July/August 2024 - 81

MATTHEW R. GLISSON, P.E.
DIRECTOR OF TECHNICAL ACTIVITIES
TECHNICAL ACTIVITIES
Since picking up my kids from their
first camps of this summer, I have been
reflecting on leadership and how the
experiences they each had highlight
their different personalities. My son always wants to do
things as part of a group and is more spontaneous. We never
have to ask him twice for his opinion. My daughter is slower
to engage socially and more analytical. Her indecisive
tendencies have forced my wife and I to learn how to
recognize her subtle indicators and help her find confidence
in making a decision.
My son was at a traditional summer camp in rural Illinois
for a week. They spent time hiking, playing cards, shooting
archery, swimming, singing songs and learning cheers.
Naturally, he enjoyed the camp cheers and
songs, and just had to share them with us. His
outgoing and engaging personality led to his
selection for joining an honor organization for
the camp, even though he shouldn't have even
been nominated as a first-time attendee. The goal of the
honor organization is to cultivate future supporters and
leaders of the camp.
different tasks the group undertakes will need different
leadership personalities to make that task successful. It is
challenging to help groups recognize the leadership
personality they need and to select the right person.
Within DFI, we are always looking for people to lead our
conferences, committees and subcommittees. DFI leadership,
both members and staff, is cognizant of different leadership
personalities and tries to match the role with the right
personality. Sometimes, our efforts in this endeavor are
complicated by who volunteers, and more significantly, who
does not. Sometimes we are so focused on jumping right in to
work on the problem that we don't stop to make sure we have
the right people in the right role. I see these two things most
often with subcommittees.
Within DFI, we are always looking for people to lead
our conferences, committees and subcommittees.
So, I have some challenges for you. First, acknowledge that
My daughter was at a weekend-long leadership camp for
high schoolers. With her personality, she was rolling her eyes
at the cheers and how " over the top " they were. Still, some of
the cheers had nuggets of wisdom and lessons in them that
will likely stick with her. As we all know, mnemonics and
songs do help us to remember things. Overall, she enjoyed the
camp, particularly the " dinner with a pro " where she talked
with a woman who works in engineering at Boeing. She is on
the fence about staying involved with the organization and
camp, although the volunteer hours are enticing.
At the concluding ceremony for the leadership camp, the
recap went over the different leadership personality types they
learned about, and I could quickly categorize my kids, wife and
myself. Thinking about the kids' leadership personalities and
their experiences at these camps, I was struck by how quickly
groups often identify and select extroverts as leaders. I am
certain this bias played into my son's selection for the honor
organization. Don't get me wrong, he has potential to be a great
leader (would any parent say otherwise?!?). And my daughter
has just as much leadership potential but what happened to
him would almost never happen to her.
Extroverts are naturally the most vocal, decisive and
enthusiastic people in a group. All great leadership
characteristics, but these characteristics do not make the best
leader for every situation. There are plenty of situations
where the leader needs to be the most analytical, methodical
or emotional person in the group. Within larger groups, the
everyone can be a leader, including that really quiet person
you know, and even yourself. Second, take a leadership
personality quiz, even if you have done them in the past. Our
styles change with time, and it is good to update it periodically.
If you haven't taken one before, it will help you in your work
tasks, as well as figuring out ways to help DFI. Third, volunteer
to lead something within DFI. If you have no idea where to
volunteer, read the following committee reports for some
possibilities, or reach out to me (mglisson@dfi.org). I'll be
happy to help you find some opportunities. Just be prepared
for me to ask you what your leadership personality is!
COMMITTEE CHAIR DAN STEVENSON, P.E.
Codes and Standards
The committee continues its work to
improve codes and standards pertaining
to the deep foundation industry. Our
current initiative is working with the
GeoCoalition to develop code change
proposals to improve Chapter 18 of the
International Building Code. Code
change proposals for the 2027 code cycle are due January
2025. Our committee is also actively involved with improving
ASTM International standards that are foundation related.
Our next ASTM initiative is the review of ASTM D6760 -
Standard Test Method for Integrity Testing of Concrete Deep
Foundations by Ultrasonic Crosshole Testing.
DEEP FOUNDATIONS * JULY/AUG 2024 * 81
July/August 2024

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