Tim Drake
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 Batman 11 Issue Lot Death of Robin plus first Tim Drake as Robin all FN to VF $1.99 (1 Bid) Time Remaining: 1d 11h 46m |
 Red Robin 24 DC Comics Tim Drake Scarab Promise $2.24 Time Remaining: 15d 15h 55m Buy It Now for only: $2.24 |
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 Batman 442 1st Appearance of Tim Drake as Robin Dark Knight $1.99 Time Remaining: 2d 12h 28m |
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 RED ROBIN 2010 issue 6 Tim Drake Ras al Ghul $3.09 Time Remaining: 29d 11h 29m Buy It Now for only: $3.09 |
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 Batman Detective 620 DC VF 1990 Grant Tim Drake $1.31 Time Remaining: 28d 11h 17m Buy It Now for only: $1.31 |
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 Batman 442 NM MINT CONDITION FIRST TIM DRAKE AS ROBIN $1.99 Time Remaining: 2d 13h 25m Buy It Now for only: $3.99 |
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 Batman 442 FN VF DC Comics 1989 Tim Drake 1st appearance as Robin $1.12 Time Remaining: 21d 5h 14m Buy It Now for only: $1.12 |
 SIGNED SCOTT MCDANIEL ROBIN 139 BATMAN TIM DRAKE DC $2.99 Time Remaining: 21d 9h 3m Buy It Now for only: $2.99 |
 ROBIN TIM DRAKE 32 1995 DC BATMAN Master Series card $2.00 Time Remaining: 4d 11h 14m Buy It Now for only: $2.00 |
 Red Robin s 7 12 DC Comics VF NM 2010 Chris Yost Marcus To Tim Drake Batman $0.99 (1 Bid) Time Remaining: 4d 5h 52m |
 Batman 442 NM MINT CONDITION FIRST TIM DRAKE AS ROBIN $2.99 Time Remaining: 8d 6h 40m Buy It Now for only: $2.99 |
 52 Week Forty Seven March 28 Animal Man Diana Prince Tim Drake Bruce Wayne $2.59 Time Remaining: 25d 2h 15m Buy It Now for only: $2.59 |
 Detective Comics 640 NM 1992 Robin Tim Drake DC Comics $1.50 Time Remaining: 23d 1h 31m Buy It Now for only: $1.50 |
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 Batman 436 Fine+ Condition 1st Tim Drake DC Comic Signed x4 George Perez $9.99 Time Remaining: 4d 6h 14m |
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 ROBIN TIM DRAKE 32 1995 DC BATMAN Master Series card $3.00 Time Remaining: 4d 11h 22m Buy It Now for only: $3.00 |
 SIGNED SCOTT MCDANIEL ROBIN 140 BATMAN TIM DRAKE DC $2.99 Time Remaining: 21d 9h 2m Buy It Now for only: $2.99 |
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 Batman 465 BATMAN with ROBIN Tim Drakes first appearance as Robin $0.02 (1 Bid) Time Remaining: 4d 8h 42m |
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 PGX 90 Batman 457 1st app of Tim Drake as Robinnew costume $9.99 (2 Bids) Time Remaining: 5d 8h 30m |
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 DC Comics Batman 436 August 1989 Year 3 1st Tim Drake NM $6.19 Time Remaining: 8d 1h 15m Buy It Now for only: $6.19 |
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 ROBIN FLYING SOLO TPB 1995 RARE OOP DC Tim Drake Batman $11.00 Time Remaining: 7h 58m |
 TIM DRAKE 57 1994 BATMAN Saga Dark Knight Jimenez $1.00 Time Remaining: 20d 10h 39m Buy It Now for only: $1.00 |
 Tim Drake Robin Eaglemoss DC Superhero Figurine Magazine 06 $17.99 Time Remaining: 27d 2h 25m Buy It Now for only: $17.99 |
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 Batman Detective 633 DC VF 1991 Milligan Tim Drake $1.35 Time Remaining: 28d 11h 18m Buy It Now for only: $1.35 |
 Batman 436 437 438 439 Batman Year Three First Tim Drake SIGNED BY GEORGE PEREZ $11.99 Time Remaining: 3d 6h 2m Buy It Now for only: $19.99 |
 Batman 457 near mint 96+ 1st Tim Drake as Robin +2nd print free $59.99 Time Remaining: 11d 7h 19m Buy It Now for only: $59.99 |
 Batman 1940 457 NM Tim Drake becomes Robin $2.99 Time Remaining: 12d 12h 30m Buy It Now for only: $2.99 |
 ROBIN TIM DRAKE 46 1995 DC BATMAN Master Series card $2.00 Time Remaining: 4d 11h 16m Buy It Now for only: $2.00 |
 Batman Detective 618 DC VF 1990 Grant Tim Drake $1.31 Time Remaining: 28d 11h 17m Buy It Now for only: $1.31 |
 Batman Detective 619 DC VF 1990 Grant Tim Drake $1.31 Time Remaining: 28d 11h 17m Buy It Now for only: $1.31 |
 Batman 442 443 444 New Titans 60 61 First Tim Drake Robin SIGNED BY GEORGE PEREZ $11.99 Time Remaining: 3d 6h 15m Buy It Now for only: $19.99 |
 ROBIN 1993 1 46 Tim Drake $74.92 Time Remaining: 8d 14h 10m Buy It Now for only: $74.92 |
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 Batman 457 December 1990 F VF Tim Drake becomes Robin $3.50 Time Remaining: 13d 13h 18m Buy It Now for only: $3.50 |
 Batman No 442 1st Tim Drake in Robin costume 1989 vgf $2.99 Time Remaining: 4d 14h 25m Buy It Now for only: $2.99 |
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 Batman No 442 1st Tim Drake in Robin costume 1989 fvf $3.50 Time Remaining: 4d 14h 25m Buy It Now for only: $3.50 |
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 Batman No 442 first Tim Drake in costume 1989 $3.50 Time Remaining: 25d 3h Buy It Now for only: $3.50 |
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Tim Drake
LEADERSHIP: THAT ONE KEY LESSON
How do you rate yourself on the following five actions? Showing self-awareness?. Demonstrating authenticity, integrity and compassion? Understanding and engaging people as individuals? Showing self-leadership and adaptability? Communicating, particularly listening well – and widely? These are my phrases but, taken together, they encapsulate nearly 80% of the responses to a recent online survey that asked "if you could teach one thing to a young leader, what would it be?" From my decades of working with leaders (and being one), I can't fault any of these suggestions. Even though, at times and to my cost, I've ignored some! But, notwithstanding their importance, they're less than the full picture. Let me explain why – and suggest what else might be needed.
Let me start by clarifying two things. First, the question (posted a month ago by Tamika Drake on a LinkedIn discussion group) is an excellent thought-starter – and has stimulated over 260 responses and still counting. It forces us to dig around for what makes the most difference to people's willingness (or unwillingness) to follow us. However, if we asked "what is the one thing a young doctor should learn" would a summary of the answers represent anything more than a high-level guide? Would you be happy to be treated by a doctor, who knew only that one thing? Probably not.
Second, about two weeks ago, Koen Marichal summarised the comments posted up to that stage. However, he focused on words people had used. Verbs such as learn, read and listen. Nouns such as humility, respect and patience. And, some injunctions such as know thyself. In contrast, I've tried to find the types of leadership actions people are suggesting, since my interest is inhelping leaders plan what they need to do: the actions they'll take so people will want to follow them.
To achieve this, I believe that we, as leaders, need to identify:
- The key questions or concerns holding our people back from full understanding and commitment. Is it ambiguity about the vision and goals? Or, if that's all clear, is it more about whether the goals are achievable? Or, how people will be expected to behave – the culture? Or, what technical or commercial outputs and performance are required? Or, where and how each person fits in – the organisation and its teamwork?
- Once we've identified our followers' priority concerns, we can then focus on potential actions to address them. Defining organisation structure and roles should clarify where people fit in. Developing business plans will explain the journey and what success looks like. Providing training and allocating resources will empower people to feel they can deliver.
All of which leads to a Leadership Action Plan: what you, as the leader, are going to do so people will feel confident (both technically and emotionally) that they can trust and follow you.
In sum, if we want to be effective as leaders, we need a wider range of actions than those summarised at the start of this article. Some people did raise other issues – particularly people, who offered more than one suggestion. For example, the need for tough decisions, excelling as a technician and creating accountability.
There was little if any reference, however, to knowing the marketplace, identifying drivers of competitive advantage, fixing key commercial problems, embedding innovation or driving the bottom line. Nor, focusing on winning, being the best or lifting benchmarks.
And, perhaps surprisingly these days, scant mention was given to preparing for external shocks.
I fully understand that the foregoing are not the broad, top-of-mind answers sought by Tamika's question. However, leadership without them is a formula for failure. I have known leaders, who ticked the boxes on self-awareness, integrity, engaging people and other so-called "soft" leadership issues. But failed miserably on the technical, commercial and other "hard" ones. The result? Their followers' turned their backs on them, as not sufficiently value-adding or, worse, as unsafe to follow.
You may argue that some of these more operational aspects should be delegated to team members at a lower level – and that such delegation is empowering. I agree. But, my experience suggests that the "hard" capabilities remain key to leadership credibility, even at the very top – particularly in professional and technically-driven organisations.
For example, I would assume that as a Call Center Coordinator, Tamika knows and shares with her people a lot about operational, as well as people, aspects of how they should work. She doesn't need to know everything but needs to show the way in key areas – and, thereby, establish her credibility as a good person to turn to for advice. Which, I'm sure she is.
At the highest level, perhaps the single most important theme from people's comments was this: the pre-eminence of our followers. And, for some this means striving to operate as a servant-leader. But, however we frame it, we must address our followers' concerns around technical and commercial issues as well as the critically important ones of people and culture.
About the Author
Increase your leadership action and traction with Vector Leadership Training. Vector Leadership will help you plan appropriate leadership actions and deliver your personal action list. We have been working for more than 40 years with CEOs and executives across the US, Europe, Asia and Australia. For more information, visit Leadership
Do you think Barbara Gordon is going to be able to walk again now with her current conflict?
Searching for a cure for Wendy, from the Teen Titans, loss of legs while dealing with Cluemaster. What about Tim Drake resigning as Robin? Do you think he'll ever come back after everything he has lost?
In other series and in the DC comics, Barbara becomes wheelchair bound.
Being Robin: The Tim Drake Story