How to Lead and How Not to Lead – Part of a periodic series

So let’s start with the how not to lead. 

In order for your people to follow you they will need to trust you. Trust is a two-way street so if you’re wondering how NOT to lead the first step is to demonstrate that you absolutely do not, under any circumstances, trust your people. They will find it impossible to trust you when it’s obvious you don’t trust them. You will be responsible for turning their work situation into a nightmare. You can bet your last dollar they will do likewise for you. 

To demonstrate that you do not trust them you’ll want to first convince yourself that no one can do as good a job as you. That will be second nature for too many people in leadership positions but some people will only be convinced of that the first time one of their people makes a mistake. 

Once you’re certain that you do pretty much everything better than anyone else you can move up to delegating tasks to the people likely to screw them up. Be sure to delegate only crap jobs that you don’t like to do. There’s no sense in delegating a task because it may help them grow as team members or people in general. 

Once you’ve assigned them a task be certain to manage every single step in the process required to complete the task. Constant nonstop micro-managing will ensure even your worst team members will turn in good results. As “everyone” knows, people love to be micro-managed so manage the heck out of everything and everyone. 

This method of “leading” will also help eliminate questions in the future. Rather than attempting to accomplish anything on their own and needing a question answered along the way, your people will simply wait and do nothing. That should make for far fewer messes for you to clean up. 

Plus, if you were ever “charged” in a court of law with being a leader there would be absolutely no evidence to convict you. 

But let’s assume for a minute that you’re reading this blog because you actually do want to lead more effectively. 

Let’s see what that would look like. 

First, remind yourself that you don’t know it all. Remind yourself that there may be more than one way to accomplish the same task. Remind yourself that your way may in fact not be the best way. Once you become an experienced Authentic Leader you won’t have to remind yourself of these things anymore. They will have been proven to you again and again. 

Then you can delegate whatever tasks you think will help your people grow. It may be that you’re sure they can handle it or it may be something that will “stretch” the limits of their comfort zones. Either way the goal should be to meet the required objective while helping people grow. It might be easier if you did the job yourself but you know that Authentic Leaders take a longer term view of people development. They realize that the time they use to help people learn a new job or task is an investment, not an expense. 

Now you can turn them lose and give them the autonomy that demonstrates you trust them. You can offer them support, some training or other assistance when required. But if they don’t ask for assistance then allow them to do their thing. If you’ve followed a well defined delegation process they will be fine. You will be fine. Even if they accomplished the task in a different fashion than you would have. If the task was completed ethically, on time, within the budgetary guidelines and the objective was met then your leadership efforts have been successful. 

If for some reason the task wasn’t completed as required then you have the opportunity for additional coaching to improve their results next time. Before you do any coaching you need to determine where the delegation went off the rails. Was it something your team member did or didn’t do? Perhaps it was some detail you forgot to discuss with them? Authentic Leaders never assume the fault is the responsibility of the people they lead. They look first at themselves to determine if and how they might improve as well. 

So there you have it. Are you more on the leading side or the not so much side? If you’re on the “not” side then you have some work to do…but only if you truly want to lead. 

On a different subject… Everyone can use a “nudge” towards success. I’m trying something new on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day, people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing leadership topics, sales tips and ideas for better overall relationships. I’m assuming there will be far fewer Super Followers than the million or so people who regularly follow me on Twitter. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

My goal with SuperFollowers is to build a better connection, one where I can help more and have a greater impact. I’m hoping it gives me a chance to mentor to a wider audience. It’s still new, we’ll see how it works. It’s a $5 dollar investment that may be the extra “push” you need to get to where you want to be. I’d be honored to be able to help get you there. 

You can find more information by clicking the Super Follow button on my Twitter profile page IN THE TWITTER APP. http://twitter.com/leadtoday Give it a try if you’re so inclined, and if you are, be sure to let me know how I’m doing and how I can be of even more help.

The Trail of an Authentic Leader

I’m sometimes asked how I can tell when someone is an Authentic Leader. People want to know what to look for, what to listen for and what “signs” signify that someone is an Authentic Leader. 

While there are certainly identifiable character traits of Authentic Leadership there is one surefire way to know without a doubt that someone is an Authentic Leader. They leave a trail behind them. The trail is littered with leaders. 

Authentic Leaders invest the time required to develop their people. They begin the process of developing their people with the understanding that people need to be reminded more than they need to be taught. That is particularly true when it comes to leadership. 

Leadership is “modeled” much more than it is taught. That’s why it is so important that leaders always keep in mind that they are the models for successful leadership behaviors. They don’t tell people what to do, they show them. They know that people will do what their leader does 1000 times faster than they will do what their leader says. 

Authentic Leaders grow new leaders through consistency and persistence. They don’t offer drive by coaching. They know that elevating others requires work, patience and a willingness to suffer the occasional setback. Maybe even more than occasional. They don’t coach in their free time, instead they set aside time, often daily, to invest in their people. They don’t provide all the answers for their people, they help their people develop answers on their own. 

One of the reasons Authentic Leaders don’t give all the answers is that they admit they don’t have all the answers to begin with. They are willing to learn from anyone, anytime. They know the best leaders are constant learners. They also are not afraid to admit when they are wrong or have made a mistake. They take ownership of and responsibility for, their actions. 

They also give ownership away to help their people grow. They delegate tasks and the responsibility for getting them done. They allow their people to take ownership of the task. The allow them to make decisions and determine the steps to make to ensure successful completion of the task. 

Authentic Leaders know that the best way to help people learn to make decisions is to let them make decisions. That also means allowing them to clean up the messes they make from a poor decision. 

Authentic Leaders make most every decision with an eye towards the future. The full future. That includes who they will leave behind as leaders when their own time in the top spot comes to a close. 

I ask people in leadership positions who they are currently developing to fill future leadership positions. Many of them tell me they are too busy leading to “spend” time on developing people. That tells me without a doubt that while they may hold a leadership position they most certainly are not an Authentic Leader. 

Authentic Leaders consistently “invest” the time to develop the next generation of leaders and they leave a substantial trail of leaders behind them as a result. 

So…who are you developing today for the leadership roles of tomorrow?

Are You a Leadership Fool?

Some people like being fooled so much that when they can’t find somebody to fool them they will fool themselves. One group that fits into that category is people who somehow find themselves in leadership positions but are most definitely NOT leaders. 

They have no aptitude for leading. They have no leadership training. They have no interest in helping the people they are supposed to be leading. Their only interest is in claiming whatever title and perks come with the leadership position. 

They fool themselves into thinking they are actually leading when in fact they don’t even know what Authentic Leadership is. The worst part of fooling themselves is that it prevents them from growing into an actual leader.

If they were interested in actually leading they would learn the difference between managing and leading. They would learn that “things” can be managed but people cannot. They would discover that people need leadership. 

That would hopefully cause them to learn the characteristics of Authentic Leadership. They may even attempt to internalize those characteristics. Those characteristics include, in no particular order…

Self-awareness. Authentic Leaders reflect on their decisions and corresponding actions. They consider their own strengths and weaknesses with the goal of continuously improving their leadership skills. They accept responsibility for their decisions. While they frequently pass on compliments to their team you will never see them pass the buck.

Empathy. Authentic Leaders know that leadership comes from the heart. The relationships they develop with their teams can go very deep. They develop those relationships using empathy, listening skills and courage. 

Integrity. Strength of character is vital for an Authentic Leader. They say what they mean. People trust them because they honor their commitments. They work daily to earn the respect of their people. They understand that if their people can’t trust them then their people can’t follow them. 

Judgment. Authentic Leaders have great judgment. That doesn’t mean they are correct 100% of the time but they get the big decisions right. While making judgments about people they refrain from being judgmental. Authentic Leaders know the difference between the two. 

Listening Skills. Authentic Leaders know that can’t learn anything when they are talking. So they frequently listen more than they talk. They listen not only with open ears but with an open mind and an open heart. They are willing to consider ideas different from their own. They are willing to change their mind and their course when it makes sense. 

Consistency. Authentic Leaders are not fickle. They make principled decisions based on their Core Values. Their people know what to expect. They know that while they may not agree with every decision the decisions are made for the benefit of the team and organization, not only the leader. 

Vision. People want to know where they are being led. Authentic Leaders lead with purpose, vision and passion. They add value to the lives of the people they lead. Not only in their professional lives, but personal lives as well. They set high standards for themselves and the people they lead. They bring their vision to life in such a way that their people can see themselves in it. And they like what they see!

The greatest leadership “myth” of all is that a position or title makes someone a leader. Never never ever fool yourself into believing that myth. Leadership is serious stuff. It takes dedicated effort to develop yourself into an Authentic Leader. 

The rewards for helping people reach their full potential makes that effort very worthwhile. In fact, I’d challenge you to find one Authentic Leader who would say otherwise. And if they do they might just be fooling with ya. 

An Overlooked Quality of Authentic Leadership

Much has been written about the qualities and characteristics of Authentic Leaders. But one essential quality of Authentic Leadership is seldom discussed. 

That quality is self-discipline. Developing the quality of self-discipline is part of leading yourself. Leaders sometimes forget this fact but if a person can’t lead themselves it is almost certain they can’t lead anyone else. 

Building self-discipline requires that you understand, develop and follow your priorities. If you can’t clearly state what your priorities are you will always struggle with time management. People who tell me “they don’t have time” get frustrated with me when I challenge that statement. The fact is they have as much time as any person on this planet. They struggle to get things done because they don’t understand their priorities. 

Not understanding their priorities causes people to spend time on seemingly urgent tasks rather than investing their time on important things. It’s the important things that pay long-term dividends. When you get your time under control you’re on your way to living a self-disciplined life. 

To further develop your self-discipline you need to challenge your excuses. That process begins by understanding the difference between an excuse and a reason. The example I most often use to explain this difference is being late. 

If you show up late, to anything, and say, “sorry I’m late but the traffic was brutal” that’s an excuse. An excuse indicates that you accept no responsibility for your tardiness. It also shows you have no intention of doing anything different to prevent it from happening again. 

If you show up late and say, “sorry I’m late, the traffic was brutal and I failed to take traffic into account this time of day. I’ll pay more attention to that next time.” That is an example of a reason. It indicates that you accept responsibility for being late and you will take steps to try and prevent it from happening again. 

Excuses are plentiful and easy to find…or make up. Just remember people who are good at making excuses aren’t very good at making progress. If you allow yourself too many excuses you’ll limit your ability to life a disciplined lifestyle. 

Living that disciplined lifestyle requires that you focus on results. Success is a process and results often come slowly. Success seldom follows a straight line, it’s more of a zig zag. Accept all results as a win, no matter how small and no matter how slowly they arrive. 

Living a disciplined lifestyle can seem like a daunting task. It may feel like we can’t be disciplined and have fun. Develop the mindset that being disciplined is fun itself. Also realize that you don’t have to be disciplined every day, you only need to be disciplined one day…and that day is today. When you wake up tomorrow you’ll discover that tomorrow is another today. 

As a leader you likely want the people you lead to be disciplined as well. It is vital, and this is why self-discipline is such an essential quality of Authentic Leadership, it is vital that you always keep in mind that you are the model of successful behavior for your people. 

If you don’t display self-discipline then don’t expect to see it from anyone you lead either. 

On a another subject…Donald Trump and Joe Biden both say they “never miss a video from LeadToday on Twitter!” Well… they would say that if they had ever heard of me, or if one of them hadn’t been kicked off Twitter. The videos they aren’t talking about are something new I’m trying on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day, people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing leadership topics, sales tips and ideas for better overall relationships. I’m assuming there will be far fewer Super Followers than the million or so people who regularly follow me on Twitter. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

My goal with SuperFollowers is to build a better connection, one where I can help more and have a greater impact. I’m hoping it gives me a chance to mentor to a wider audience. It’s still new, we’ll see how it works. It’s a $5 dollar investment that may be the extra “push” you need to get to where you want to be. I’d be honored to be able to help get you there. 

You can find more information by clicking the Super Follow button on my Twitter profile page IN THE TWITTER APP. http://twitter.com/leadtoday Give it a try if you’re so inclined, and if you are, be sure to let me know how I’m doing and how I can be of even more help.

Are You a Lazy Leader?

There has never been a time when it was easier to find excellent information on what it takes to be an effective Authentic Leader. There are many outstanding TedTalks and books and blogs on developing yourself as a leader. Much of the content available online is free. You only need to be willing to invest in yourself. 

Unfortunately, as the saying goes, too often some of that content falls under the category of “you get what you pay for.” Along with the excellent content there is stuff provided by hacks who have no business talking about leadership. Actually, they have no business talking at all. 

I came across one such blog post a few weeks ago. The author made the suggestion that leaders should NOT take the time to get to know their people personally. Getting to know someone on a personal level is not necessary. They said you are better off keeping to yourself than wasting time talking with people about non-work topics.

They said connecting to people on a personal level could be misleading and cause them to think you cared about them. It could even lead to the “disastrous” thought that you like them. 

At first I thought the author was being facetious. But as I continued reading it became clear that his recommendation was serious. It also became clear that has was a knucklehead. 

But I’m sure some people in leadership positions agreed with what he said. That’s most likely because while they may be in a leadership position they are certainly not leaders. They are too lazy to invest the time required to Authentically Lead. They won’t invest time to know, understand, and appreciate the people they are supposedly leading. 

Authentic Leaders know that their people want to connect with and get know their leaders. Authentic Leaders get to know each person on their team, their history, their goals, and their aspirations. They understand getting to know their people on a personal level helps them establish rapport and make deeper connections. People generally want to know that those they work with care about them and respect them for their contribution to the team’s success.

Leaders make decisions and judgments about their people that have a tremendous impact on their lives. Authentic Leaders know they can’t do that well without knowing those people. By the way, I should point out that making judgments about a person’s ability to contribute to a team’s success is not the same as judging them as a human being. Authentic Leaders don’t judge people, they make judgments. If you struggle to understand the difference then you’ll likely struggle to lead as well.

It doesn’t take a huge investment of time to know the people you lead but it does require an intentional investment. Don’t think you can learn about your people in your free time…cause there ain’t no such thing as free time for an Authentic Leader. 

Instead set aside 5 minutes EVERY DAY to conduct an “Innerview” with one of your team members. Not an “interview.” An interview is what you do when you’re hiring someone. An “Innerview” is what you do when you want to understand someone enough that you can help them grow, as a person and as a team member. You ask questions to gain an “inner” view of who the person really is. Their goals, personal and professional. Their challenges and struggles, again, both personal and professional. 

Yes, you can do that in 5 minutes a day. IF you do it everyday. Pick a different person each day, if you have a small team you may have several conversations with each of them a month. If you have a very large team then dispatch other leaders in your organization to conduct “innerviews” of their own. 

Knowing your people is vital to helping them grow and develop. If you can’t invest 5 minutes a day to do that then you might be a lazy leader. Too lazy in fact to Authentically Lead.

On a another subject…Donald Trump and Joe Biden both say they “never miss a video from LeadToday on Twitter!” Well… they would say that if they had ever heard of me, or if one of them hadn’t been kicked off Twitter. The videos they aren’t talking about are something new I’m trying on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day, people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing leadership topics, sales tips and ideas for better overall relationships. I’m assuming there will be far fewer Super Followers than the million or so people who regularly follow me on Twitter. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

My goal with SuperFollowers is to build a better connection, one where I can help more and have a greater impact. I’m hoping it gives me a chance to mentor to a wider audience. It’s still new, we’ll see how it works. It’s a $5 dollar investment that may be the extra “push” you need to get to where you want to be. I’d be honored to be able to help get you there. 

You can find more information by clicking the Super Follow button on my Twitter profile page IN THE TWITTER APP. http://twitter.com/leadtoday Give it a try if you’re so inclined, and if you are, be sure to let me know how I’m doing and how I can be of even more help.

YES, There is a Difference Between Managing and Leading

I haven’t written about this topic for a while. Lately I’ve been frustrated by the number of people I’ve come into contact with who think they are the same. So here I go again!

Managing is about stuff, like budgets, buildings, inventories and spreadsheets. We manage stuff. Leading is about people and only people. No one leads a business, they manage the business. They lead the people who work at the business. 

And NO, I’m not playing games with words. There is a huge difference in the mindset of people who foolishly think they can manage another human being and a person who knows they can’t. Most people know that they personally resist being managed. They want to be led. Many of those same people however, don’t realize that the people they are trying to manage feel just like them. 

If you’re in a leadership position you need to understand that most of the issues you would describe as personnel issues, especially attitude issues, stem from YOU trying to manage people rather than lead them. It will be that way until you actually begin to lead. 

A substantial majority of people holding leadership positions in the United States have never had a minute of formal leadership training. If you’re wondering how that can be here are a couple of statistics for you from research conducted earlier this year. It is consistent with other research done in previous years. 

77% of businesses in the US say that leadership is lacking in their organizations. 83% say that leadership development at all levels within their organization is a priority. Yet only 5% of them have implemented formal leadership development at any level. 

That’s why so many people who hold leadership positions think they are leading when they actually are not. They simply don’t know what they don’t know. 

Managing people may seem easier then leading them. When you manage people you most likely tell them what to do. You tell them if, in your opinion, they did what they were told. If they did what they were told that’s pretty much the end of it. If they didn’t do what they were told there will be hell to pay. Sound familiar?

While managing people may seem easier then leading it is actually creating problems at the same time it is damaging culture. Sometimes severely damaging culture. 

Leading people is complicated. It is challenging. There is no end to it. But…it is 1000 times more rewarding than trying to manage them. You may not always succeed in leading people. You will never, never, never succeed at managing people. 

Leading people is complicated because, well because they are people. They are emotional beings. If you’re going to lead people you must be willing, and prepared, to deal with their emotions. The moment I hear someone in a leadership position say “I refuse to deal with the drama” people try to bring to me, I know I’m talking to a manager rather than a leader. 

Leadership at it’s core is helping people deal with what’s happening in their lives. It is about helping ordinary, often “messy” people achieve extraordinary results. In spite of whatever messes and limitations they may have in their lives. You cannot, you absolutely cannot, lead another human being without caring for them. If you don’t care about what’s happening in their lives you won’t be able to care for them in their careers.

Telling people to keep their “home life” separate from their work like is another sign you’re trying to manage rather than lead. As an emotional human being YOU have never once been able to completely separate your home life from your work life. Yet you expect the people you’re supposed to be leading to do it every day. And then you wonder why your people have an attitude issue. 

I once worked for a guy, thankfully I didn’t report directly to him, who said it was his job to keep people guessing. If they knew what he expected of them then they wouldn’t be “on their toes.” He was kinda right about that because it’s tough to be on your toes when you’re always looking over your shoulder. 

If your people do not know exactly what you expect from them that’s a sure sign you’re not leading. Authentic Leaders communicate with the people they lead. Very very frequently. If you haven’t talked to each one of your direct reports this week then you’re trying to manage them, you’re not leading them.

Please do not even attempt to tell me you don’t have time to even have a five minute conversation each week with every person you’re supposed to be leading. If that’s the case you either have way too many direct reports or you do not understand the difference between trying to manage people and the privilege of leading them. 

Manage things, lead people. When you do that, you, your people, and your business will truly have the opportunity to experience explosive growth.

On a another subject…I’m trying something new on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day, people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing leadership topics, sales tips and ideas for better overall relationships. I’m assuming there will be far fewer Super Followers than the million or so people who regularly follow me on Twitter. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

My goal with SuperFollowers is to build a better connection, one where I can perhaps help more and have a greater impact. I’m hoping it gives me a chance to mentor to a wider audience. It’s still new, we’ll see how it works. It’s a $5 dollar investment that may be the extra “push” you need to get to where you want to be. I’d be honored to be able to help get you there. 

You can find more information by clicking the Super Follow button on my Twitter profile page IN THE TWITTER APP. http://twitter.com/leadtoday Give it a try if you’re so inclined, and if you are, be sure to let me know how I’m doing and how I can be of even more help.

THE Telltale Sign of Poor Leadership

One of the questions I’m asked most often, particularly after I’ve done a presentation on Leadership, is why I haven’t written a book on Leadership. The simple answer is, I don’t think I have anything new to add to the incredible books already written on the topic. 

I believe any book I could write would at best be a “me too” book. I might have different stories and examples in my book but they would all lead to the same conclusions. Leadership is about people. Leadership is NOT the same as management. And while some people do indeed seem to have more “born in” leadership traits, the reality is that leaders are made, not born.

But there is one very insidious trait that poor leaders have that I don’t see discussed often enough. This trait is not easily identifiable. Unless like me, you intently study leaders to observe what separates Authentic Leaders from those who merely think they are leading. 

People who experience leaders with this trait most often can’t put their finger on exactly what about the person is sending off the bad vibes. They know there’s something “off.” They can’t exactly trust the person but unless they are paying attention it’s more of a feeling than anything else.

Most people with this trait who find themselves in leadership positions struggle to lead. That’s because most of them have not identified this trait within themselves either. They often place the blame for their poor leadership on the people they are supposed to be leading. Turnover in their organizations is high and as long as this trait persists it will remain high. In organizations where one or more leaders possess this trait employee engagement will be too low for obstacles to be overcome. Goals will not be achieved. 

This trait is called the “I trait.” “I” as in “I’m” telling you. Or “I” expect this. Or worse “I” accomplished great things this year. 

“I” is the least inclusive word someone in a leadership position can use. Many people in leadership positions lack awareness of how many times they say “I.” Some unfortunately are very aware and use it intentionally. Sometimes to take credit away from their people and other times to make themselves seem more important to their organizations than they actually are.

“I” is the preferred pronoun of people who think they are leaders when they aren’t. The more a person in a leadership position uses “I” and it’s possessive form, “my” or “mine” the less likely it is that people will commit to following them. Absent that commitment there is no true leadership.

I was on a call not long ago where a person who believes that are a leader used “I,” “my” or mine over 70 times in a one hour call, and they only spoke for a part of it. I wouldn’t normally count how many times a person uses a particular word in conversation. As I became aware of it’s overuse early in the call I starting counting. That’s why I said over 70, it was likely way over because I didn’t start counting right away. 

The more someone in a leadership position uses “I” the more they separate themselves from the team. Whether it is intentional or not. 

Poor leaders use “I” far far more than effective Authentic Leaders. The overuse of the word “I” is the one sure sign of poor leadership. The more a person in a leadership position uses it, the less engagement they can expect from their people. That’s an absolute fact.

If you’re in a leadership position, have someone listen in on your conversations. Ask them to track how often you say “I” when “we” would have been more appropriate. If that isn’t an option then record some of your conversations and listen to them yourself. Practice eliminating “I” from your vocabulary, it can most often, and most effectively, be replaced with “we.”

“We” indicates your leadership is about the people you lead. “I” indicates it is all about you. “I” indicates YOU have a lot to learn about leading people to their full potential. It indicates you’re a long way from reaching yours as well.

On a another subject…I’m trying something new on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day, people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing leadership topics, sales tips and ideas for better overall relationships. I’m assuming there will be far fewer Super Followers than the million or so people who regularly follow me on Twitter. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

My goal with SuperFollowers is to build a better connection, one where I can perhaps help more and have a greater impact. I’m hoping it gives me a chance to mentor to a wider audience. It’s still new, we’ll see how it works. It’s a $5 dollar investment that may just be the extra “push” you need to get to where you want to be. I’d be honored to be able to help get you there. 

You can find more information by clicking the Super Follow button on my Twitter profile page IN THE TWITTER APP. http://twitter.com/leadtoday Give it a try if you’re so inclined, and if you are, be sure to let me know how I’m doing and how I can be of even more help.