The primary lessons I learned from the two leader interviews include personal mastery, purpose mastery, change mastery, and action mastery. Regarding personal mastery, I learned the importance of congruence between character and behavior for a leader, knowing your value, and remaining flexible. Purpose mastery taught me the importance of goals and ensuring that those we lead know and understand the end-goal. As Brent stated, “people want to be led”, so it is essential that they know where they are going. Regarding change mastery, I discovered that change should be embraced as a means to higher performance, greater opportunity, and to be honest, for pure survival. It was important for me to learn that both leaders support the assertion that the opposite of change is not stability, it is in fact decay. Finally, I learned that the best intentions are worthless without appropriate action. Brent stated it best when he said, “You can achieve anything in life if you are willing to work for it”. The second half of that sentence holds the key, namely “…if you are willing to work for it”. Success demands action.
Interviewing recognized leaders are valuable in several ways. Established leaders provide valuable leadership insights, which helps to connect leadership theory to reality. They
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From these interviews, leaders are afforded the opportunity to learn first-hand, establish relationships with leaders, network, and identify future leadership coaches. As a result of the value I gained from my interview experiences, I recommend that Lowe’s introduce a formal leadership development program that facilitates open discussions between new leaders and established company leaders. These meetings should be sanctioned by the Human Resources department to simplify scheduling, especially given the demanding schedules of company