Don’t think you know more than you really do, or have more experience than you really do. Maintain a very clear and realistic picture of your self identity and current reality.

6. Demonstrate your ability to collaborate and be a team player. Reality is, most of us work in a team environment, so you have to show your ability to get along with others in making things happen. The Lone Ranger and Han Solo aren't ideal.

7. Stay focused, but broad. Those who have the most credibility no longer are just experts in one area. You need to be a generalist, but have the ability to dive deep in a certain expertise area.

8. Learn how to follow. And follow really well. It will position you for authority later.

9. Deliver. Faithful with little, faithful with much. No matter what the task or assignment, whether how important or how minuscule, GET it DONE. Work really hard. Be a hustler. Accomplish getting coffee or making copies or working on spreadsheets or filing papers like it's the most important assignment ever. Demonstrate in the small and unimportant tasks the characteristics you will still have with the large and important tasks. Do what you said you would do. Follow through. Credibility is built over time because of hundreds and hundreds of small assignments done well.

10. Lead with humility. Be known as the team member who will always get it done and is completely trustworthy. Show up early. Leave your ego at the door. Do your work with excellence. Volunteer for the tough assignments that no one else wants. Be the Hungry 2nd, not the Arrogant 1st. Act like you don't belong. No one enjoys being around someone who thinks they deserve way more credibility than they really do. Stay humble and motivated, with an attitude and posture like you really don't belong in the conversation.

11. Be patient and let your Experience create your Expertise. Credibility comes with action- doing, not just thinking or talking. Jump in and get involved. Do something. A little dirt on your hands and sweat on your brow goes a long ways. A platform takes time- it's just a reality. Most of us aren't patient enough to spend adequate TIME at DOING something until we gain a platform or credibility. We usually lose interest, get bored, or just simply move on to something else. The key- stick with it. Gladwell says it takes at least 10,000 hours.

Young Influencers List, March edition

Here you go, the March edition of the Young Influencers List. You can see all the past month's lists here. 1. Josh McCownNFL quarterback currently for the Cleveland Browns,

2. DawnChere Wilkinson- speaker, worship leader and co-pastor of The Vous Church in Miami, FL, along with husband Rich Wilkerson, Jr.

3. Ian Utile- San Jose based CEO of Gorilla Branders, marketing and brand strategist agency and firm.

4. Jason Lozanofounder and senior pastor of Freedom Christian Center in Los Angeles.

5. Jared Erondu- San Francisco based advisor, photographer, designer, and creative director of TeeSpring, and co-founder of The Industry.

6. Willie Morris- founder and CEO of Faithbox in NYC.

7. Danielle Gano- Los Angeles based founder and CEO of Elle Communications, a boutique public relations agency.

How High is Your Emotional Intelligence?

Measuring your IQ has been a standard for years and years. We determine how "smart" someone is by their IQ score. How about your EQ? Your emotional quotient. Your level of emotional intelligence. Your ability to read people, connect relationally, create long term friendships and relationships, etc.

Why is it that some folks just seem to have that sixth sense when it comes to connecting with people? Why is it that the one staff person can always talk the cranky accounting person into approving the difficult invoice that no one else can get pushed through? Or that sales person can get on the phone with the angry customer, and not only solve their issue and dissolve their frustration, but actually upsell them on a new product. Certain folks seem to always get a yes, when you've tried and tried and get nothing more than a no.

This comes back to your EQ level. High EQ leaders typically are persuaders. They tend to move into influential positions more quickly and stay there.

There's no question that the higher your level of influence, the more relational equity you need to have. Most notable leaders throughout history have high EQ scores.

High level deals require high level EQ. High level positions require high level EQ. High level opportunities usually require a leader with high EQ. To make it work you gotta be able to connect.

The greatest salespeople in the world have off the chart EQ scores. They can easily connect with you and ultimately make you feel so positive about a conversation or a product or service that you just can't help but say yes.

The dominant voice on Emotional Intelligence over the last several years has been Daniel Goleman. Goleman's book Emotional Intelligence: Why it can Matter More than IQ is the classic EQ book. I highly recommend it.

Remember to work on your EQ as much as your IQ. Find others around you who are incredible at reading people and connecting with people and learn from them. Ultimately, just remember that your EQ factor is just as important as your IQ factor.

Beware of a Shortcut Leadership strategy

I admit, I get a bit impatient at times..... Okay, maybe that is a slight exaggeration.....I get very impatient at times! Lately, I've noticed a ton of impatience in my driving. Now it's not road rage (not yet!), but getting close. It's not just that slow drivers get in the left lane, but more that I seem to think I now know every shortcut in the greater metro Atlanta area. So my solution for impatience on the roads is that I get frustrated and try to find shortcuts or alternate routes to get somewhere. Only to find that these shortcuts end up taking longer and actually don't get me to my destination at all.

We're all like this at certain times in life. We look for shortcuts, for alternate routes, for the easy road, the road less traveled but quicker to the destination. Or so we think.

So here are a few thoughts on Shortcuts that hopefully are helpful.

1. Shortcuts aren't bad. Most shortcuts are valuable and helpful. But beware of constantly looking for them.

2. Little (or at least less) strategy goes into shortcuts. as so many times shortcuts haven't been planned out, and actually lead you to a different destination, or worse off, just get you lost and late to your final destination.

3. Being impatient is not a good thing. Patience is a virtue. Shortcuts are usually due to impatience and frustration, vs. relying on a system that has proved worthwhile over time.

4. There's value in the journey. the longer route may be better for you in the end. You'll see or hear or learn things that you wouldn't have otherwise. And maybe see more scenery, and find that it's intentional and on purpose.

5. The quality may suffer. In organizational life, shortcuts may end up leading to a lack of excellence.

6. Short term gain vs long term rewards. Shortcuts are usually tied to short term gain. Again, not bad, but long term perspective and long term goals are what vision and legacy are built on.

7. Staying in your lane. Be committed to the lane and current assignment you have. Switching lanes and switching roads and switching routes leads to anxiety and lack of contentment. Be diligent and faithful to the road you're on.

So next time you think you see a shortcut, and you're convinced it's the better road to take, beware.

10 Keys for a Great Team

What actually makes a great team? We've all been on teams, whether in school, in athletics, in our churches, organizations, and communities. We've watched great teams win championships, we've marveled at their ability to create amazing resources, new technology, and jaw-dropping experiences. There are lots of qualities that make up a great team, but thought I would point out ten that seem to be consistently evident across the board.

1. Humble yet confident leader- Humility and authenticity starts at the top. Confidence and courage starts at the top. Everyone wants to assume that team culture is created bottom up, but at the end of the day, great teams look to a confident leader.

2. Skilled linchpin (s)- Most of the time this is the quarterback for a football team. Or the point guard for a basketball team. Or the project manager on a new technology being released. Or the producer releasing a new movie. Peyton Manning, Magic Johnson, John Lasseter at Pixar. Every great team has to have at least one linchpin who is crucial to the success of the team. Most great teams have several.

3. Clear Vision and Clear Goal- think about it. Pretty much every sports team we've ever played on had a clear goal- win the game, win the division, win the championship. Great teams have vision that inspires and goals that are attainable.

4. A cause greater than themselves- We all desire to be part of something way bigger than us. For the New Orleans Saints, they played several years ago for the city of New Orleans during the aftermath of a hurricane. The 1980 USA Hockey team played in the Olympics for an entire nation.

5. Constantly getting better- great teams continue to improve on a daily basis. Great teams don't allow for mediocrity to set in. They push themselves on a daily basis, and that accountability is held by the team, not necessarily just by the leader.

6. Get it done oriented- all about action. Great teams don't just talk about it. They make it happen. They are relentless in pushing projects across the finish line.

7. Willing to fight- Great teams fight consistently. About ideas. About direction. About strategy. And the best ideas win. Trust is crucial. And everyone on the team trusts each other enough to fight for their ideas, and argue, and debate. And leave it at that. Great teams are competitive, but equally collaborative.

8. A standard of excellence always- great teams set amazingly high standards and goals. And they aren't wiling to settle for second best. They never coast. And are always great at the little things, which makes them great at the big things.

9. Nimble yet mature- regardless of how big or complex teams get, they always stay nimble enough to make decisions quickly and change directions on a moments notice if needed.

10. Actually like each other- team chemistry is incredibly crucial. They want to serve each other. They believe in each other. There is a cohesive spirit and a sense of unity that others take notice of immediately.

What else would you say makes a great team?

Top 50 Leadership Books to Read

I love leadership. And I read a lot. So I wanted to provide you with a list of some of the best leadership books I recommend. These are not the only leadership books you should read. There are hundreds of others that are great. But these are just simply 50 of my favorite leadership books.

So here you go. And please share this leadership list with your friends, team, and other leaders who might benefit.

50 leadership books I recommend you read:

1. Good to Great- Jim Collins

2. The 21 Irrefutable Laws of Leadership- John Maxwell

3. Courageous Leadership- Bill Hybels

4. The Next Generation Leader- Andy Stanley

5. The Catalyst Leader- Brad Lomenick (***obvious bias on this one!!!)

6. Love is the Killer App- Tim Sanders

7. The Tipping Point- Malcolm Gladwell

8. Tribes- Seth Godin

9. It: How Churches and Leaders can Get it and Keep it- Craig Groeschel

10. Integrity- Henry Cloud

11. In the Name of Jesus: Reflections on Christian Leadership- Henri Nouwen

12. Axiom- Bill Hybels

13. EntreLeadership- Dave Ramsey

14. Five Dysfunctions of a Team- Patrick Lencioni

15. Visioneering- Andy Stanley

16. Drive: The Surprising Truth about What Motivates Us- Daniel Pink

17. Creativity, Inc- Ed Catmull

18. Linchpin- Seth Godin

19. How to Win Friends and Influence People- Dale Carnegie

20. Wooden on Leadership: How to Create a Winning Organization- John Wooden

21. Start with Why- Simon Sinek

22. The Leadership Challenge- Barry Posner and Jim Kouzes

23. Leading with the Heart- Coach Mike Krzyzewski

24. unChristian- Gabe Lyons and David Kinnaman

25. True North- Bill George

26. Undaunted- Christine Caine

27. Execution- Ram Charan and Larry Bossidy

28. Daring Greatly- Brene Brown

29. The Seven Habits of Highly Effective People- Stephen Covey

30. The 17 Indisputable Laws of Teamwork- John Maxwell

31. What the CEO Wants You to Know- Ram Charan

32. Rework- Jason Fried and David Hansson

33. The Experience Economy- Joseph Pine and James Gilmore

34. Made to Stick- Chip and Dan Heath

35. Blink- Malcolm Gladwell

36. Making Ideas Happen- Scott Belsky

37. The Effective Executive- Peter Drucker

38. Emotional Intelligence- Daniel Goleman

39. On Becoming a Leader- Warren Bennis

40. Leading Change- John Kotter

41. Now, Discover Your Strengths- Marcus Buckingham

42. Leaders Eat Last- Simon Sinek

43. Jab, Jab, Jab, Right Hook- Gary Vaynerchuk

44. The Advantage- Patrick Lencioni

45. Leadership is an Art- Max Dupree

46. In Search of Excellence- Tom Peters

47. Start- Jon Acuff

48. Built to Last- Jim Collins

49. The Power of Habit- Charles Duhigg

50. Unleashing the Power of Rubber Bands- Nancy Ortberg


51. Silos, Politics and Turf Wars- Patrick Lencioni

52. Boundaries- Henry Cloud

53. In a Pit with a Lion on a Snowy Day- Mark Batterson

54. The Essential Wooden: A Lifetime of Lessons on Leaders and Leadership- John Wooden

55. The Spark- John Bacon and Lyn Heward

56. The Starfish and the Spider- Ori Brafman

57. The Fred Factor- Mark Sanborn

58. Onward- Howard Schultz


What would you add?

Young Influencers List, February Edition

Here you go, the February edition of the Young Influencers List. You can see all the past month's lists here. 1. Shane Farmer- senior pastor of Cherry Hills Community Church in Denver.

2. Pete Holmes- NYC based comedian, actor, writer, producer, host of the Pete Holmes Show, and popular podcaster.

3. Peace Ike- Pittsburgh based Nigerian-American songwriter, percussionist, artist, and performer. Listen to her new EP Walk Worthy.

4. Jesse Carey- contributing editor to Relevant Magazine and a mainstay on the Relevant Podcast, along with recently completing the uber popular Nickelback Challenge, raising over $33,000 for charity: water.

5. Kristi Griem- blogger, justice advocate, COO of Work of Worth, and formerly president of FreeSet.

6. Matt Wertz- Nashville based singer, songwriter, funny guy, and creative.

7. Benjamin Watson- NFL tight end for the New Orleans Saints, popular speaker, and voted one of CNN's most Extraordinary People in 2014.

12 Keys for Attracting Young Leaders to Your Team

Let's face it- young leaders are the future of your organization. Whether you like it or not, they will soon take over and be running the show. Your show. My show. If you aren't attracting young talent, then the days are numbered for your influence and the legacy of your organization. So why are there certain organizations and certain leaders who always seem to attract younger leaders to their team? Whether a pastor, entrepreneur, CEO or non-profit Executive Director, there are certain leaders, certain teams and certain organizations that EVERY young and ambitious leader wants to be a part of.

What is it about THIS leader and the organization they lead that attracts young leaders? Such a draw that young guns are willing to jump on board with them and storm the castle. Regardless of pay, structure, environment, city, setting, or future opportunities, young leaders want to be around these types of leaders and be a part of what they are doing.

You want young leaders on your team? Here are a few KEYS I think young leaders are drawn to:

1. Humility, combined with incredible passion and skill. Realizing it's not about you. Jim Collins writes about this as the key characteristic of a level 5 leader.

2. Unwavering commitment to reaching their desired audience and accomplishing the mission. Know the hill they are climbing and willing to fight to get to the top.

3. The IT factor- hard to explain, but easy to spot. Young leaders can sense it and want to be tied to leaders with IT.

4. Collaboration and not competition. A leader who celebrates others' victories along with their own.

5. Willing to give over responsibility and authority, vs. a "wait your turn" mentality. This kind of perspective and organizational culture will allow young leaders to lead - given they are qualified and can handle it.

6. Authenticity. They keep it real. Young leaders clamor towards authentic and honest leaders.

7. Open to change. This is a big deal. If you as a leader are not open to change, no one worth their salt will probably be willing to follow you, especially younger leaders. (thanks to Shinabarger on this one)

8. Can have at least a little fun. Like attracts like. It’s a reality= regardless of age, demographic, and style. The next generation wants a family environment that is fun and experiential.

9. Confident risk taking. Passionately create a culture that takes risks, allows for failure, and thinks outside the box.

10. BIG vision. Young leaders want to change the world, and want to follow leaders who think BIG and dream big.

11. Hustle and Hungry. The next generation expects you to be beside them in the trenches, not in the corner office sipping on Spritzers. Hustle and hungry, not arrogant and entitled. Besides your team, not out in front of them.

12. BEST at what they do. Regardless of industry or profession or organization, young leaders want to be part of a culture and organization built on excellence with a desire to be great. This is why Google and Facebook and Apple have hundreds of thousands of college graduates clamoring for a chance to be on the team.

What else would you add to the list of those leaders who are drawing young leaders to be part of their teams?

Are you a follower or a fan?

Follower vs. Fan. Is there a difference? 1. Followers are committed. Fans can be fickle.

2. Followers trust their leader. Fans trust in their leader only when it benefits them.

3. Followers want a vision. Fans want a show.

4. Followers ask "what have i done for you lately?" Fans ask "what have you done for me lately?"

5. Followers are in for the long term. Fans are in for the short term.

6. Followers have an intrinsic connection; it's not about wearing a t-shirt. Fans have an extrinsic connection; it's ALL about wearing a t-shirt.

7. Followers don't care who gets the credit. Fans draw attention to themselves.

8. Followers want connection and community. Fans want an autograph and a selfie.

9. Followers believe that what they are part of is truly making a difference. Fans believe that what they are part of is simply making a memory.

Are you a follower or a fan?

50 Innovative and Usable phrases for Responding during the Sermon

Whatever your background, most communicators, whether a pastor, preacher, leadership speaker, motivational guru, youth leader, or vision caster, enjoy having people in the audience provide feedback. And not just telling someone after they're done "good job," but actual real time feedback. Verbal call and response feedback. Responding in the moment. Some of you are used to this. Some of you don't know anything different. And others of you have never experienced it. And probably some of you that are immediately thinking if anyone spoke up during our Sunday services that they would be immediately removed by the "bouncers," otherwise known as the "ushers" and offering coordinators....!!

So I'm doing a bit more speaking these days, and I can verify that having people in the crowd agreeing with me and cheering me on and making some noise in response is a beautiful thing. It provides energy, inspiration, and definitely creates a connection with the audience/crowd. 

Now in the church I group up in, there were only a few folks who had "permission" to respond to the sermon on a Sunday morning, and they usually went with the traditional  "Amen" or "Hallelujah." Which still work. Nothing against the traditional phrases. I'm a fan of the traditional phrases. 

Whatever your style, I want to suggest a NEW list of phrases that can be implemented into your church culture. Your leadership conference. Your youth gathering. Your Sunday morning experience.

A little more current, a little more edgy, and a little more innovative than the classics.

So here you go, 50 Innovative Phrases for Responding During the Sermon: 

1. Run that back

2. Hello!

3. Retweet

4. Hashtag it

5. Let em know

6. Jackpot

7. I know you didn't (said like "I know you diiiiinnntttt")

8. More of that

9. Go ahead

10. Bring it strong

11. Come on/Come on sir (or ma'am)

12. Bet you won't

13. Double down

14.There it is

15. Take it

16. Buckets (or Bottoms)

17. Turn it up

18. Boom

19. Yahtzee

20. That's Butter

21. Bingo

22. Hook. Line. Sinker.

23. So great/So good/That's great/That's good

24. Getchya some!

25. Bring it

26. Go ahead

27. Right on

28. That's good pastor (or "great" inserted for "good")

29. Hit em with it

30. Money

31. Double tap 

32. Burning/On Fire/Fire Alert/Coming in hot

33. Land that plane

34. Feed me/I'm Hungry

35. Worth a clap

36. Preach

37. Truth

38. Onions

39. Here we go

40. On point

41. Game over

42. You meddlin

43. Swish/Buckets

44. Right swipe that

45. Ride that bus

46. That dog will hunt

47. Put that on a plate and split it

48. Woooooo00

49. Whistle (literally just whistling!)

50. Uh huh or Uh oh 0r ah ha

** and a bonus- "Crickets"


How about you? What phrases would you add to the list? 

7 Keys to Celebrate your Rivals and Partner with your Competition

Winning. Competition. Rivalry. For all of us who are Type A Leaders, jealousy in the form of competition is always a struggle. You may call it something else (competitive spirit, goal-oriented, fast pace), but at the end of the day, we all struggle with being jealous or envious of others successes, especially when it is in the same industry, or same town, or same circle, or same customer base. In these cases, it feels like competition, and again for us Type A's, when there is a competition, we ALWAYS want to win.

How do you view those you are "competing" against? Whether competing for attendees, or resources, or prestige, or members, or customers, understanding the proper posture towards your rivals is crucial to being a Collaborative Leader. Most leaders I know never get this right.

And in the faith community- whether a non profit ministry leader, pastor, church leader or, or parachurch organization director, this sense of competition and envy is rampant. Instead of jealousy and envy, collaboration and partnership should be the norm in the Church and faith-based community. We should be celebrating the pastor or leader across town, instead of finding ways to make them look bad or talking bad about them to others but making it look like we are bringing it up so as to "pray" for them.

Competition for customers, resources, time and money will always be a reality, but the question is how YOU deal with this. Jealousy is natural, but how you respond to it will prove your maturity as a leader. And as a follower of Christ, jealousy or envy is definitely not one of the fruits of the Spirit!

So, the best solution I've found to combating jealousy/envy and competition is Celebration. When you find yourself tempted to speak ill about a rival or you are secretly wrestling with envy/jealousy over someone else you are competing with, flip that emotion on its head.

1. Celebrate your competition. Your rivals. Whether the leader or the organization overall.

2. Speak positively about them. In public. and in private.

3. Encourage the leader or leaders of that "rival" organization. Send them cards or notes, call them, and even visit.

4. Look for the good in what they are doing and celebrate that.

5. Pray for them, both in public and in private.

6. Lean into them, and seek opportunities to partner together in your community or industry.

7. The question you should be asking is, "how can I help this person win?" Church leaders- we're all on the same team. We're fighting the same fight. Let's act like it.

Young Influencers List, January edition

Here you go, the January edition of the Young Influencers List. You can see all the past month's lists here. 1. Liz Bohannon- Portland based founder of Sseko Designs, an ethical fashion brand that works to educate and empower women.

2. Brady Toops- Nashville based singer, songwriter and worship leader. Check out his Free EP.

3. Sofia Dickens- West coast correspondent for Hollywood Heat on TruTV, and former host of Channel One news.

4. Joshua GagnonNew England based communicator, leader and pastor of Next Level Church.

5. Kathleen ShannonOklahoma City based storyteller, designer, creator, blogger, and founder of Braid Creative.

6. Zakiya JacksonGrand Rapids based speaker, author, board advisor for CCDA, and currently writer with DeVos Urban Leadership Initiative and Collected Young Minds.

7. Chris Hogan- speaker, entrepreneur, thought leader and chief strategist for Retirement, Business and Leadership for Dave Ramsey.

7 Characteristics of Good Employees

Here you go, 7 keys on Monday to help you be a better employee, partner, or peer to others in your organization. 1. write everything down- never show up to a meeting without something to write with and something to write on. And write it down. Everything. Otherwise you'll forget. I don't care who you are.

2. honor people's time- show up early and finish on time. Actually finish early if at all possible.

3. come with solutions, not just ideas- this is crucial. move towards completion, not away from it.

4. learn how to anticipate- always be one step ahead. Do something every day you weren't "asked" or "told" to do, but know you should do.

5. be a disciplined learner- understand it's your role to be an expert, no matter what level or role you play in an organization. Don't just be one step ahead of your boss in being skilled at your job.... be an expert.

6. create corporate culture, don't just consume it- help set the standard in your organization, don't just reflect it. Be a thermostat, not a thermometer.

7. be a servant- much harder said than done. Much of this perspective comes from having a great attitude.

20 Characteristics of an ALL IN Leader

Are you a leader who is "ALL IN?"

I want leaders on my team who are "all in." Coaches want players who are "all in" on their teams. Every organization out there wants employees and team members who are "all in."

Being ALL IN as a leader means:

1. You don't constantly look at the clock, and you're not punching a time card. Your role is not defined by 9 - 5.

2. You get it done no matter how long it takes. You are "managerless," meaning no one else has to worry about whether you are getting it done.

3. You realize you are part of something bigger than yourself, and humbly accomplish the goals because of a larger motivation than just you.

4. Giving just the "minimum" amount of effort required to get by without "getting in trouble" doesn't even cross your mind.

5. Your hard work and excellence is done with pure motives. You are not worried about climbing the ladder or impressing anyone.

6. We is much more important than me. If I win, the team wins. If the team wins, I win.

7. You are willing and motivated to improve daily. Getting better at what you do is not a choice, it's a requirement.

8. You maintain a high standard of excellence because the team/organization/brand demands it. You don't want to let anyone else down on the team.

9. The vision compels you to greatness. Not the opposite- "your greatness compelling the vision." Many leaders get this backwards.

10. Your intentions and goals are clear. I know what I'm getting, you know what you're providing, and there's never any concern about any alterior motives.

11. You are trustworthy. 100%. Always with no exceptions. I know I can count on you. You are dependable.

12. You have a constant pursuit of the extraordinary, not ordinary. Constant pursuit of unusual, not usual. Constant pursuit of being the best, not average.

13. You finish. Get the job done. Take projects across the finish line. Make things happen. On your own. When given an assignment, the leader can be assured it will get done with you working on it.

14. You build and create culture, not just consuming or reflecting it. You are part of building the positive atmosphere of the team.

15. You maintain a positive and encouraging environment. No gossip. You criticize in private, and praise in public. You fight and call out cynicism wherever you see it.

16. You anticipate. You understand what needs to be done next before having to be told, and are always looking for ways to make the process better.

17. You implement and live out the vision. You are a vision copycat. Taking on, embodying, and living out the vision and mission of the organization and the leader, helping set and model a cultural standard.

18. You always appropriately challenge those around you and above you. You make your leader and your leaders better. You push the leader, and know how to lead up appropriately and intentionally.

19. You are self aware, and lead yourself first. Your level of authenticity is congruent with your level of ambition and drive. The real you is constantly on display. You don't need to be managed, and aren't needy.

20. You are principled. The triple threat of humble, discipline and complete integrity. What you see is what you get. You know it’s not about you. You realize you aren’t “the answer.”