What a 30‑minute flight taught me about moving the needle in leadership.
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Thoughts while flying with my daughter…
“What we do in life echoes in eternity.” — Gladiator
“We work jobs we hate, to buy things we don’t need, to impress people we don’t like.” — Fight Club
Those lines have haunted me for years. On a recent flight with my daughter in our Pitts‑S2, these thoughts collided over the runway lights and landed squarely on a question that every leader of a large organization eventually faces:
What truly moves the needle?
The Moment in the Sky
I was flying the airport pattern, my little girl perched beside me in the front seat. As we trimmed for the next turn, I realized that the “future” she’ll inherit isn’t just a collection of emerging technologies — AI, quantum computing, cyber‑resilience — but also the people who will build, protect, and steer those technologies.
“Invest in the next generation because it echoes in eternity.”
That line became my north star for both life and leadership.
A Family Lesson That Still Rings True
My grandfather retired from the Navy after 40 years of service—he started as an E‑1 (the lowest enlisted rank) and rose to O‑7, an admiral. His mantra was simple, yet profound:
“Listen to the youngest guy on the ship, an E‑1, because they are closest to the action and will have insight that no one else has.”
He taught me that fresh eyes see problems before they become crises—a lesson that translates perfectly from a carrier deck to a corporate boardroom.
From Cockpit to Boardroom: Three Leadership Imperatives
| # | Imperative | Why It Matters (the “needle”) | Quick Action |
|---|---|---|---|
| 1 | Show Up for Your People – Demonstrate you have their back. | Trust is the currency of high‑performing teams; it accelerates decision‑making and innovation cycles. | Start each week with a 5‑minute “pulse check” call — no agenda, just listen. |
| 2 | Elevate Junior Voices – Fresh eyes spot blind spots that senior bias blinds. | Early warning signals (security gaps, AI ethics pitfalls) often surface first in junior ranks. | Create a rotating “Junior Insight Forum” where the newest hires pitch one risk or opportunity per month. |
| 3 | Hire for Team Chemistry, Not Title Prestige – The right crew beats the best résumé. | Cohesive teams deliver 20‑30 % faster product cycles and lower attrition (McKinsey, 2023). | When interviewing, ask candidates to solve a real‑world problem with the existing team before discussing titles. |
A Personal Call‑to‑Action
Think back to your own “front‑seat passenger” moments — whether that was a child on a flight, a mentee in a lab, or an intern shadowing you in a war room.
When was the last time you chose a role based on the team you were walking into — not just the title you were walking toward?
If you can’t answer it confidently, it’s time to reassess your hiring and development playbook.
TL;DR (for the busy exec)
- Impact ≠ Title. Real impact comes from empowering people who will shape tomorrow’s tech landscape.
- Listen early. Junior team members are often the first to see emerging threats or opportunities in AI, cyber, quantum, and intelligence.
- Invest now. The mentorship you give today echoes forever — in your daughter’s future and in the organization’s legacy.
Closing Thought
“Leaders who invest in their next generation don’t just move the needle — they redraw the future.” - P.F. Roysdon