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Issue #90

Welcome!

Hey G-Tribe! Welcome back to another Tuesday morning, which will shift how you think about celebrating milestones and handling the changes that define our journey. For those just joining us, the G-Tribe stands for the GROW Tribe – a community of people committed to Guidance that Redefines Our Way of living, leading, and showing up authentically in this world.

This week we're celebrating something special. June 28th marks my birthday, and with it comes decades of wisdom I've gained about navigating change, building purpose-driven organizations, and understanding that true success isn't measured in years lived but in lives transformed. This isn't just another birthday celebration. It's me sharing what I've learned about how the most impactful leaders use personal milestones as launching pads for deeper reflection and greater impact.

So grab your coffee, settle into that favorite spot, and let me share why I believe the leaders who change the world don't just survive change but use it as fuel for their most meaningful work.

Growth Spotlight

My Journey: Why Handling Change is Essential in Business and Life

There's something powerful about birthdays that goes beyond cake and candles. They force me to pause and reflect on the journey I've traveled and the path that lies ahead. As the founder of A Few Good MENtors Inc., this reflection isn't just personal practice but the foundation of how I've built what has become one of the most impactful mentoring organizations in our region.

How My FBI Foundation Built My Change Expertise

When you spend 36 years with the FBI like I did, you don't just learn to handle change. You learn to anticipate it, prepare for it, and use it as a strategic advantage. My background includes over three decades of federal leadership and mentoring experience, but what I've discovered is revolutionary: how to transfer those crisis management and adaptability skills into the nonprofit world.

"The thing about federal service," I often share, "is that you're constantly dealing with situations you've never encountered before. You develop a muscle for staying calm in chaos and finding opportunity in uncertainty." This mindset has become the backbone of AFGM's approach to serving young men in communities across the DMV region.

The numbers tell the story of why this adaptability matters. Recent research from leadership development organizations indicates that leaders who employ adaptive change management are more likely to succeed in today's business environment. These leaders can quickly identify opportunities and challenges, develop effective plans of action, and implement changes that are both timely and impactful. That's exactly what I've experienced throughout my career.

How I Learned to See Change as Competitive Advantage

What I've discovered separates transformational leaders from those who simply manage through change is our ability to see disruption as opportunity. Adaptable employees can thrive in dynamic environments, respond positively to uncertainty, and help drive continuous improvement by embracing change rather than resisting it.

My journey from federal employee to nonprofit CEO exemplifies this principle. When I founded AFGM in 2019, I wasn't just starting another mentoring program. I was applying decades of experience in high-stakes environments to address one of society's most critical challenges: the absence of positive male role models in young men's lives.

The statistics that motivated this change are staggering and hit me personally. 90% of youth suicides are from fatherless homes, 5 times the average. 90% of all homeless and runaway children are from fatherless homes, 32 times the average. 85% of all children who show behavior disorders come from fatherless homes, 20 times the average.

But rather than being overwhelmed by these numbers, I saw them as a clear directive for where change was needed most urgently.

The SHIELDS Framework - Developed for Navigating Change

One of the most practical tools I developed is AFGM's SHIELDS framework. Our organization's programs are built around seven core values—spirituality, health, integrity, education, leadership, development, and stewardship (S.H.I.E.L.D.S.). But this isn't just a catchy acronym I created. It's a systematic approach I designed to help young men handle the changes and challenges they'll face throughout their lives.

The beauty of this framework is its adaptability. Whether a mentee is dealing with academic pressure, family instability, or career decisions, the SHIELDS approach provides a consistent foundation while allowing for personalized application. This reflects a key principle I've learned about effective change management: having stable core values that guide flexible responses to evolving circumstances.

What I've Learned About Leadership Resilience

Perhaps the most profound lesson from my approach to change is my understanding of resilience. Leadership resilience refers to a leader's ability to recover from setbacks, maintain high performance, and steer the organization through challenging times.

But resilience isn't just about bouncing back. It's about what I call "bouncing forward." When AFGM faced the challenges of operating during a global pandemic, we not only survived but also thrived. We innovated. We developed virtual mentoring programs, created online workshops, and found new ways to maintain meaningful connections with our mentees.

This response illustrates what research confirms: companies with adaptable employees are more innovative, efficient, and responsive to market shifts, thereby gaining a competitive advantage. I've seen this play out firsthand in my organization.

My Daily Practice of Adaptability

What I believe makes my approach so effective is that I don't treat adaptability as a crisis response. It's a daily practice. Learning to embrace and even look forward to change can help you become a more adaptable leader. I've learned to embrace any situation by taking more risks and accepting the results, whatever they may be.

This philosophy shows up in how AFGM operates. We regularly evaluate and adjust our programs based on feedback from mentees, mentors, and the communities we serve. We embrace what works, quickly abandon what doesn't, and constantly seek new ways to expand our impact.

For leaders in any field, this offers a powerful model. Change isn't something that happens to you occasionally. It's the environment you operate in constantly. The leaders who thrive are those who develop the skills, mindset, and systems to turn change into a competitive advantage.

Sponsor Spotlight: The Capital Branch of Equitable Advisors
Proudly serving the MD, DC, and VA regions for over 75 years, The Capital Branch of Equitable Advisors is committed to helping individuals, families, and businesses achieve financial confidence. With over 200 financial professionals and a dedicated team of experts, they offer trusted guidance in retirement planning, family protection, college savings, and business solutions, including executive retention and employee benefits. We’re grateful for their support of our mission and community impact.

Professional Growth Gateway

What I've Learned About Vision Casting for Nonprofit Leaders

When you're building something that matters, vision isn't just about having a destination in mind; it's about having a clear understanding of what you're building. It's about creating a picture so compelling that other people will dedicate their time, energy, and resources to making it a reality. For nonprofit leaders like me, this skill isn't optional. It's essential.

What I've Discovered About the Science Behind Compelling Vision

Vision casting is the single greatest visionary tool any leader has in their toolbox. Stories, by their very nature, take the listener into the future. A well-told story will grab the attention of an audience. I've learned this through years of speaking about AFGM's mission.

But effective vision casting goes beyond storytelling. It requires what leadership experts call the "3C Method": Clarity, Context, and Connection. The goal isn't to impress—it's to align, to inspire, and to effectively move people toward something bigger than their job description. I've had to master this as I've built AFGM from an idea into a movement.

For nonprofit leaders like myself, this becomes even more critical because you're often asking people to invest in outcomes they may never see directly. We’re building ministry, not just organizations.

Build Vision That Moves People

The most effective nonprofit visions share three characteristics that I've learned to implement. First, they're specific enough to be actionable but broad enough to inspire multiple approaches. Great vision statements build off the work we're doing today by casting a vision of that work maximized in the future.

Take my vision for AFGM. It's not just about mentoring young men. It's about transforming communities by creating confident, capable, and compassionate leaders who pay it forward. This vision is specific enough to guide program development but expansive enough to accommodate growth and innovation.

Second, effective visions connect individual contributions to a larger impact. The company's vision should not be shared only with the CEO and leadership. Instilling the vision within your employees can be a powerful motivator. Employees are pivotal to any organization, and working toward a common goal is key to achieving a vision statement. I've seen this work at AFGM.

The Tools I Use for Vision Casting

I utilize three primary tools to communicate my vision effectively. Storytelling is a great visionary tool any leader has in their toolbox. However, I also utilize slogans and statistics to appeal to various audiences.

Slogans work because a well crafted slogan can include lots of stories. It is like storytelling on steroids. When Habitat for Humanity uses the phrase "Everyone deserves a simple, decent place to live," they're not just stating their mission. They're discussing every story of every volunteer who has swung a hammer to help a family move from homelessness to home ownership.

Statistics matter because every organization will have both right-brain and left-brain individuals. The right-brain people will be moved and motivated by your storytelling, but statistics will convince the left-brain folks. This is why I regularly share the data about fatherlessness that motivated AFGM's founding. Numbers provide credibility and urgency that stories alone might not achieve.

How I Create Collaborative Vision

The most powerful visions aren't dictated from the top down. They're built collaboratively. I've learned that vision statement development should be a collaborative process that involves not just your board, leadership, and communications staff, but rather a wide array of other internal and external stakeholders.

This collaborative approach serves multiple purposes. It ensures that the vision reflects the perspectives of those who will be most affected by the organization's work. It builds buy-in from the start. And it often reveals insights and possibilities that leadership might have missed working in isolation.

How I Make Vision Actionable

A vision that doesn't translate into action is just wishful thinking. Inspiration without action? It dies fast. Faith without works? Is dead. People need to see traction. Even small steps forward can create belief. I launch quick wins, celebrate progress, and bring our vision to life.

This is where many nonprofit leaders struggle. They create beautiful, inspiring visions but fail to connect them to daily operations and decision-making. Work to develop what leadership experts call "adaptive space," where new ideas can collide with operational realities to generate innovation and progress.

My Vision Casting Process

For nonprofit leaders ready to develop or refine their vision casting skills, here's the process I've developed through experience. First, conduct a collaborative visioning exercise. Use breakout teams to have the participants create on post-its a consolidated set of vision elements that appeared in team members' visions. Next, have the breakout teams review their vision element list with the entire team, and then group these into logical categories.

Second, test your vision against three criteria: Does it inspire action? Does it provide direction for decision-making? Does it connect individual contributions to a larger impact?

Third, develop multiple ways to communicate your vision. Stories for the heart, statistics for the mind, and slogans for memory.

Fourth, create systems to keep vision alive in daily operations. Regular meetings, progress tracking, and celebration of wins that advance the vision.

Finally, remain open to the evolution of your vision. A vision is not static. Be open to refinement and adaptation as circumstances evolve. A flexible vision is more likely to withstand the tests of time.

Leaders who change the world don't just have big dreams; they also dare to act on them. We possess the vision casting skills to turn those dreams into shared missions that inspire others to take action.

Success Spotlight

What I've Learned About Transformational Leaders Born in June

Here's something that might surprise you about June birthdays and leadership. While research shows that only 6.13% of CEOs were born in June and 5.87% were born in July, despite 8.16% of U.S. births occurring in June, those born in this month often become the most transformational figures of their generation.

Why does this matter to me personally? According to the research, summer babies are typically the youngest in their class, while spring babies are the oldest. Because older children are usually more intellectually developed, March and April-born kids tend to perform better in class. However, what the researchers overlooked is that being the youngest often develops distinct leadership qualities, such as resilience, creativity, and the ability to influence without formal authority.

The June Leadership Advantage I've Experienced

I've found that leaders born in June who break through statistical barriers often possess what researchers refer to as "transformational leadership" qualities. Bob Iger's leadership prowess is evident in his strategic vision and ability to revitalize companies. During his initial tenure as executive chairman and CEO of The Walt Disney Company, Iger led transformative acquisitions of major companies, including Marvel, Pixar, and Lucasfilm, significantly expanding Disney's portfolio.

This aligns with what I demonstrate at AFGM. Rather than accepting that fatherless young men face insurmountable challenges, I envisioned a systematic approach to providing the guidance and support they need to thrive.

The Mentorship Multiplier Effect

One pattern I've noticed among successful June-born leaders is our commitment to developing others. Paul McCartney, singer, songwriter, and musician, "The Beatles". (1942) didn't just create music; he influenced generations of musicians. Similarly, I understand that true transformation happens when you multiply your impact through others.

This shows up in AFGM's approach to mentorship. We don't just pair mentors with mentees. I develop mentors who can mentor others, creating a multiplier effect that extends far beyond any individual relationship.

Research supports this approach. Studies show that 89% of mentees go on to become mentors themselves, and 84% of CEOs attribute their success to the guidance of mentors, who helped them avoid costly mistakes. However, perhaps most importantly, 25% of employees in a mentoring program experienced a salary grade change, compared to 5% of non-participants.

Redefining Success Metrics

I often challenge traditional definitions of success. Rather than focusing solely on financial metrics, I emphasize impact that includes relationships, community transformation, and long-term sustainability.

As the next generation of fathers comes of age, business success will no longer be measured solely in profit but in impact that includes the strength of relationships, the well-being of teams, and the legacies left at home. This is how I measure AFGM's success.

This broader definition of success allows me to make decisions that might not optimize short-term gains but create sustainable, long-term value. I understand that true transformation requires patience, persistence, and a willingness to invest in outcomes that may not be immediately visible.

Balance Innovation with Tradition

The ability to balance innovation with respect for tradition and core values is essential. I'm not disrupting for the sake of disruption. I'm building on strong foundations while adapting to changing circumstances.

This balance is evident in our approach at AFGM. The organization adopts innovative techniques, such as virtual mentoring and data-driven program evaluation, while upholding its commitment to traditional values, including integrity, service, and personal responsibility.

Create a Lasting Legacy

Perhaps most importantly, as a transformational leader, focus on creating legacies that extend far beyond individual achievements. Build systems, develop people, and establish cultures that continue to generate a positive impact long after you’ve moved on.

The lesson for all leaders, regardless of birth month, is clear: transformation isn't about overcoming the statistical odds stacked against you. It's about using whatever circumstances you face as fuel for developing the skills, perspective, and resilience that enable you to create meaningful change in the world.

Michael's Hot Take
Reflecting on Milestones, Not Just Years

Alright G-Tribe, here's my hot take on birthdays and why this one feels different. As I celebrate another year of life, I've been thinking about how we measure progress and what milestones truly matter. Most people celebrate birthdays by counting years, but I've learned that the leaders who make the biggest impact celebrate something entirely different.

The Milestone That Matters Most to Me

Here's what I've discovered after decades in federal service and years building AFGM: the milestone that matters most isn't how many years I've been alive. It's about the lives I've touched, the barriers I've helped others break through, and the young people who now believe in possibilities they couldn't see before they met me.

This birthday, I'm not thinking about the number of candles on the cake. I'm thinking about the young men in our program who are graduating from high school, getting their first jobs, and becoming mentors themselves. I'm thinking about the transformation I see in their eyes when they realize that their circumstances don't have to determine their future.

Why Personal Milestones Shape My Leadership

Every significant birthday forces me to ask hard questions about the impact I'm creating. Am I building something that will outlast me? Am I developing people who will carry the mission forward? Am I solving problems or just treating symptoms?

When God gave me the vision for AFGM, I wasn't thinking about creating another nonprofit organization. I was thinking about how to systematically address the gap in positive male guidance that affects so many communities. The vision wasn't just about mentoring individual young men; it was about empowering them to become leaders. The goal was to create a model that could be replicated and scaled to serve communities nationwide.

This kind of thinking only comes when you stop measuring progress in terms of personal advancement and start measuring it in terms of systemic change. It's the difference between asking "How far have I come?" and asking "How far have we come together?"

The Leadership Lessons Hidden in My Reflection

Birthdays have taught me that the most important leadership skill isn't the ability to make quick decisions or manage complex projects; it's the ability to lead with empathy. It's the ability to step back regularly and honestly assess whether you're building something worth building.

I want to see our young men, who are currently struggling with direction and confidence, stepping into leadership roles themselves. I want them not only to receive mentorship but also to provide it.

That's when I know I've built something sustainable. When the people I've invested in become investors in others. When my influence multiplies through the lives I've touched, rather than diminishing over time.

The Freedom That Comes with My Purpose Clarity

Here's something that connects back to our Juneteenth conversation from last week. True freedom isn't just about breaking out of limitations. It's about using your freedom to create possibilities for others. Every birthday should be a celebration of how you've used another year of freedom to expand opportunities for the people around you.

At AFGM, we talk about this as "liberation work." It's not just about helping young men avoid negative outcomes. It's about helping them envision and pursue outcomes they never thought were possible. That's real leadership, and it's real freedom.

My Legacy Mindset Shift

The biggest shift that comes with marking significant milestones is moving from a success mindset to a legacy mindset. Success asks, "What can I achieve?" Legacy asks, "What can I enable others to achieve?"

This shift changes everything about how I approach leadership, how I invest my time, and how I measure progress. Instead of focusing on personal recognition, I concentrate on establishing systems and relationships that yield results long after I'm no longer actively involved.

Instead of trying to be the indispensable leader, my goal is to work to develop numerous capable leaders, so that my individual contribution becomes just one part of a much larger movement.

My Bottom Line on Meaningful Milestones

As I celebrate this birthday, here's what I want every leader in the G-Tribe to understand: the milestones that matter most aren't the ones that mark time passing. They're the ones who mark the transformation happening.

Count the conversations that changed someone's trajectory. Count the barriers that got broken because you refused to accept them as permanent. Count the young people who now believe in their own potential because you invested in helping them see it.

Those are the numbers that matter. Those are the milestones worth celebrating. And those are the measures of a life and leadership that truly make a difference.

Until next Tuesday, continue building a legacy that makes our ancestors proud and our children free.

Michael

P.S. This week, I challenge you to identify one young person in your sphere of influence who could benefit from your guidance and experience. Step up and make the connection. The work of transformation continues with each of us.

And remember, seeking guidance and mentorship isn't giving up – it's how we grow. Every day is an opportunity to break limitations and expand possibilities. Make it count. Please send me an email at [email protected]

Reader Engagement Poll

The AFGM Connect app is now available for download on both the App Store and Google Play Store. This mobile application is specifically designed to strengthen and streamline interactions among mentors, mentees, families, volunteers, and partners within the A Few Good MENtors organization.

The app puts the power of connection directly in users' hands, making it easier for all stakeholders in the AFGM community to stay engaged and access essential resources. This represents a significant step forward in modernizing how the organization facilitates relationships and communication between all participants in their mentoring programs.

To download the app:

1. Visit the Google Play Store (for Android devices) or App Store (for iOS devices)

2. Search for "AFGM Connect"

3. Download and install the application

4. Begin using the enhanced connectivity features and resources

This new mobile platform will help ensure that mentors, mentees, families, volunteers, and organizational partners can maintain stronger connections and have better access to the tools and information they need to succeed in their mentoring relationships.

Echoes of Freedom Tour

Date: July 19, 2025 Duration: 5 hours

The Echoes of Freedom Tour is a guided journey through Northern Virginia, revealing the rich and often untold history of African American resilience, activism, and community building. This immersive experience takes participants to key historical sites, including early African American settlements, civil rights landmarks, and educational institutions that have shaped Black history in the region.

Why attend? Connect with the powerful legacy of those who fought for equality, gain perspective on how these historical struggles resonate today, and participate in preserving stories that traditional education often overlooks. The tour connects the past to the present through storytelling, reflection, and engagement, ensuring these vital narratives inspire future generations.

All proceeds benefit A Few Good MENtors, Inc.

$50 (Ages 11+) $25 (Ages 10 & under)

Register at: https://bit.ly/echoestour