Much of our education system is stubbornly stuck in old methodologies and beliefs and suggesting changes, as I have painfully learned, is not an easy sell. We have helped a few leading educators and their systems to achieve remarkable results – one school district using our methodologies to move from 800th to 200th in the nation in a few short years.

Fast Company,a frequent chronicler of unfolding trends, presents a brilliant article by Anya Kamenetz describing how mobile technology and open source software and apps are bringing education to students, at a lower cost, in the student’s preferred learning style, at a speed appropriate for each learner, in instantly translatable content, with tracking capabilities and complete mobility. What this means is that the technology industry has aligned with altruistic entrepreneurs to navigate around the bureaucracy and out-of-date thinking of our education system to deliver inspiring learning to students, despite the obstacles presented by a moribund system.

Recently, I asked an audience comprised of the faculty of a major teaching college why we continue to use Victorian teaching methods (and content) in an age when the average teen between 13-17 years old sends nearly 2,000 text messages each month. In other words, they endure an archaic system of communicating in the classroom, relieved by what they do in their real world as soon as they can escape. This is no way to inspire learning in young people who will very quickly grow into leadership positions in our society.

And if we also entirely omit teaching values, integrity, character, service and honoring the sacredness of others in our curricula – we have a recipe – a perfect storm – for developing dysfunctional adults.

But there is hope. As Fast Company reports, “The U.S. Department of Education has earmarked $5 billion in competitive school-reform grants to scale up pilot programs and evaluate best practices of all kinds. Major foundations are specifically zeroing in on handhelds for preschool and the primary grades.”

Let’s hope we learn how to make the grade. And let’s hope some of the brave teachers who are pioneering new ideas maintain their courage in a system that can sometimes present a hostile environment for breakthrough ideas. We need these leaders now, because they are developing our leaders of tomorrow.

At the top of one of the ramps, I turned to the young aerialist beside me and asked him “How old are you, pal?” and he replied, “Twenty-one.” I said, “This lady, who is about to speed down the ramp, is FOUR TIMES your age – she is 81!” His jaw dropped in awe – as it should have.

Shirley told me, “This is not my best sport – I’m much better at waterskiing!”

Shirley is inspired and inspiring – I had one of the best ski days in ages. Her attitude is fun, she has an acutely active mind and a great sense of humor, she is interested in politics, corporate life, people, wellness, being happy and athletics. She is living large, keeping in shape and remaining current. These are the lessons we learn from people – our elders and teachers – more than from data or from tired texts. These are the lessons we must learn in order to be effective and inspiring leaders and humans – and in order to live inspiring and effective lives.

Shirley, You go girl! And thanks for the lesson!

As I walk out of my door this afternoon to go skiing in the fresh powder that has graced the Rockies, I drop my skis onto the ground and begin to step into the bindings. The lift is only a few feet away. I look up and notice an extraordinary sight that stops me in mid-motion – the parked wheelchairs of a group of amputees who have gone skiing.

I take out my cell phone so that I can share with you the image that I saw here a few hours ago.

These positive thinkers – these owners of can-do attitudes – these examples for the rest of us – they aren’t whining, complaining or becoming victims of fear or anger – they are playing in two feet of fresh powder in one of the most beautiful places on earth – the Rocky Mountains of Colorado.

Yes there is a lot of pain around us all. But this beautiful image reminded me that a disadvantage can also be reframed as just another way to do something. As Rahm Emanuel, President-elect Obama’s White House Chief of Staff has said, “You don’t ever want a crisis to go to waste” it’s an opportunity to do important things that you would otherwise avoid.

Let’s not waste this crisis.

For 20 years we have seen leaders and corporate boards in public corporations keep one eye on the analysts and the other on the appropriate goals for their organizations. But serving these two masters was never going to be sustainable, and eventually the game came undone, ending in bailouts, takeovers, collapses and fear.

But this may turn out to be good news. In these current market conditions, many publicly traded companies have no hope of matching the quarterly earnings from their previous periods, as they had succeeded in doing so frequently before. Missing these targets will be the norm for a while and analysts and shareholders will reluctantly resign themselves to it.

So, an opportunity presents itself: If leaders are going to miss their ambitious earnings goals anyway, why not invest in the development of people to compensate for the drought that has prevailed in this area for so long? A larger investment in professional development will hit the earnings statement now, and will make little difference to the current quarter’s performance. But it could make a lot of difference to the long-term health of the organization and its most important asset – people.

And long-term thinking, based on inspiring people more than analysts, will be a welcome change in leadership style.

When I first went to Johannesburg some 40 years ago, I asked my local guide, “How many people live in this city?” and I will never forget his reply: “Oh, about 650,000 – over 2 million if you count the blacks as well.” I was stunned, and thus began my immersion course in the horrors of the separateness of South Africa at the time and the many ways we have invented to make another person feel inferior.

As coach of the University of Texas–El Paso (UTEP), the late Don Haskins was the first coach to start five black players in a championship. In the 1966 NCAA title game, Texas Western, as his University of Texas, El Paso (UTEP) team was then known, upset an all-white Kentucky team. After he passed on September 7th. Bob Knight, “the winningest coach in Division 1 basketball history”, said of his friend:

“There’s a myth, perpetuated by the press and the 2006 Disney movie “Glory Road”, that it took exceptional courage for Don to start an all-black team. Not really. It took a guy who didn’t care about colors. He would have started five white kids or five Chinese kids if that gave him the best chance to win. Don’s legacy is that he played the game the way he thought it should be played, without prejudice.”

Now, that is the sort of values system we need to encourage throughout our society – not just in organizations. I prefer the term “inclusion” because is says what we mean – we intend to include everyone, regardless of their color, race, religion, demographic or any other label that we might use to separate people. Exclusion hurts. Inclusion inspires.