Name: Kevin Byrd

Title: President and Founder

Organisation: Brown Byrd Foundation

KEVIN BYRD, 40, is a God Fearing, Multiple Award-Winning Entertainer and Global Prostate Cancer Health Advocate, who's celebrating his 32nd year in entertainment. Kevin Byrd is a Prostate Cancer Health Advocate and CEO of his own non-for- profit foundation called the Brown Byrd Foundation, located on 30 Wall Street, Manhattan, New York. He is the former Health and Wellness Chairman of the 100 Black Men of Long Island, Inc., and is currently the Health and Wellness Chairman of the Long Island African American Chamber of Commerce, Inc. (New York State’s largest African American Chamber).

Kevin Byrd is also the youngest male prostate cancer health advocate in the United States. He was inspired to start the foundation at the age of 23 when his grandfather, C. J Thomas, died of Prostate Cancer.

On April 24, 2021, Kevin Byrd was inducted into the Oneida County History Center Museum in Utica, NY. A special exhibit is on display showcasing the Brown Byrd Foundation’s work.

Kevin Byrd's work has received National and International Media attention in over one hundred publications circulating to thousands of people worldwide such as Better Mag, AM Metro New York, Epoch International Times, USA Today Network, Newsday, Amsterdam Newspaper, Vibe Magazine, IFlow Magazine, King Magazine, Essence, Hush Magazine, Rolling Out, Urban Buzz Magazine, Parle Magazine, New York Beacon, Caribbean Life, World Journal Chinese Newspaper, Hempstead Times and Blackstar News.

The Utica City Common Council Legislation passed a Law/Resolution and designated an Honorary Street in Kevin Byrd’s honor called the BROWN BYRD LANE on Tuesday, June 5, 201,2, in Utica, New York. It was televised live to over 100,000 Utica citizens. Kevin Byrd is one of the youngest African American males to have an Honorary Street in New York State.

Niagara Falls illuminated its waterfall in blue on February 2, 2013, 2015, 2016, 2017, 2018, 2019, 2020, and 2021, honoring the Brown Byrd Prostate Cancer Observance Day established by Kevin Byrd.

On February 2, 2012, Kevin Byrd's work was honored and entered into the Congressional Record (Library of Congress) for Black History Month by the House of Representatives Congresswoman Yvette D. Clarke, who recognized his annual Prostate Cancer Awareness Observance Day globally on February 2nd. Kevin Byrd has been honored by over 100 International Mayors, Government officials across the world, Nancy Pelosi, His Holiness Pope Benedict XVI, the former United States President Barack Obama, and even Queen Elizabeth of Buckingham Palace. He has earned more than 160 proclamation awards, the city state highest awards.

Kevin Byrd's hometown in Utica, New York, was designated a KEVIN BYRD’S DAY that is honored every year on October 1st, and a KEVIN BYRD’S DAY was declared in DeKalb County, Georgia on November 2nd.

Kevin Byrd is nationally known for his portrayal as Lieutenant John R. Fox in the 2006 History/HBO movie "Honor Deferred," produced by Al Roker, starring Samuel L. Jackson and Bernie Mac. Lieutenant John R. Fox, a World War II hero who killed 100 German soldiers in the War, died in action and was posthumously awarded the Congressional Medal of Honor five decades after his heroic acts by President Clinton. The documentary picked up a NAMIC Vision Award Nomination and garnered great reviews. The likeness of Lieutenant John R. Fox was transformed into a G.I. Joe Action Figure by Hasbro in the summer of 2008.

Byrd wrote and starred in his own one-man show called "RELEASE," and a DVD Recording of the show was released on April 15, 2012, at the Legendary Nuyorican Poets Cafe, hosted by BET Comic View's Comedian Ardie Fuqua. The show depicts the six stages of development of men from the ages of 18 to 65 years old.

BLACKSTAR NEWS states, "Kevin Byrd gives an Oscar Award Worthy Performance of RELEASE- A MUST SEE SHOW."

Kevin co-authored an Amazon best-selling book called "Black Men Speak Their Truth". It was released on February 17, 2020. Kevin lives in Manhattan, NY, with his wife Karen Byrd.

Thank you to the 2,000 leaders who’ve generously done the 7 Questions on Leadership!

We’ve gone through the interviews and asked the best of the best to come back and answer 7 MORE Questions on Leadership.

I hope Kevin's answers will encourage you in your leadership journey. Enjoy!

Cheers,

Jonno White

1. As a leader, how do you build trust with employees, customers and other stakeholders?

As a leader, building trust with employees, customers, and stakeholders boils down to being real, consistent, and showing you genuinely care. Trust isn’t something you can demand—it’s something you earn, day by day.

Here's how I approach it:

Be Transparent and Honest: I’ve learned that people appreciate straight talk. Whether it’s sharing goals with the team or giving tough feedback, honesty builds credibility. With stakeholders, I’m upfront about challenges and solutions, so they know where I stand.

Follow Through: If I say I’ll do something, I do it. It’s that simple. Broken promises can sink trust faster than anything else. Employees and customers need to see that you’re reliable.

Show Empathy and Care: People want to feel valued. Whether it’s employees dealing with personal struggles or customers who have concerns, I listen and show I care about their experience. For example, when working with the Brown Byrd Foundation, we often connect with families to encourage men to attend health screenings. That personal touch shows we’re invested in their well-being, not just the numbers.

Involve and Empower Others: Trust grows when people feel heard and empowered. With my team, I make a point of asking for their input and giving them opportunities to shine. For example, identifying potential leaders in my organization and mentoring them shows that I believe in their abilities.

Lead by Example: I strive to practice what I preach. Whether it’s staying grounded in my values or tackling tough decisions head-on, I want people to see that I walk the talk.

Trust is like a bridge—it’s built one plank at a time, but can crumble in a moment if not maintained. Staying consistent, approachable, and intentional in how you lead makes all the difference.

2. What do 'VISION' and 'MISSION' mean to you? And what does it actually look like to use them in real-world business?

What Do 'VISION' and 'MISSION' Mean to Me?

Vision: A vision is an aspirational, forward-looking statement about what an organization or individual ultimately strives to achieve. To me, it represents the "big picture" — the ideal future state that drives decision-making, inspires creativity, and aligns efforts toward long-term goals. A vision is about dreaming big and imagining what could be possible.

Mission: A mission is a clear, actionable statement that defines the purpose and primary objectives of an organization or individual. It reflects the "why" behind the work, answering questions like: What are we here to do? Who are we serving? How will we achieve it? The mission grounds the vision by providing a structured approach to making it a reality.

What Does This Look Like in Real-World Business?

Using Vision in Business:

Vision statements often guide an organization’s strategic goals, culture, and innovation. For example, A tech company like Tesla might have a vision to “accelerate the world’s transition to sustainable energy.” This vision influences everything from product development to partnerships.

Employees use the vision as a motivational tool, knowing their contributions are part of a larger purpose.

In practice, using vision involves embedding it into every layer of the organization: Leaders incorporate the vision into speeches, annual reports, and strategic plans. Teams use it to brainstorm solutions that align with long-term goals.

Stakeholders refer to the vision to assess alignment with potential opportunities.

Using Mission in Business:

A mission focuses on what the business does every day to achieve its vision. For example, A healthcare organization might have a mission to "provide compassionate, high-quality care to underserved communities."

This mission translates into daily operations, such as prioritizing patient care, training staff to focus on empathy, or choosing locations that reach vulnerable populations.

In a real-world business, using a mission involves:

Guiding Operations: Leaders ensure that all activities align with the mission. For instance, decisions about hiring, investments, and community outreach reflect the organization's purpose.

Evaluating Success: Success metrics (e.g., customer satisfaction or service quality) are measured against the mission to ensure alignment.

Communicating Identity: The mission helps differentiate the organization in the marketplace by conveying its core values to customers and stakeholders.

Why Vision and Mission Matter.

In practice, organizations that effectively use vision and mission statements foster alignment, improve decision-making, and inspire employees and stakeholders. They create a roadmap that bridges the gap between aspiration and action, turning ideals into measurable, real-world impact.

3. How can a leader empower the people they're leading?

"Empowering others is about providing the tools, confidence, and autonomy they need to take ownership of their work, grow as individuals, and contribute meaningfully to the organization’s goals. To me, empowering people involves trust, collaboration, and fostering an environment where individuals feel valued and capable of achieving great things.

What Does Empowerment Look Like in Practice?

1. Clear Communication and Vision Alignment:

o Action: Leaders must ensure everyone understands the organization's vision and mission and their role in achieving them.

o Real-World Example: A team leader might hold regular meetings to connect individual tasks to larger goals, helping employees see how their work impacts the big picture.

2. Providing Resources and Opportunities:

o Action: Empowerment means removing barriers and giving team members the tools and support they need to succeed.

o Real-World Example: A healthcare administrator could invest in professional development programs, allowing staff to build skills and stay updated with industry trends.

3. Delegating Authority and Encouraging Autonomy:

o Action: Empowerment comes from trusting others to make decisions and take ownership of projects.

o Real-World Example: A project manager might delegate responsibility for a key deliverable, allowing the team to take the lead and make critical decisions without micromanagement.

4. Celebrating Successes and Providing Constructive Feedback:

o Action: Recognizing achievements, no matter how small, fosters confidence, while actionable feedback promotes growth.

o Real-World Example: A leader in a tech firm might spotlight a developer’s innovation during a company meeting, boosting morale and encouraging others to contribute creatively.

5. Encouraging Input and Valuing Diversity of Thought:

o Action: Leaders can empower their teams by actively seeking and respecting diverse opinions, ensuring everyone feels heard.

o Real-World Example: During strategy sessions, a leader could create an inclusive environment where team members of varying backgrounds freely share their insights.

6. Leading by Example:

o Action: Leaders who demonstrate the behaviors they wish to inspire, like resilience, accountability, and innovation, empower others to emulate them.

o Real-World Example: A hospital director might join frontline staff during challenging situations, showing commitment and solidarity.

Key Takeaway: An empowered team is a motivated, confident, and high-performing team. Empowerment starts with a leader who trusts, equips, and supports their people, enabling them to achieve their full potential while contributing to the organization’s success. "

4. Who are some of the coaches or mentors in your life who have had a positive influence on your leadership? Can you please tell a meaningful story about one of them?

One of the most impactful mentors in my leadership journey was my high school history teacher, Mr. Collins. Beyond being an educator, he embodied the qualities of a coach and mentor, investing in his students not just academically but personally.

Mr. Collins had an extraordinary ability to see potential in people before they could see it in themselves. I remember one specific moment during my senior year when he encouraged me to take the lead in organizing a school-wide debate on social justice. I initially hesitated, doubting my ability to manage such a significant event. However, Mr. Collins assured me that leadership was not about having all the answers but about bringing people together toward a shared goal.

Throughout the process, he provided guidance but allowed me to take ownership of the project. When challenges arose—such as conflicts among team members or logistical issues—he didn't step in to solve them for me. Instead, he asked thought-provoking questions, helping me analyze the problems and develop my solutions.

The success of that event and the confidence I gained from it were a turning point in my life. It taught me that leadership is not about authority but about empowering others and fostering collaboration. Mr. Collins's mentorship instilled in me the value of believing in people's potential and nurturing it, a principle that I carry with me in my role at the Brown Byrd Foundation today. His influence reminds me to invest in those around me, just as he invested in me, to create lasting change and build a community of capable, confident leaders.

5. Leadership is often more about what you DON'T do. How do you maintain focus in your role?

Leadership is certainly as much about restraint as it is about action. Maintaining focus in a leadership role requires self-discipline and intentional decision-making to avoid unnecessary distractions or overextending oneself. Here are strategies to uphold focus:

Prioritize Goals: Regularly revisit the organization's mission and objectives to ensure alignment with efforts and actions. This helps to avoid getting sidetracked by less critical tasks.

Delegate Effectively: Recognize that you can't do everything. Trust your team and empower them to take ownership of responsibilities, freeing you to focus on higher-level strategic initiatives.

Say No When Necessary: Resist the urge to take on too many commitments, even if they seem valuable. Maintaining focus often means declining opportunities that do not align with your core priorities.

Stay Self-Aware: Reflect on personal tendencies, such as micromanagement or overinvolvement, that could detract from focusing on the bigger picture. Leaders must learn to step back when needed.

Schedule Time for Strategic Thinking: Block out time for uninterrupted planning, reflection, and innovation. This helps keep long-term goals in sight, even amid daily challenges.

Monitor Progress and Adjust: Use key performance indicators (KPIs) and regular feedback to assess whether actions align with goals. Adjust strategies as needed without losing sight of priorities.

Practice Mindfulness: Cultivating mindfulness helps maintain emotional balance, focus, and presence, reducing the likelihood of reactive or impulsive decision-making.

By focusing on what truly matters and avoiding unnecessary involvement in operational minutiae, leaders can sustain their effectiveness and ensure their energy is directed toward creating meaningful impact.

6. If you fail to plan, you plan to fail. Everyone plans differently. How do you plan for the week, month and years ahead in your role?

Planning is critical to effective leadership, and I use a multi-layered approach to structure my time and align short-term actions with long-term goals. Here's how I plan for the week, month, and years ahead:

Weekly Planning:

Set Weekly Objectives: At the start of each week, I identify key tasks and goals based on immediate priorities, ongoing projects, and team needs.

Use a Planner or Digital Tool: I rely on tools like Trello, Outlook, or Google Calendar to organize meetings, deadlines, and deliverables, ensuring each day is structured.

Schedule Daily Focus Blocks: I allocate dedicated time blocks for high-priority tasks and maintain flexibility for unforeseen issues.

Review Progress: At the end of each week, I evaluate completed tasks, identify bottlenecks, and adjust plans accordingly.

Monthly Planning:

Align with Strategic Goals: At the beginning of each month, I review my department or organization's broader goals to set specific targets for the month.

Break Down Larger Projects: I divide long-term initiatives into actionable monthly milestones to ensure consistent progress.

Review Resource Allocation: I assess staffing, budgets, or equipment needs for upcoming projects and address gaps early.

Engage Stakeholders: Regularly scheduled meetings with key stakeholders help refine plans and align with collaborative objectives.

Annual Planning:

Set Long-Term Goals: I establish annual objectives in line with organizational strategy, focusing on measurable outcomes.

Develop a Roadmap: I create a high-level timeline for the year, identifying critical deadlines, review points, and major milestones.

Budget and Resource Planning: At the start of the year, I ensure financial and resource plans align with projected needs.

Review and Adapt Quarterly: Every quarter, I revisit the annual plan, assess progress, and make adjustments based on changes in priorities or circumstances.

Consistent Practices Across All Timeframes:

Engage the Team: I involve my team in planning to foster ownership and accountability.

Monitor and Evaluate: I use key performance indicators (KPIs) to track progress and guide decision-making.

Reflect and Adjust: I conduct regular reviews at all levels (weekly, monthly, annually) to refine plans and adapt to evolving challenges.

This structured yet flexible approach ensures alignment with organizational goals while remaining adaptable to changes in priorities or unforeseen challenges.

7. What advice would you give to a young leader who is struggling to delegate effectively?

"Delegating effectively is a vital skill for leadership, and it can be challenging for new leaders who might feel the need to control every detail. Here's the advice I would give:

1. Shift Your Mindset:

• Recognize the Value of Delegation: Understand that delegating is not about relinquishing control but empowering others to contribute their skills. It’s a sign of trust and a strategy for multiplying your impact.

• Let Go of Perfectionism: Accept that others may approach tasks differently. Focus on the desired outcomes, not the exact process.

2. Choose the Right People:

• Assess Skills and Interests: Assign tasks to individuals whose strengths align with the responsibilities. Delegating to the right person ensures efficiency and boosts confidence. • Provide Growth Opportunities: Use delegation as a way to develop team members’ skills and leadership capabilities.

3. Communicate Clearly:

• Define Expectations: Clearly explain the task, goals, deadlines, and the level of autonomy they have.

• Provide Resources: Ensure the person has the tools, training, and information needed to succeed.

4. Trust and Support:

• Step Back: Resist the urge to micromanage. Trust that your team members can handle the responsibility.

• Be Available: Let them know you’re there to answer questions or offer guidance, but avoid hovering.

5. Follow Up Without Taking Over:

• Monitor Progress: Check in periodically to ensure tasks are on track, but frame these check-ins as supportive, not intrusive.

• Give Feedback: After completion, provide constructive feedback to acknowledge successes and address areas for improvement.

6. Reflect on Your Leadership Style:

• Identify Barriers: Ask yourself why you’re struggling to delegate. Is it a lack of trust, fear of failure, or difficulty prioritizing tasks? Addressing these root causes can help.

• Practice Small Delegations: Start with low-stakes tasks and gradually work your way up to more significant responsibilities as your comfort level increases.

7. Learn From Experience:

• Evaluate Outcomes: After delegating, reflect on what worked well and what didn’t. Use these lessons to improve your approach.

• Seek Mentorship: Ask seasoned leaders for insights or advice—they’ve likely faced similar struggles.

Delegation is a skill that improves with practice. The sooner a young leader masters it, the more they’ll be able to focus on strategic priorities while building a stronger, more capable team. "