April 30, 2019
April 30, 2019
I’m working hard on my next #PsalmQuest piece – a concerto for Bass Clarinet and Strings, and it is going well, but with the holidays and lots of travel it’s been hard to keep up. Should have something to share with you in a month or so.
In the meantime, here is a list of 12 books all budding/ growing… people should read (At first I wrote “musicians” but realized there is a great deal of info here that is relevant for anyone trying to grow a business or even just their own career, even in the music-related books!).
If you or someone you love is trying to build a [music or other] career, these books will come in most useful. And if they say they have no time to read, unsubtlely mention that reading 10 pages a day (about 10 minutes) takes about 20 days to read an average size book. All 12 of these recommendations can be read in 2014!
That’s a list of my favourite most useful reading over the past year (I read a total of 32 books). It’s one book per month if you want to take it slow during 2014. Or you can plow through the list and finish them sooner. The choice is up to you.
Question: What book would you recommend reading this year? Please share your recommendation in the comment section below and help out your fellow readers.
Well, we can decidedly close an entire volume of human history: another era has come to a close. Although we still have a 110 year old pianist who remembers meeting Gustav Mahler, we have lost the last bastion of trustworthy social leadership. Nelson Mandela worked for a living despite his royal heritage, and all the while stood up for equality principles before finally leading an entire nation of different peoples into a more cohesive and prosperous future for all. At least for a while. I’m sure being in prison for 27 years imbued much substance that supported his convictions.
When any leader takes a stance on anything, many other people often choose to polarize themselves either for or against them (Conductors are not exempt!), so it will be very interesting to see how South Africans react to the death of Mandela: Will we see unprecedented collaboration or will it be all smoke and mirrors? Will there be continued peace or after a period of global mourning will the old divisions arise? Will there be no noticeable difference because our memories of his actions have faded and been overshadowed by so much else since then?
It is extremely doubtful we will ever see the likes of Mandela, Thatcher, Reagan, and Gorbachev ever again: regardless of their politics, they were people who earned a living in a trade and who learned the ways of the world from similar places you and I stand, and who earned the positions we entrusted them with through hard work and matters of substance. Not funding, slick marketing or family connections.
It is clear that the last chapter in the volume of political honesty, integrity and conviction in social leadership has ended, and as we ride the journey of the internet and corporately funded politics, we are in a new age of human existence that will take us and our leaders lacking in their own substance through an existence never before considered. It’s quite exciting, really!
As a Conductor I am often held responsible not just for the instant moment-by-moment success of live music-making, but also the entire image, direction and resourcefulness of the whole organization. Every action and decision a leader makes directly influences outcomes and sales. (Click it to tweet it!)
As you know, that basically sums up the outcome of every leader’s work.
So over the years I have studied and explored a great many leadership and management concepts and skills, including those espoused by Tom Peters, Michael Hyatt, Marie Forleo, Dave Ramsey, Richard Branson, John C. Maxwell, Michael E. Gerber, J. W. Marriott Jr., Charles Forte, Earl Nightingale, and a WHOLE host more (usually through biographies). In addition, since my teen years I have closely watched other leaders at work – conductors, business owners and corporate management – to learn what works well as well as what doesn’t seem to work well.
It’s been a fascinating journey. However, one thing I’ve noticed is how much Conducting orchestras, choirs and musicals not only incorporates almost every leadership skill out there, but very clearly and succinctly brings them altogether in one easily-observable package.
So I’ve summarized what I’ve learnt, observed and tested (meaning: tried out in live environments) and written them down from a conductor’s point of view in a cute little book. I think you’ll find it interesting. However, I’d like to marry these leadership concepts to non-musical examples that many others can identify with.
If you are or have been a leader in any industry in any organization, I’d love to hear from you: Corporations, Small-Business, Community Groups, Governments, Sports, Church, School, Fundraising events, or wherever you have been responsible for leading others to achieve a mutual goal.
Check out the seven scenarios listed and if you have a story to share for any of them, add it to the comments (remember to log in FIRST, before writing your story!)
Thanks for your time and willingness to share your expertise and experiences. If you have any questions, please do send me an email
You give the ‘Go!’ A launch, pep talk or somehow getting your team off to a great start
You take note of how things are progressing and offer a little encouragement here, a little adjustment there…
You can’t help but smile at what your team is accomplishing! You show your team how pleased you are with their efforts.
Was there a time you or your boss didn’t trust the team to start on their own? Did you have to control how they began? Did such behavior prevent the most effective launch possible? How have you been a different leader since then?
Was there a time you or your boss didn’t trust the team to do their work? Did you control every move they made? Did such behavior demotivate people? How have you been a different leader since then?
Was there a time you or your boss were completely hands off and didn’t really know what the team were doing? Did such behavior prevent progress and/or quality outcomes? How have you been a different leader since then?
Did you ever actively encourage your team to grow and become better than you (at what they do)? Did your team benefit from expanded skills, new approaches and advanced learning? How did that affect the team’s productivity?
THANK YOU 🙂
(Log in below to add your story)