|
More than a century ago, an essay titled A Message to Garcia became a global phenomenon. It was published in 1899 and reportedly distributed to tens of millions of readers, translated into dozens of languages, and handed out by business leaders, military commanders, and educators alike. The message? Be like Rowan.
The story recounts a moment from the Spanish-American War. President McKinley needed to get a critical message to General García, a Cuban revolutionary leader hiding deep in the mountains. The task was nearly impossible. García’s exact location was unknown, the terrain was treacherous, and no communication infrastructure existed. But McKinley didn’t need to hear excuses. He needed action.
Enter First Lieutenant Andrew Rowan. He didn’t ask twenty follow-up questions. He didn’t form a committee or request a project plan. He took the letter, figured it out, and delivered it. Without fanfare. Without drama. Without delay.
What if more of us led like Rowan and what if we built teams full of Rowans?
Stop Asking for the Map. Start Finding the Way.
In today's world of hyper-collaboration and over-communication, initiative can get lost in the shuffle. It's easy to default to asking for more information, requesting clarification, or deferring to someone else. While questions have their place, there’s also value in simply getting the job done, especially in a crisis, on a tight deadline, or when leading through uncertainty.
Leadership isn’t about knowing everything. It’s about being trusted with a mission and moving forward with clarity, grit, and responsibility. Rowan didn’t wait for perfect instructions. He recognized the stakes and acted with urgency.
The People Who Do
Every organization, from classrooms to school districts to state departments, needs people who do. People who solve problems instead of escalating them. People who take initiative without being micromanaged. People who don’t ghost the group project when things get hard.
Rowans don’t make excuses. They make progress. And if you’re lucky enough to have a Rowan on your team, recognize and celebrate them. These are the people who carry the load without needing the spotlight.
Building a Culture of Rowans
While the story is a call to personal responsibility, it’s also a leadership blueprint. If we want people to be like Rowan, we need to create environments that reward initiative and trust.
Ask yourself:
- Do I empower people to make decisions?
- Am I clear about the mission, or do I bog people down in bureaucracy?
- Do I recognize those who solve problems behind the scenes?
Rowan didn’t deliver the message to get applause. He did it because the job needed doing. But too often in education, we reward the people who talk the loudest or have the fanciest slides, not the ones who get the message to Garcia.
A Modern Message to Garcia
In today’s context, “getting the message to Garcia” might mean rolling out a new initiative without perfect conditions, solving a tech issue five minutes before class, or supporting a colleague without being asked. It's leading a committee, implementing a policy, or helping a student without needing every step spelled out in advance.
So here’s the challenge:
Be the one who gets the message through. Be the one others count on. Be like Rowan.
| 
