The Chronicles of Narnia: Prince Caspian

We saw the movie on opening weekend, which is what we wanted to do this time. And I can tell you the movie did not disappoint. The movie is very different from the first--which was more magical. This movie is very earthy and is about the continuing battle of good and evil as well as delving into the pitfalls of pride.

As the children are recalled to Narnia because of a crisis, they immediately resume their roles as kings and queens of Narnia without fully realizing the changes which have occurred in the intervening thirteen hundred years. Peter believes he is the natural and rightful leader and trusts in himself and his abilities. In his mind he is Peter the Magnificent and therefore because he believes it, it is or should be. His pride in his leadership abilities results in a failed assault which costs nearly half of the Narnian forces. It is not until he realizes his weakness that the story begins to turn.

The story is magical and it is violent. It has medieval sword fighting scenes—which are a bit long. There could be more interaction between the main characters, but the primary focus in on the competition between Peter and Prince Capsian. The bond between the brothers, Peter and Edmund, has developed and grown as each realizes the strengths of the other. The relationship between the sisters, Lucy and Susan, have developed a stronger bond too although it is Lucy who remembers the mystical side of Narnia and retains the strongest link to Aslan, the Lion.

The New York Times reviewed the movie with this statement: "So “Prince Caspian” is quite a bit darker than “The Lion, the Witch and the Wardrobe,” both in look and in mood. It is also in some ways more satisfying. Its violent (though gore-free) combat scenes and high body count may rattle very young viewers, but older children are likely to be drawn into the thick political intrigue. The relative scarcity of digital effects in the first part of the movie allows the director, Andrew Adamson, and the director of photography, Karl Walter Lindenlaub, to explore the beauty of the Narnian landscape by more traditional cinematic means. Its lush glades and rocky escarpments provide a reminder that the supernaturalism of fairy tales originates in the magic of the natural world."

I felt that this movie is an excellent sequel to the original. It was thoroughly enjoyable, very watchable and I did not want the movie to end—it leaves you wanting more and wanting to remain for just a few minutes longer in the magical land of Narnia to enjoy the peace and prosperity which will be the inevitable result of the defeat of the forces of evil.

Rating: This is a must see—multiple times. Buy the DVD when it comes out. Suitable for pre-teens.

The Saga of my Pick-up Truck

Well--I own a 2000 GMC Sonoma with about 114,000 miles on it. I have owned it since December and I bought it with about 109,000 miles on it--after my 1998 GMC Sonoma (note the trend here) was stolen and subsequently totalled in Georgia. A long story for another day.

One day in late April, my oil pump decided to significantly reduce the oil being delivered to my engine--and since the light did not come on I did not notice the reduced oil flow until after the engine was toasted. Estimate for a new engine? $4,000. But, wait! For some seemingly unexplained reason I had purchased a high mileage vehicle warranty from CARCHEX serviced by Warranty America. And behold, since I had the vehicle for only 4,000 miles or so they actually covered the repair to the engine. My new outlay (for all the not covered stuff) about $1,000. I am having new parts installed instead of transferred from the old engine--(like the water pump, plugs, spark plug wires, etc) so it will be a new engine essentially with a 100,000 mile warranty.

Only problem is that they have used every means possible to slow roll and delay the repair process. So here it is, 16 days after my breakage and the engine was only finally delivered to my repair facility last evening. And then, it was not complete. For some unexplained reason there was no oil pump delivered with the engine--which is the part that failed and started the whole process.

So--the aftermarket service warranty is nice, but be ready for them to try to get out of the coverage. This is it--insurance companies are not in the business to pay out claims! They are in business to make money. If you buy a service policy for your vehicle, be ready to t document everything--they even did a test on my oil, in addition to an on site inspection, in addition to asking for service records. It has been a process, but (and I do not actually have possession of my truck yet) if it works out I will have a truck with an essentially new engine and still have coverage on my transmission for another 95,000 miles. So maybe it'll work out, but it's been a trial so far.

Fear--No Way to Live or Lead

Have you ever run into someone who is afraid they are going to lose their job? Or who is afraid of failure? Or who is just plain risk averse (which in my mind is another way to describe fear)? Are they usually successful? In my experience they are generally not successful or at least not as successful as they could be.

Leaders must understand risk and be able to accept risk. There are courses in risk management--but the important thing is that there is always risk. Everything we do comes with inherent risks. Driving to work in the morning has risk. If leaders are unwilling to accept risk, then they will be ineffective. Someone who is so afraid of losing their job that they refuse to take risks--will lose their job because they are ineffective. Think about it.

I have heard it said that caution and careful planning are essential. But I recently became aware of a bit of historical information that indicated that the Commanding General of the Army of the Potomac during the Civil War Battle of Antietam in September of 1862, General George B. McClellan, was so cautious and methodical that he missed the opportunity to soundly defeat General Robert E. Lee's outnumbered Army of Northern Virginia and end the war in 1862. As we know, the war continued for three more bloody years.

Leaders must be able to adapt to the situation and be willing to accept the risk of failure in order to be successful. I have a phrase I use to describe this approach:

High risk equals high reward!

Leaders who are unwilling to accept risk must be satisfied with mediocre performance from their teams, their organizations, and themselves.

One of the worst leadership practices I have observed related to risk is what I call: "Evaluating the Pain Factor." For each idea, the merit of the idea is determined by deciding how much pain will be caused by implementing the idea. A survey (usually informal) is accomplished of those affected by the concept and if the pain factor is too high, the idea is not be adopted regardless of the inherent merit of the idea. Why? Fear, plain and simple fear of upsetting the "apple cart" too much. How do you assess the pain factor anyway? Leaders who employ the "Pain Factor" as to assess ideas let the status quo determine their future because of fear of failure or upsetting too many people.

Living in fear of failure is not healthy. Organizations need to reward risk takers and realize that it is the risk takers who propel organizations and teams forward. As leaders, we need to ensure that we do not stifle creativity by becoming risk averse. Reward the risk takers--even when they fail because that is where the ability of the team or organization to adapt to the changing environment is going to come from.

Leader must set the vision for the team or the organization. Realize there will be risks to fully achieving the objective and either accept the risks or manage them by minimizing their effect. Evaluate ideas on their merit towards achieving the ultimate organizational goal and not through the pain factor. Reward the risk takers and encourage the risk averse to accept risk as a means success.

Living or leading out of fear is paralyzing and will only result in failure. Live free from the fear of failure and embrace failures as learning tools and as stepping stones to success.

Jax - A Family Baptism

The miracle baby was baptized today at St Paul's Lutheran Church in Crofton. It was a great family day attended by family including one great-grandmother, two grandmothers, one grandfather (that be me), a great aunt, and a lot of uncles and aunts and family. It was a celebration of life and a celebration off Jax and all he has been through. He has been an inspiration to all of us and he has brought the family closer together as we all rallied during the days immediately following his birth in the hospitals (yes, two hospitals).

Each day of Jax's life since before his surgery has reminded each of us about his miracle and has served to bring all of us closed to God in our faith walk.

Today was a very special day in addition to the Baptism, it was Pentecost and Mother's Day. I think it could never be a better mix for a celebration of Jax and his new life in Christ as a Child of God. Pentecost, signifying the coming of the Holy Spirit upon the Apostles after Christ's Ascension and Mother's Day signifying the celebration of Motherhood and new life. Jax is truly blessed to have been baptized on such a grand day.

Iron Man - the Movie

Went to the movies last night. We used to be busy on Thursday nights, but or lives have changed a bit and we are now free. It was really nice to see a movie and have the theater mostly to ourselves.

The movie was Iron Man and it was great. The acting was strong, the special effects were not over done, and the action was sufficient for a comic book hero but still allowed for character development and a good story line too. The movie was a good update to the story for the current time period.

The cast was strong with Robert Downey Jr leading the way supported strongly by Gwyneth Paltrow, Terrance Howard, Shaun Toub, and (the actor we knew but couldn't name until the end) Jeff Bridges.

The movie is a great ride and very entertaining. There were ZERO "watch looks" during the movie. (What is a watch look? How many times I look at my watch to see if the movie is going to be over soon, I hope). And the pace of the action was well done. Techno geeks will enjoy the computers. I wish I had a couple of his. And the robot with the fire extinguisher is especially funny.

Thoroughly enjoyable. WARNING: There is a gratuitous sex scene and some bad language in one place. Of course--people die and there is violence.

Rating: Highly recommend--see now in theaters, buy when it comes out on DVD. You might even want to see it a couple of times in the theater.

Teams: Setting Expectations

I probably got the proverbial "cart ahead of the horse" yesterday when I wrote about people problems and referenced expectations without actually having written something about expectations.

Leaders set the expectations. What are expectations? The behaviors, the values, and the ethics of the team. Teams need these to foster morale and smooth functioning. They are a reflection of the leader and the operating environment of the team.

Two important things to consider. Expectations should be clear and everyone needs to know them. Do they need to be written? Not necessarily as long as they are understood by everyone.

The second thing is--the leader needs to live the expectations and expect the team to also live the expectations. It is not a matter of enforcement when someone does something outside the expectation, it is encouraging those who work and live within the expectations.

So, if the expectation is that meetings will start on time--the leader needs to be on time.

If a value is for a safe environment--ensure the value is not violated through witting or unwitting personal attacks on team members.

I've worked places where the values and expectations are posted, but after a while they become just another decoration on the wall. It is more important to live the expectations and that is how everyone will come to understand what they are. The team will key off the leader's behavior.

Expectations should be lived. They should not be "shelf-ware" for reference only when there are problems.

Teams: Dealing with People Problems

You ever hear the phrase, "20 percent of the people take up 80 percent of your time?" It is what I call the 20-80 rule. Personnel problems are inevitable on teams. I mean, people are people and we are at all different stages of maturity and have life experiences which sometimes mean we see, think, and/or act differently from the normally established standards.

It is critical that leaders be adept at dealing with people one-on-one, especially in potential conflict or uncomfortable situations. One person, consistently acting inappropriately can destroy the fabric of a team. They can reduce productivity, destroy morale, and sabotage the working relationship between the leader and the team.

What is a leader to do when confronted with a troubling personnel situation?

First, don't get so wrapped up in the personnel problem that your relationship with the other members of the team suffers. Continue to nurture, support, and relate to everyone else. They need to continue to see the leader and to have the open communication that hopefully have been established. They also need confidence that the leader is actively working to enforce the team standards in the renegade.

Second, work one-on-one directly with the problem and the person with it. Nothing in the world is more demoralizing for a team than to have a leader send a blanket email out stating some policy intended to solve a problem that only one person has. Usually the person with the problem doesn't know it's meant for them (so they ignore it) and everyone else is insulted that the leader isn't dealing directly and personally with the issue.

This is a time for the leader to be hands-on. Sit together with the person involved and get to the bottom of the issue. There are established standards being violated--they can be written or understood. But there are standards. Leaders also need compassion. I believe it is important to assume "noble intent" on the first or second meeting. Some people just don't see how what they are doing is divisive or contrary to the team standards.

Dealing directly with people is important for leaders. It shows the team that you are engaged and willing to take care of the tough stuff personally. It demonstrates that you have a good knowledge of the team dynamics and reinforces to the team that you care about each one of them and know what their contributions are.

Hiding behind blanket emails sent to everyone about every transgression is a sign of weakness and insecurity. It sends a message to the team that you are unwilling to engage and you don't understand the dynamics on the team.

Leaders do not need to talk about the problems they are working with the team members. If leaders are in touch with the informal communications system,. they will know that the team is aware of the problems and how the leader is working them. People appreciate modesty and humility. The scary part is that everyone sees the problem. Everyone expects the leader to act. That is the best place to be in because as the leader acts, it reinforces the team standards and assures the team members that the leader cares about the team as a whole.

Leaders must act when confronted with people problems. And they must act personally and directly with the problem. That is the key to success is restoring team morale and harmony.

Cinco de Mayo 2008

Ever wonder about Cinco de Mayo? No it's not Mexican Independence Day. But it should be a North American holiday because it was the last time that Mexico, the United States, or Canada had to defend itself against an invasion by the European colonial powers. 4,000 Mexican soldiers smashed the French and traitor Mexican army of 8,000 at Puebla, Mexico, 100 miles east of Mexico City on the morning of May 5, 1862. That is why Cinco de Mayo is a huge holiday.

So last night we celebrated Cinco de Mayo with some friends. I couldn't remember the name of the battle--but I promised myself to look it up this morning and share it. I wonder why as I think about my schooling that it took until adulthood for me to figure out that Mexico was struggling for its sovereignty just at about the same time that the U.S. was in the middle of a bloody Civil War. If you want to read more about Cinco de Mayo, click on the name. Each of the sites are different and provide a different view of the day. It is important to note that it is very possible the Mexican victory and ensuing struggle probably helped keep the French from supporting the South during the U.S. Civil War and may have significantly shortened that tragic and bloody chapter of U.S. history.

Happy Cinco de Mayo and North American freedom from colonial interference.

Energized Worship

We had an awesome worship experience this week at the church we are attending. It was Youth Sunday and worship was led by about 100 of the most energized for Christ youths I have seen in a long time. They led the worship service and their energy and love for the Lord were infectious. Their energy filled the about 1000 people who had come to worship yesterday morning. It was God-filled. It was a God moment.

I was excited about worship yesterday because of the energy and passion of the youth. How great it was to see teenagers, many of them seniors in high school, excited about God. And sure enough of their faith to share it with adults. Wow. I want some of that.

In contrast, I have been confronted with adults who seem to be going through the motions or are more concerned about form than substance. Maybe substance grows from form, but I'm not so sure. Some worship teams seem to be focused upon the technical aspects of worship rather than being concerned whether the people in the congregation had a God moment. Did the people, for a short time during the Sunday service, have an moment with God that will help them through the week ahead--be it good or bad. Some small moment that reminds them, and us, that God is there and that He cares about us.

God moments can happen anytime--during prayer, during singing, during scripture reading, during the message, while walking outside on a bright sunny morning, or even while watching your grandson play with caterpillars on a bright Sunday afternoon next to the pool. But it is in Church that we need to help people experience God moments so they can recognize them and continue to experience them in their lives. We need to have a personal relationship with God and through God moments we are reminded that God too, wants to have a personal relationship with us. I think it is hard for worship leaders and teams to keep their focus on being the vessels that God is using to touch other people. It is easy to worry that the guitar was too loud, or the music too fast, or something else was right or wrong forgetting to assess the impact on the congregation.

Am I saying worship teams should not strive for technical excellence? No. What I am saying is that when the pursuit of technical excellence displaces the enthusiasm associated with being God-focused vessels then we are impeding God's use of us in His plan. Be on fire for God. Work and refine the gifts and talents that God has given you, but remember they are from God and he will use them for His purpose. And what is His purpose? To strengthen and encourage the Body of Christ, which is the Church.

And most of all--be enthusiastic. Do everything knowing that God is working through you. And He will touch people where He needs to touch them in God moments.

Pool Opening Weekend--May 2008

It is here. My favorite weekend of the year. The pool opening weekend. Yeah it is a lot of work but it marks the official beginning of summer for the Doan family!

Ugh! The pool looks worse this year than any in the past. It seems I didn't work it hard enough over the winter. But it will clear up quickly. I did a lot of the work on Friday, but we will hopefully finish it off today and it should be swimable by next week! I may even turn the heater on to help it along.

But summer it here! Bring on the lazy, hazy days!