Integrated Computer Solutions. Inc. (ICS)

Core Values: Your Roadmap to Success I read a lot of leadership and management content. It’s my way to keep the tools in my toolbox sharp. I recently came across Richard St. John’s TED Talk, "8 Secrets of Success," where he distills 500 interviews with successful individuals into eight key principles. These insights align perfectly with our mission, map to our core values, and define the qualities that make GovCon leaders thrive: 1. Passion: Love what you do, and success will follow. 2. Work: Embrace hard work and have fun doing it. 3. Focus: Channel your energy into mastering your craft. 4. Push: Overcome self-doubt and push through obstacles. 5. Serve: Provide value to others, as true success comes from serving. 6. Ideas: Cultivate creativity and innovative thinking. 7. Persist: Persevere through challenges and setbacks. 8. Success: Implement these principles to achieve your goals. As GovCon CEOs, we face unique challenges that require dedication, resilience, and a commitment to serving our clients and teams. After watching this TED Talk, it was fulfilling to see how well our mission and core values encompass many of those “success secrets”. I believe this is key to our ability to attract top talent, win contracts, and deliver exceptional results. At ICS Inc., we find that our core values align closely with Richard St. John's secrets to success: • Our value Grit (passion, and perseverance for long-term goals) resonates with the secrets of Passion and Persistence. • Our value GSD (Getting Stuff Done) relates to the secrets of Work and Focus, as we work smart, hard, and channel our energy into achieving results. • Our value of Selfless Service aligns with the secret of Serve, as we prioritize the needs of our customers, company, and team before ourselves. • Our values of Excellence and Uncompromising Integrity foster an environment where we can cultivate and execute innovative Ideas while maintaining the highest ethical standards. By embracing our core values and incorporating the secrets shared by Richard St. John, we position ourselves for success as GovCon leaders. When you have strong core values, you'll find that they naturally map to proven success "secrets." I’d love to hear how your mission and core values map to these proven “success secrets” in the comments below, as we continue to build a supportive community of GovCon leaders. #CEOToolbox #GovCon #Success #Leadership #CoreValues

Core Values: Your Roadmap to Success I read a lot of leadership and management content. It’s my way to keep the tools in my toolbox sharp. I recently came across Richard St. John’s TED Talk, "8 Secrets of Success," where he distills 500 interviews with successful individuals into eight key principles. These insights align perfectly with our mission, map to our core values, and define the qualities that make GovCon leaders thrive: 1. Passion: Love what you do, and success will follow. 2. Work: Embrace hard work and have fun doing it. 3. Focus: Channel your energy into mastering your craft. 4. Push: Overcome self-doubt and push through obstacles. 5. Serve: Provide value to others, as true success comes from serving. 6. Ideas: Cultivate creativity and innovative thinking. 7. Persist: Persevere through challenges and setbacks. 8. Success: Implement these principles to achieve your goals. As GovCon CEOs, we face unique challenges that require dedication, resilience, and a commitment to serving our clients and teams. After watching this TED Talk, it was fulfilling to see how well our mission and core values encompass many of those “success secrets”. I believe this is key to our ability to attract top talent, win contracts, and deliver exceptional results. At ICS Inc., we find that our core values align closely with Richard St. John's secrets to success: • Our value Grit (passion, and perseverance for long-term goals) resonates with the secrets of Passion and Persistence. • Our value GSD (Getting Stuff Done) relates to the secrets of Work and Focus, as we work smart, hard, and channel our energy into achieving results. • Our value of Selfless Service aligns with the secret of Serve, as we prioritize the needs of our customers, company, and team before ourselves. • Our values of Excellence and Uncompromising Integrity foster an environment where we can cultivate and execute innovative Ideas while maintaining the highest ethical standards. By embracing our core values and incorporating the secrets shared by Richard St. John, we position ourselves for success as GovCon leaders. When you have strong core values, you'll find that they naturally map to proven success "secrets." I’d love to hear how your mission and core values map to these proven “success secrets” in the comments below, as we continue to build a supportive community of GovCon leaders. #CEOToolbox #GovCon #Success #Leadership #CoreValues

Culture Beats the Carrot The key to high performance isn't just about financial incentives – it's about creating a corporate culture that fosters intrinsic motivation. We've taken the principles outlined in Daniel Pink's TED talk, "The Puzzle of Motivation," and put them into practice, with remarkable results. In his TED talk "The Puzzle of Motivation," Daniel Pink challenges the traditional notion that external rewards and punishments effectively motivate people, arguing instead that intrinsic motivation – the desire to do something because it is inherently interesting, challenging, and rewarding – is a far more powerful driver of high performance and creativity. Pink draws on scientific research to show that financial incentives can undermine motivation for tasks requiring cognitive skill and creativity, concluding that fostering autonomy, mastery, and purpose is key to unlocking human potential. At ICS, one of our core values is "Excellence," which means 1. Be so unusually great that you stand out 2. Under promise, over deliver, on time and under budget. 3. Be a continuous learner Being continuous learners aligns perfectly with Pink's concept of "Mastery" – the desire to get better and better at something that matters. We support this through ICS University, our online learning platform that offers 17,000+ courses to all of our employees at no charge. By investing in our employees' growth and development, we've seen new leaders emerge and innovative solutions to problems. We also promote autonomy through the use of our Accountability Chart, which clearly defines functions and roles. This gives our employees the freedom to direct their own work and focus on their areas of expertise. We encourage delegation of non-core functions, so everyone can concentrate on what they do best. The result? Increased engagement, creativity, and ownership. At ICS, we don't just talk about purpose – we live it. Our purpose is to be the company everyone wants to work for, do business with, and own. We continuously reinforce this message, helping our employees understand how their work contributes to this larger goal. When people feel that their job has meaning and purpose, they are more likely to go above and beyond. Since focusing on intrinsic motivation, we've seen tangible benefits: high engagement, decreased turnover, innovative problem-solving, and the emergence of new leaders. It has become crystal clear to us that creating an environment that supports autonomy, mastery, and purpose unlocks full potential of your team.

Cultivating a Stage 5 Tribe I recently watched a TED talk by David Logan on Tribal Leadership, and it helped reinforce the power of culture and core values in driving success in the competitive FedGovCon industry. According to Logan, organizations are made up of tribes - natural groups of 20-150 people within which work gets done and societies get built. He describes five tribal stages: 1. Stage 1 - "Life sucks" - Undermining and unproductive. (~2% of tribes) 2. Stage 2 - "My life sucks" - Apathetic victims (~25% of tribes) 3. Stage 3 - "I'm great (and you're not)" - Lone warriors, individual achievement (~48% of tribes) 4. Stage 4 - "We're great" - Tribal pride, group identity, shared values (~22% of tribes) 5. Stage 5 - "Life is great" - World-changing innovation, values alignment (~2% of tribes) *** We were stuck at Stage 3 for several years and struggled to overcome it. *** Today, I'm proud to say that we have achieved the coveted status of a Stage 5 tribe. Over the past 5 years, we've worked tirelessly to reinforce our culture and core values throughout our business, down to every team member. At ICS, our core values are the foundation of our Stage 5 culture: 1. Uncompromising Integrity – We don’t lie, cheat, or steal, or tolerate those that do. 2. Excellence – We under-promise, over-deliver, on time, and under budget. We are continuous learners. 3. Grit –We never quit, never accept defeat. 4. GSD (Getting Stuff Done) – We work smart AND hard. We set S.M.A.R.T. goals. 5. Selfless Service – We are dependable and reliable. We never let a teammate fail. These values are more than just words on a wall. We use them as a filter for every “people” decision we make - hiring, promotions, discipline, and even retirement. This ensures that every member of our tribe is fully aligned and committed to our shared purpose. The results speak for themselves. By cultivating a Stage 5 tribe, we've been able to attract and retain top talent, foster innovation, and consistently deliver exceptional results for our government customers. So, my question to you, fellow GovCon leaders, is this: How are you building your tribe? Are you intentionally shaping your culture and values, and reinforcing them at every level of your organization? Are you empowering your teams to connect to a purpose greater than self-interest? Are you nurturing relationships and collaboration across tribal boundaries? I'd love to hear your thoughts and experiences. Leave a comment below or reach out directly - let's start a conversation about building exceptional tribes in GovCon.

The CEO Toolbox: Superchickens are Bad for Business Early in my career, I bought into the prevalent "superchicken" model of leadership, believing that a few star performers were the key to driving success. But as I've grown as a leader, I've come to realize that it's actually the social connectedness and collaboration of the entire team that truly powers innovation and productivity. This shift in perspective was reinforced by Margaret Heffernan's insightful TED Talk "Why it's time to forget the pecking order at work". Heffernan challenges the idea that individual achievement is what matters most, using the compelling example of evolutionary biologist William Muir's chicken experiment. When only the most productive chickens were bred together, the result was aggression and dysfunction. The average flock, on the other hand, steadily improved as a whole. A team of superchickens will kill itself off. I've seen these same dynamics play out in my own organizations. At ICS, one of our core values is Selfless Service - to our teammates, our business partners, and our customers. We use this value as a tool for accountability, encouraging everyone to have a voice regardless of their role. When we're solving problems, we prioritize open and honest communication, making sure all perspectives are heard. I've found that this kind of teamwork is essential for discovering innovative, creative solutions. The most successful teams I've worked with exhibit high levels of collaboration, trust, and respect. They give equal time to all voices, celebrate successes together, and learn from each other’s failures. That's why, as a leader, I prioritize building these bonds. I insist that we invest time in building relationships, because I know that's how we start achieving real momentum. We maintain a battle rhythm and keep teams connected through daily stand-ups, weekly team meetings focused on problem solving, social activities together, and opportunities to serve each other and our communities – together. We've seen how strengthening social connectedness pays real dividends in trust, loyalty, and interdependence. I've had to learn to replace management-by-talent-contest with true teamwork. To redefine leadership is creating conditions for everyone to do courageous thinking together. To recognize that real value lies in "the mortar, not just the bricks", as Ms. Heffernan noted. So, I invite you to consider: How could practicing Selfless Service unlock more innovation in your organization? What could change if you optimized for trust and open communication over individual stardom? I've learned that these are the questions that truly transform teams and drive success. I'd love to hear your thoughts in the comments.

The CEO Toolbox: What’s your “Why”? As CEOs, our primary role is to lead and inspire our organizations to achieve their mission. But how do we effectively do this? In my experience, it all starts with clearly defining and articulating our "Why" - our Purpose. This concept is brilliantly explored in Simon Sinek's TED Talk "How Great Leaders Inspire Action". Sinek argues that great leaders and innovative companies focus first and foremost on their purpose, cause, or belief - their "Why". They clearly articulate why they do what they do, not just what they do or how they do it. As Sinek puts it, "People don't buy what you do; they buy why you do it." At ICS, we define our Purpose as “Being the business everyone wants to work for, do business with, and own.” This means balancing the needs of all three key stakeholders of any business: our employees, our customers and partners, and our shareholders. By making decisions through the lens of this Purpose, we stay true to our core beliefs and inspire others to join our cause. The biggest challenge CEOs face in inspiring their people is not just articulating their "Why", but also trusting their teams to figure out the "How" and "What". When you lead with Purpose, you engage people's emotions and inspire them to action. They connect with your vision on a visceral level. That's how you build loyal, motivated teams willing to put in blood, sweat and tears. That's how you attract customers who believe what you believe and evangelize your brand. That’s how you build trust with your business partners. As CEOs, our most important tool is an authentic, compelling Purpose that aligns our entire organization. It provides a filter for decision-making and a rallying cry for our stakeholders. So, I challenge you: How do you define your "Why"? Dig deep to uncover the purpose behind your mission. Communicate that purpose relentlessly. And watch as it inspires your employees, customers, and partners to join your cause. Wielding this tool effectively is the hallmark of transformational leaders. How do you define your "Why?”

The High Performing CEO: Reframing Rejection As the CEO of ICS, I've faced rejection countless times over the years - from customers, employees, partners and even friends. It's an unavoidable part of the entrepreneurial journey. But recently I watched a powerful TED talk by Jia Jiang called "What I learned from 100 days of rejection" that got me thinking about this universal experience in a new light. Jia embarked on an experiment to desensitize himself to rejection by actively seeking it out for 100 days - from asking strangers for $100 to requesting a "burger refill" at a restaurant. While I've never intentionally tried to get rejected as Jia did, I completely agree with his premise. Facing rejection head-on is the only way to take away its power over us. One key insight that struck me was how Jia highlighted that the most influential leaders in history - MLK, Mandela, Gandhi - all faced violent opposition to their world-changing ideas. But they didn't let that rejection define them. Instead, their grace in overcoming it shaped them into the resilient leaders we remember. This echoes my own experience, both as an individual and a leader. When I look back on pivotal moments of rejection over the course of building ICS, I see now how much they taught me. In the moment, rejection stings. But with time, I've learned to see each "no" as one step closer to a "yes." Overcoming rejection has brought a sense of calm and groundedness to my life. Where I used to take rejection intensely personally, I now see it as an inevitable and even valuable part of the journey. This shift in mindset has dramatically reduced my stress as a leader. I'll always remember Jia's story of finally getting to teach a college class after being turned down the first few times he asked. He walked out of that classroom in tears, realizing he could achieve his dream simply by persisting through rejection. How many of our dreams might be closer than we think? The next time you face rejection, I challenge you to see the hidden opportunity in it. Reframe that "no" as a chance to learn, to grow, to become the kind of leader that rejection can't shake. How are you handling rejection, and teaching your team members to handle it as well?

The High Performing CEO: Harnessing Creativity As a CEO, I'm no stranger to the pressures of needing to be constantly creative and innovative. When you've had successes in the past, there's an anxiety that comes with wondering if you'll be able to keep that up, to match or exceed what you've done before. Society (and mostly we, ourselves) put an enormous burden on leaders and innovators, considering them to be the sole source of their own creativity and "genius." I've certainly felt that weight myself at times. But as I've grown and evolved as a leader, I've realized that a big part of my job is actually to support the creativity and genius of others. Rather than trying to do it all myself, I've learned to be a coach and mentor, empowering my team to do their most innovative work. This shift in mindset has been freeing. The Greeks used to view creativity as coming from an external divine source that collaborated with the writer, artist, or thinker. They had a bit of healthy distance between their own egos and the outcome of their work. I may not literally believe in fairies or geniuses invisibly assisting me but releasing my iron grip on needing to be the lone source of "genius" has made me a better leader. All that said, I do still experience occasional breakthroughs and moments of inspiration myself. Rarely do they come when I'm actively grinding away at a problem though. More often, they arise when I manage to get some distance, to step back and gain perspective. That's why I've made it a priority to take hour-long "clarity breaks" once a week to disconnect and ponder big picture strategy. I also use travel as an opportunity to do deep thinking (while someone else does the driving or flying). In business, our job is to simply to show up and do the work, and eventually inspiration tends to meet you there. If my team and I put in the hours, follow the process, turn over every stone, the breakthroughs do come, sooner or later. The "divine spark" of creativity seems to favor the persistent, those with the stubbornness to keep showing up. But even when that external genius appears to be on vacation, the work still matters. The unglamorous, daily effort is still worthwhile. We can't always control the quality of the inspiration that comes to us. But we can control showing up to do our part, to the best of our abilities, every day. How are you harnessing your creative genius and helping your team harness theirs?