Sep 29 2008
Definition of Leadership
Definition of leadership has many aspects, yet it agrees that a leader is one whose magnetic personality galvanizes people for some cause. Not by words, but by their actions is the way great leaders influence their followers. They do what they preach. Their presence is enough to motivate people, as they act as a catalyst.
It is often argued that leaders are born they are not made. Sufficient examples can be cited for both the arguments. However, history has been a testimony to the fact that several leaders have shown extraordinary leadership capability in later parts of their life. No one can become a leader unless and until he is able to influence others. A leader is one who is able to create a lasting influence in the minds of the people, making them believe that whatever the leader is doing, it is for their benefit.
One definition of leadership categorizes a leader as ‘X’ leader if he has extraordinary personal leadership capabilities. The ‘X’ leaders have inner instinct to lead. They demonstrate their leadership ability by developing requisite skills and knowledge. They lead from the front and show utmost care for their followers. These leaders also do not hesitate in admitting mistakes and learning from it. They constantly keep on innovating themselves. They are open to new challenges and are ready to adopt unconventional approach to achieve their objectives. These leaders also have the ability to take big risks.
While defining leadership it is imperative to understand that a leader is one who is effectively able to communicate with his followers. One definition of leadership defines leaders as natural leaders. These natural leaders are called charismatic leaders. The charismatic leaders have the potential to bring radical changes in the society.
Leaders need to monitor the environment continuously. They cannot just act locally but instead they need to have a broader outlook. They should be very flexible and adaptable. A better leader is one who is able to foresee the future and take steps to deal with it. Leaders can be nurtured also. It is for the leader to groom the future leaders for their organization. Proper training, guidance and responsibility help an individual to emerge as a leader.
It is often argued that there is not any single definition of leadership. Every leader in the past exhibited some unique trait, which made them the hero of their followers. Consistency of purpose is necessary. A fickle minded leader confuses his followers and takes them nowhere. A leader should lead a life of discipline. He should act as a catalyst and should not jump to take credit for any success. Once it becomes evident that the leader is behind name, fame and money, he loses the credibility and trust of his followers. A leader should show utmost restraint and patience. During adversity, he should create a positive environment around himself, which will motivate his followers. A leader should not only be visionary but he should be practical also. He should be able to establish a chord with his followers.
By Jeff Glasser
Looking To Expand Your Leadership Abilities? Read These Excellent Free Articles, Definition Of Leadership and Define Leadership
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Sep 28 2008
Characteristics of Good Leadership - How Effective Leaders Lead Their Team to Success
Oftentimes, we find it hard to identify the characteristics of good leadership. In one book, a leader is described as the take-charge person who leads his team. In another, you’re considered a leader if you empower your subordinates and rely on their own ability to make decisions for the team.
In this article, we will discuss the nature and characteristics of good leadership. While it is true that anyone can lead or motivate a team, only a good leader can maximize the application of available tools to achieve maximum results.
The main objective of any business is to earn profit and ensure sustainability. You, as the leader of your team, are the driving force behind a successful business. Hence, you must have the necessary characteristics that can lead the team to realize your objectives.
Here are some characteristics of good leadership that you must possess in order to lead your team to victory:
1. Confidence in your own abilities - Even though you trust your subordinates’ capacity to make their own decision, you must lead them by providing an exciting picture of the future.
As a leader, it is your role to provide the vision and direction. Having such vision transmits the message that you are confident about your projections, continued relevance of your products/services, and your own capability to gain more market share.
2. Intense motivation - To motivate others, you must first be passionate about your own work. You must not only direct others, but you must also be able to lead yourself. It is always good to lead by example.
3. Decisiveness - When faced with difficulties, you must have the ability to come up with firm decisions and maintain a positive attitude. It is also important that you remain calm during critical situations to be able to think objectively on what needs to be done to improve the current situation.
4. Aim towards excellence - This is one of most vital characteristics of good leadership. You should maintain high standards in your field of work and devise sound strategies to reach the team’s goals.
Many claim that effective leaders are born naturally. However, the characteristics of good leadership can be developed through constant practice. Constant practice leads to continuous improvement. The quest for continuous improvement is one secret of a reliable leader.
By Michael Lee
Michael LeeLevel: PlatinumMichael Lee is a master persuader, professional copywriter, self-improvement expert, and author of “How To Be An Expert Persuader… In 20 Days or Less.” His … …
If you have the power to lead any team and influence anyone to do anything you want, how will you use these motivation techniques? Grab a FREE course that reveals 10 groundbreaking persuasion secrets at: http://www.20daypersuasion.com/secrets.htm
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Sep 25 2008
A Leadership Guide to Managing the Generations
One of the most common questions I am asked by managers is “how can I manage the ‘younger’ generation?” It seems every second workplace is having challenges between different generations …with differences in expectations of managers, work approach and style.
Let me start by saying that what I am about to tell you will be discussing the generalities of generations. Before you leap in and yell “stereotypes” … listen up for a moment.
The best way I can describe this is by looking at the height of people. Some people are tall and some are short but most people fall within a certain height range or average height.
When people design furniture they look at the average height of people to determine for example the length of the seat in a chair. They base their decision about the chair seat length by looking at general data. That doesn’t mean that the seat fits everyone … for some people it will be too small and some too big but for many the fit will be just right (a bit like Goldilocks).
What you may not know is that the average height of people is changing across the generations. People today are much taller than their counterparts 50 or 100 years ago for a whole range of factors including better health and diet. The generations are physically different as a result of the circumstances they grew up in.
So too with people’s attitudes. There are differences between how generations approach work … what motivates them, how they learn and how they prefer to be managed. There are variances with individuals in the generation … but there are average trends you can observe.
Most workplaces have at least 3 generations of people working with them … Baby Boomers, Generation X and Generation Y. These are all terms sociologists have used to describe certain age groupings of people.
Baby Boomers were born just after World War 2 until about 1964. That means that today this means people 45 and older. The sort of world they grew up during their formative years included events such as the Vietnam War, Woodstock, the Cold War, the Moon landing & Civil Rights Movements.
Generation X people were born between about 1964 - 1978 which means people between about 29-43 years of age. They grew up in the era of the pill, no fault divorce, the fall of Russia and the Berlin wall, USA becoming the dominant world superpower, the introduction of PCs and they watched their parents be outsourced and downsized at work.
Generation Y people were born about 1979 - 1994 which means people about 13-28 years of age. They grew up with the internet and the technology boom, they generally had extended periods of economic growth and stability and watched 9/11. They were the first generation where building self esteem was as important as building reading and maths skills and they had very busy school years being ferried from sport to dance to school to homework to school extension.
Each generation sees the world differently. Baby Boomers quite often wear the tag “workaholic” with pride. They believe in doing the hard yards to get ahead, paying ones dues and putting in the hours at your desk at work. They tend to value stability in a job - wanting to see extended periods of time in the one company. They believe with hard work they will succeed. They are loyal to the company and assess their managers based on what they see their managers demonstrate in terms of their own personal work ethic.
Generation X people are more cynical than Baby Boomers. They watched their parents put in the long hours when they were growing up, only to be made redundant. Many Gen X people vowed not to do the same … that they wanted a life not just a job and believe in productive work time not “face time”. They believe that any success is up to them.
They tend to distrust management and companies - believing there are always “hidden agendas” at play. They sign up to a manager … not a company and want the opportunity to express their views and to be heard by their manager. They will change jobs if they are not happy.
Generation Y people are the internet generation. They are used to getting information instantly when they need it rather than holding large amounts of data in their heads. They are self confident and are not afraid to tell people what they are feeling and how a decision affects them personally.
They love to learn new things but also like taking things to conclusion. They need clear goals and objectives to work towards. They want to make a difference to society through their work. They crave constant, honest, mentoring communication with their manager and will quickly leave a company if they don’t get it. They don’t believe in doing the jobs no one else wants to do just because they are the youngest there.
Some Tips to Manage and Motivate the Generations:
Baby Boomers: Help them get a life … give them loyalty … recognise their status and seniority
Generation X: Help them boost their productivity at work … give them flexible work options … provide open democratic management
Generation Y: Build in regular ongoing formal learning … give them clear goals & targets … establish mentoring schemes
By Ingrid Cliff
Ingrid CliffLevel: PlatinumIngrid Cliff is a freelance copywriter in Brisbane Australia and the Chief Word Wizard of Heart Harmony - her writing services studio that helps put … …
Ingrid Cliff is a Brisbane freelance writer and the Chief Word Wizard of Heart Harmony - her writing services studio that helps put your business into words. Visit her website for a free copy of “Copywriting Secrets : Seven Secrets of Compelling Copy and Powerful Words”
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Sep 24 2008
How to Successfully Lead a Team
Leading a team is not easy. It is difficult to get everyone pulling together, because of diversity of personalities. However all team members will look to the leader, and a good leader will lead through positive influence. Here are some tips that will help you to work smarter and not harder to build the team.
How to Become a Good Leader
If you’re in a position of management or if you are the leader of one organization or the other, getting people to do what you want them to do may seem like a very difficult thing to do. The truth is that it needn’t be that difficult. No need exists for a person to be too nice or excessively mean. You can easily become a good leader by sticking to these professional tips.
Don’t Play the Blame Game:
When your team misses a project deadline or someone forgets to order something they should have, you should seek to blame other people. After all, it happened on your watch and that alone makes you responsible for everything especially in cases where something goes wrong.
Be Clear About What You Expect:
It’s difficult for your team members to stick to the game plan if they don’t have a strong idea about what the game plan is. You should always remain clear and concise when giving instructions to be carried out. You should take the time out to explain to the particular individual what exactly it is that you need them to do and how you expect it done. You should then allow them go off and handle the situation the best way that they are able to.
Accept That Everyone’s Style is Different:
While you may feel that a certain way of doing things is the best way to go, someone else may disagree with you. However you should be too picky about slight details, you should recognize the fact that everyone else does things their own way. What should really matter is that the same results should be achieved in the end. Nothing else counts.
Lead By Example:
You should follow the Eleanor Roosevelt principle and never expect more from your employees or volunteers than you are personally willing to do yourself. You should show everybody in your place of work that you’re willing to join in as well and help the team get things done. They’ll be much more disposed to staying an extra hour or two after work to finish an important project if the team leader stays behinds as well to do the same thing.
Learn from Your Mistakes and those of Other’s:
Everyone at one time or the other has made a mistake. The best thing to do is to learn from these mistakes. This way whenever you or someone else makes a mistake you should take stock of the situation and see if there is any way that the situation could be coped with better. You should then follow this route in the future.
Give Credit Where Credit’s Due:
You should never take all the glory for yourself regardless of how much of a great leader that you are. You should give credit to the people who have made one contribution or the other to your success. You should make them feel that you wouldn’t have achieved any success in your endeavors without them. The truth is that when you think of it, you probably won’t have achieved all that you have on your own.
By Darren Williger
Darren Williger is an over-caffeinated, low carbohydrate eating, wine making sales maker who writes for LeadersPages.com, and TopSalesmaker.com.
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Sep 20 2008
Business Tips, A Must Read
There are many different business consulting tips that come to mind. This discussion will cover many of those business consulting tips. Five of the most important tips will be discussed. The following is an explanation on how to best find a business consultant, as there are different tips for different sections when talking about consulting and business. When you are considering a consultant, bear in mind these particular questions and the answers to those questions before hiring someone to consult your business. The scope of the following questions is not limited to experience, business know how and cost, but also include how to interview and do reference checks.
Before deciding anything you must first decide what role the consultant will play in your business. The job of the consultant is to Always be sure to define the work that will be done, such as business problems to be fixed, personnel problems, or any other areas that your business may need assistance. You need to know for yourself what results that you want from the consultant. You also need to be able to find a consultant. You can begin your search for a consultant by using word of mouth or get a list of qualified consultants from the government or you could even go to the internet and do a search.
When hiring a consultant, you need do thorough checks of all information provided by the applicant. Check these references and ask if they were happy or not happy with the consultant’s work and why or why not. By verifying employment and other information you will weed out the ones that will not be a benefit to your company. By getting the answers to the questions labeled above, you will have a clearer picture of the consultant. This is critical if you are going to have this consultant at your place of business. having someone you can trust aren’t necessarily the things you would like to hear. | maybe you don’t want to hear.[/spin]
Next you will be having the interview with your potential consultant. Here you can ask them about past employment and how they came to be consultants. You will need to personally interview each one and get to know them well, before you turn them loose on your business. The next step after interviews is the consultant’s price for helping turn your business around. You need to be able to negotiate price, and also create a payment plan and determine at what point the final payment will be made for the completion of the work.
[spin[ Finally, are the | There are [/spin] three other considerations when deciding on a business consultant. Do they carry Omissions and Errors insurance and do they carry Commercial Liability insurance? Keeping all of this in mind you will make the correct choice and hire the best business consultant for the job. Remembering these business consulting tips for choosing a consultant for your business.
Sep 20 2008
Are you a Leader?
True leadership comes from within. It is not dependent on a position or title. Are you a leader? Do you have the qualities that make a leader? Here are five things to look for.
5 Ways to Recognize the Leader Within You
You have ventured into a new business. Your homebased business promises to meet whatever needs you brought to the table. You want to be a Leader
What? You have never done this before and do not know how to get started? This is entirely new territory and frankly you are second guessing yourself wondering what you got into. Can you become a Leader?
What happens when we allow that leadership quality get stuffed down? Do we allow our daily routines dull our ability to look beyond the routine? What if the routine is taken out from under us with economic downturn; health issues or family responsibilities that pull us from our place in the community?
Okay, you have invested in a network marketing business opportunity that can be your vehicle for whatever change you are looking for. Take a deep breath. You have accomplished much in the course of your life. To realize that the leader is still there within you, let’s remind ourselves of what a leader looks like; what lessons they have learned to equip them.
1. Leaders have an belief system of success. Their attitude is, “I will be successful even if I make mistakes in the trying.” There is an innate confidence that comes because they took an action step. Perhaps this action step was a task totally unfamiliar to them, but they tried anyway. Whether they succeeded at this point or not is immaterial. The point is a leader goes into action because they believe they can be successful.
How many times in whatever role you have lived, this has been your experience? Daily, whether you are a stay at home Mom or office executive. We have all demonstrated that we are leaders and know the taste of success.
Your leadership in your business will grow in relationship to taking action steps. You will attract business because of this inner confidence showing through.
2. Leaders know what they want. Again, to pull from your life experience, each time you set a goal for yourself, focusing on how to accomplish this task in a certain time you are a leader. You know what happened. You set a goal, you focused your energies on the task and it got done.
Leadership in business follows the same strategy. You have done it in real life, you can do it in marketing. You will benefit most with accessing the education from your company or marketing coach as to what your goals could be.
3. All leaders learn to overcome. Leaders come from all walks of life with all kinds of past baggage to deal with. Leaders are those people who do the personal work of overcoming personal fears, doubts, and lack of confidence. Yes, even though success breeds confidence, we do not always start with confidence. Leaders do what other people are not willing to do. Leaders have to overcome their fear of rejection. Again this is accomplished with taking action steps.
The personal responsibility of facing any shortcomings in their lives and dealing with them as we have discussed, results in Leaders having an optimism. They love and protect those dear to them. They love and take care of themselves.
Doing this kind of work is challenging, but, worth it. Are you willing to take it on?
4. When you are really clear on your goals, this draws people to your business that value the same goals. When you are really clear on what your end result will be, the boundaries of how time, energy and resources used are clear and keeps you and the team focused.
Time and money management are skills we learn throughout life. How well we succeed in these areas are our personal choice. There are many ways that you have likely already demonstrated leadership in this way. If not, then it can be learned.
Leaders put great value on their time. They keep in mind what is important to achieve the end goal and prioritize. Do you know any leaders who have abundant funds and growing who are spendthrifts? Not likely, they have learned to control the impulsive, extravagant buying. They understand the principle of stewardship. They seek investing advice. They have experienced the truth of giving, sowing seeds of generosity and receiving in turn.
Leaders give a lot of themselves to others. In their time management, they know the return of empowering their teams with training and support for their success.
5. Leaders learn communication skills. This may be a formal path in participating in something like Toastmasters, accessing Arthur Samuel Joseph training materials. There are many opportunities to learn to become a better communicator.
With communication comes people skills. Leaders learn the value of physical posture, speaking with energy and confidence. Leaders know that when they put others first, they will have more opportunities to impact more people in a positive manner. People skills is key to attracting prospects to your business and your team-line.
When you become a Leader, your business success will grow. You will find that you will attract business partners and customers to your team.
By Pat Campbell
Pat Campbell is a guide for network-marketers who want to learn to use Attraction Marketing as their business plan to use to the internet for network-marketing. Attraction Marketing is a new model of marketing that results in measurable action steps and results. This empowers you to truly control your marketing strategy and get into cash-flow quickly, ensuring your success. Learn more about Pat Campbell and Attraction Marketing at http://campbellpat.com
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Sep 19 2008
ERP White Paper Will Help In The Implementation Of Changes Caused By ERP
There was a time when I did not know that an
When I was given a copy of my very own ERP White Paper existed. All this time, I have been using the white paper and I did not know what it was called. I thought it was just the formal version of a manual. Really, very funny and clueless me. Glad to know that I have improved in that area.
Anyways, the white paper of ERP will really help a lot to people who will be implementing drastic changes to the company caused by the ERP. There are lots I tell you and not all these changes will be received well by the employees. Expect hesitation and downright arrogance from employees especially those who have been in the company far too long.
Sep 18 2008
Leadership from the Heart
Effective leadership involves leading with the heart. This article clarifies the difference between hard leadership and heart leadership.
Leadership Characteristics - Managing With Feeling
Many business owners feel that they need to have “hard” leadership characteristics in order to get ahead or be successful. They believe that if they show any weakness or flexibility, that staff will “pounce” and take advantage of them.
When you look inside their companies, you see unhappy people (both managers and staff), all tightly hanging onto what is right in their view and making sure they get what they are entitled to.
It can seem to be a never ending spiral downwards - with managers every now and again showing kindness only to feel that it was not appreciated and with staff feeling that managers do not care about them as people. Staff put the hours in, but don’t give of their heart and initiative. Managers give of their money through wages, but don’t give of their compassion and caring.
What is missing is heart - the true sharing of respect and compassion between managers and staff and flowing onto customers. When you manage with heart, you start with the foundation belief that each person wants to do their best and given the right situation and environment, the best is what will be contributed.
Imagine that your workspace is like a home and you are looking at a family - what makes the most loving and nurturing families? The warmest families are ones where everyone is clear on the rules, they know who is doing what and when and the family members are free to communicate their feelings in a space of mutual respect and openness.
There is understanding that at times not everyone will agree and there are processes in place about how decisions are made during those times. A family member is not expelled from the family for having a different view and differences of opinion are talked through.
So how do you create a space of mutual respect and nurturing at work? Start by working out if you truly do want a workspace of respect and nurturing or if you are happy with how things are. Managing from heart takes time and work to achieve and is not to be entered into lightly. Are you willing to put in the effort? Will the results in your mind outweigh the challenges along the way? Unless you have a big enough “why”, then things will remain the same.
Next look at how you act within your own family. Many managers I work with mirror their work behaviour with their behaviour in the family. If you are a distant parent and never there for your children - are you a distant manager? If you are a control freak with your home and how chores are to be performed - are you a control freak as a manager? If your behaviour is not congruent with where you want to be as a manager, talk with someone to learn new patterns of behaviour.
Strong relationships are the next step. Think about it - you are more likely to listen when someone you care about tells you something negative about your behaviour than if a stranger passing by says the same thing. You need to know your staff as people first - what gets them interested and excited to be at work, what motivates them to be the best, why are they working? If you don’t have a strong relationship with each staff member and spend time building those relationships, then your team will only be a shadow of its potential.
Just like all relationships, a quick chat over a cup of coffee every 6 months at performance review time will not form deep and trusting work relationships. Nor does a one sided approach where “you tell me all about you and I will keep me private”.
What is needed is regular exchange of information and sharing of thoughts and feelings to create depth in the relationship.
Regular discussion on boundaries is critical. In the absence of data to the contrary, people will believe they are doing a good job and doing what is needed for success. If you don’t regularly share your definition of success, how can they achieve it?
This raises the challenging question of poor performers. If you are 100% sure that you have been clear on your boundaries, have understood your staff member as a person, fairly rewarded them for the job that they have done and have made sure they have the tools for achieving the tasks and still the person is not performing - then a difficult discussion has to be had.
Just like a child in a family needs discipline and without it goes off the rails, staff members also need the boundaries of discipline. Take your lessons for challenging conversations from within your family. Just like you would never consider correcting a child by yelling at them in front of their friends and expecting a positive change in behaviour, don’t do the same with your staff member.
If you have to discipline, do so in private and give them the respect and courtesy of listening as well as sharing your view. Even if you have to sack someone - you can do it with respect and understanding of the emotional impact your decision has and act to minimize the impact as far as possible.
The bottom line, if you are not sure whether you are managing with heart stop and ask - Do I feel valued in my work? Do my staff feel valued? Do my customers feel valued? If you get a “no” to any of these questions - stop and look at where you can open your heart, extend compassion and understanding and build relations.
By Ingrid Cliff is a freelance copywriter in Brisbane Australia and the Chief Word Wizard of Heart Harmony - her writing services studio that helps put … …
Ingrid Cliff is an experienced HR Manager and Human Resources Writer who is the author of “Instant HR Policies and Procedures” and “Employee Performance Reviews : Tips, Templates & Tactics”.
Article Source: http://EzineArticles.com/?expert=Ingrid_Cliff
Sep 15 2008
Nature’s Business Strategies
There are many business lessons to learn from nature because business replicates nature in many, many ways. For one, they are both about winning in an environment of apparent competition - the classic “survival of the fittest” Darwinian theory. One must adapt to change or one will become obsolete and go extinct. However, in what appears to be an environment of competition with both, cooperation is the number one key for survival. In nature , plants and animals do at one level compete to survive. But what’s more evident is on a different level they cooperate to survive. From foxes following grizzly bears looking for prey, to ants cleaning up bio-garbage that otherwise would breed all manner of problematic bacteria, the evidence is everywhere. In business these same types of associations look like vendor/manufacturer relationships, marketing/manufacturing/customer service alliances, and even competitive companies cooperating to create alliances that produce a greater win for all involved.
All manner of symbiotic relationships thrive in nature and business that at first may not be obvious, but they are there none-the-less. Could it bethat in business and in nature, the rule isn’t so much “survival of the fittest” but “survival of the givest?” Meaning that to have a symbiotic relationship with another entity, be it another company or a plant, animal, or fungus, one must give first. All symbiotic relationships begin with giving, and giving requires trust and faith - two traits the majority of modern business leaders consider weaknesses of naïve idealist revolutionaries. I’m going to suggest that those prejudices are unfounded and are based in ignorance of what truly makes life go round.
“We are symbionts on a symbiotic planet, and if we care to, we find symbiosis everywhere.” This was said by Lynn Margulis, an internationally acclaimed botanist and ecologist. Dr. Vincent Muli Kituku, a famous business strategist once said that “your ability to thrive in your professional endeavors, at all times depends on how healthy your associations are. Your growth also means more benefits for your partners, whether employers or associates with whom you exchange ideas, services or products.”
Take the example of a bird eating ticks off a rhino’s back. The bird needs the rhino to provide food, the rhino needs the bird to rid it of ticks. Take the example of two outdoor adventur companies providing different services. Say one provides hiking tours in the Grand Canyon and the other provides rafting trips. They may appear to be in competition, but the truth is they are both bringing people to the Canyon. They are both dependent on the success of the tourism industry, and it will be difficult for one to survive without the other.
So my challenge for you is to explore your paradigm - is it competition-oriented or is it cooperation-oriented? And regardless to begin to look for symbiotic relationships. I’m going to suggest that your success in business is in direct proportion to the number of and quality of symbiotic relationships you have developed. It may be a survival of the fittest world, but we’re all more fit when we work together.
Sep 14 2008
Famous Leadership Quotes - How to Use Leadership Quotes to Be a Successful Leader
Several famous leadership quotes can inspire and motivate you to aim for something that is beyond anything you ever thought possible. Here are a few famous leadership quotes you can ponder on, and some great ways to apply them in real life.
Leadership Quote # 1 - “The best teacher is the one who suggests rather than dogmatizes, and inspires his listener with the wish to teach himself. - Edward G. Bulwer-Lytton”
Essential to becoming an effective leader is being able to consider the opinion and insight of your subordinates. Although a leader should establish bureaucracy, there must be freedom within the organizational structure to keep ideas free flowing.
Leadership Quote # 2 - “Don’t tell people how to do things, tell them what to do and let them surprise you with their results. - George S. Patton”
Effective leaders don’t merely instruct. Instead, they delegate tasks to their staff or crew according to their skill, and they trust their team members to do the job well.
When you have confidence in your people’s ability, this will challenge them to live up to your standards and aim to do better.
Leadership Quote # 3 - “The very essence of leadership is that you have to have vision. You can’t blow an uncertain trumpet. - Theodore M. Hesburgh”
This is one of my favorite famous leadership quotes. Success lies in your ability to create objectives and goals. Only then can you determine the steps to take in order to get there. Hence, you will also be able to plan what actions to take in case you experience difficulties along the way.
Leadership Quote # 4 - “I not only use all the brains that I have, but all that I can borrow.” - Woodrow Wilson”
Successful leaders not only rely on their own knowledge, but they make an effort to learn new ideas and leverage from other people’s skills to improve their team’s chances of success.
Leadership Quote # 5 - “The bravest are surely those who have the clearest vision of what is before them, glory and danger alike, and yet notwithstanding, go out and meet it.” - Thucydides”
Leaders need to recognize the risks involved, but should not be afraid to make big decisions. They must pursue their mission with relentless determination. Only when you realize your vision and act on it will you reap the rewards of your hard work.
You can apply these famous leadership quotes towards your aim for greatness.
By Michael Lee
Michael LeeLevel: PlatinumMichael Lee is a master persuader, professional copywriter, self-improvement expert, and author of “How To Be An Expert Persuader… In 20 Days or Less.” His … …
Discover how to possess persuasively leadership skills and ethically use mind control techniques to influence anyone to your way of thinking. Get your FREE course that reveals groundbreaking persuasion secrets at http://www.20daypersuasion.com/secrets.htm
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