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April 19, 2008


Great post, Whitney. I've been thinking about this topic quite a bit as it's hiring season in the educational world. As I put together my founding team for this school, what are my non-negotiables? Am I willing to accept someone who doesn't have significant teaching experience if they fully embrace the mission of the school? How much can I teach and lead them along in the first year?

As I think about those who are helping to raise Little One, I think about my latest pet peeve. I've always been happy with the daycare, and Little One loves it-- but the company was just bought out. Another company is now running it. The nice, sweet director is gone, replaced by a more sterile corporate leader. The home-y friendliness is still there, but the children wear name-tags on their backs all day. It just baffles my mind, and it all came to a head when Little One tried to put a name tag on my back the other night.

Do I trust them and how much is the question of the day. I keep trying to keep the perspective of what's really important versus little things. It's important that my daughter feels loved, valued and safe. I can't convince myself that name tags are a "small" thing, but I can convince myself that I need to take a larger role in influencing the daycare's policy.

I am so glad you came to the conclusion that people who can't spell are not necessarily dumb. You know I can't spell! But boy do I have a good sense of direction.

Love Brandon's work.

Great post. What I love about teams is they can be fluid...if someone is not meeting my expectations or the job discription, I don't try to change them...just repurpose them to another position playing to their strengths. Works very well in volunteer work...not sure how it would work in the workplace. Mitt Romney, in Turn Around, mentioned how he believes you can't change people, only move them around and play to their strengths. So I tend to keep options open and fluid when working with works most of the time.

While I don't pay people for the volunteer work, I try to give them positions with pay-back. For instance, I have asked Amy to help with media for our Discover Your Roots conference. She is new to our area and building her public relations career. I let her get out front with the media and take her to meetings where I don't have to have her there, but invite her to come just so she can meet folks. I do give her a role when she comes and she appreciates it. The community is coming to know her and respect her. She can easily leverage this for her career.

Ways to additionally compensate a member of your Dare to Dream Team are a) write a recommendation for them on their LinkedIn page or website or b) offer to serve as a reference.

Related to #2: Trusting Your Collaborator's Competence, I had a similar situation to Whitney's during the development of my company's logo. My designer came up with 5 options, and only one of them was close to my vision. In the end, I chose the option least like my vision. I see now that not only did my designer really hear me, he had the professional chops to execute a logo that perfectly reflects the energy of my company.

Last thought. As I have dared to dream, I am moved by the emotional support I have recieved. When I decided to start my own business, most people exclaimed, "Finally!" While I would've started the company without others' approval, having it has been important in those times of doubt. I see all of these "cheerleaders" as part of my Dare to Dream Team.

Great post Whitney!

I think one measure of leadership is the talent they surround themselves with - you really do have a dream team!

trust our collaborators' competence...I am learning that. I fully admit I am a control freak but I had my cousin who is a really talented graphic designer give me some logo options for happy living. I would like to think I have the best vision for my own logo but I am not trained in the design field of graphics and I am very short on graphic computer skills. I gave her some loose/vague direction but really let her just do her creative work. I had to take a deep breath to send it off to her hands and the options she sent me today are gorgeous and I can't say "hey, I thought of that one" for any of them. Collaborations are great because they bring a fresh perspective I think. I am learning that I cannot do everything (i.e. I need help.) and to trust my instincts on who I bring to my collaborative table. Whitney, thank you for this post and getting me thinking about this.

Love this sort of discussion about the 'nuts and bolts' of dream building!!! warmly, -melanie-

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About this blog

  • When I took a sabbatical from Wall Street to pursue a different dream and help others live theirs, I learned that women in the U.S. may be placated, even pampered, but because we aren't dreaming, we are also desperate and depressed. Drawing on a variety of sources, ranging from academic studies to pop culture, dare to dream encourages us to dream. And then to act on our dreams.


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