Competent Leadership Quotes

Trust is equal parts character and competence... You can look at any leadership failure, and it's always a failure of one or the other.

An intelligent woman is a goldmine! She has the ability to learn, reason and understand things better and faster than her contemporaries. She is competent, alert and can reason out stuffs easily.

One competent go-getter is worth One Hundred incompetent do-nothings. - Kailin Gow, On Hiring a Winning Team

Don’t blame others. it won’t make you a better person.

Preparation breeds professionalism, and professionalism enhances leadership competencies.

Under a good administration, the Nile gains on the desert. Under a bad one, the desert gains on the Nile.

Don’t set your own goals by what other people make important.

Greatness means setting out to make some difference somewhere to someone in someplace.

Becoming a great leader doesn’t mean being perfect. it means living with your imperfections.

Many people spend more time looking at their failures than focusing on their successes.

I am simply competent... Not a leader except when leadership is lacking.

Do not allow your inner doubts to keep you from achieving what you can do.

good leadership means leading the way, not hectoring other people to do things your way. Bullying, bickering and competing for dominance are, event in a low-risk situation, excellent ways to destroy morale and diminish productivity.

Every organisation, not just business, needs 1 core competence: Tactical execution

When you walk in distinction, you don’t compete with anyone but competition wants to compete with you.

recent IBM poll of fifteen hundred CEOs identified creativity as the number-one “leadership competency” of the future.

When you become self aware, you know your uniqueness, strengths, and limitations too. You become easy to work with others. You also avoid competing with others unhealthily.

There’s no such thing as “sustaining” leadership; it must be reinvented again and again.

By choosing to innovate instead of compete, Apple successfully captured a leadership share of a very competitive market.

Just like competence and performance, good performers are not necessarily the best of leaders.

Focus on how far you have come in life rather than looking at the accomplishments of others.

Be a creator not an imitator, competitor, or pretender. Real success happens when you create, collaborate, and dominate.

For myself the delay may be compared with a reprieve; for in confidence I assure you, with the world it would obtain little credit that my movements to the chair of Government will be accompanied by feelings not unlike those of a culprit who is going to the place of his execution: so unwilling am I, in the evening of a life nearly consumed in public cares, to quit a peaceful abode for an Ocean of difficulties, without that competency of political skill, abilities and inclination which is necessary to manage the helm.

The specialty in all life is expecting the exception, while ignorant of real acceptance, until unexpectedly you re-witness your own ignorance to 'be' the cause that awakens others. One does not do this yesterday, or today. You do this with expressing honesty everyday.

My selection process is based on “three Cs”: first character, then competence, and finally chemistry with me and with the rest of the team. Character. Competence. Chemistry.

Competency is more valued than seniority; knowledge is more useful than status.

Confidence believes you are able. Competence knows you are able.

Within each of us are two competing sides, a polarity of character. Only one leads to greatness.

Self-assurance reassures others and reassures yourself.

When your intuition is strong, follow it.

A society punishing a boy for stealing because he is otherwise unable to feed himself, would be hypocritical if not also blaming the instrument for not being tuned.

(1) He must be competent, (2) he must exercise good judgment, and (3) he must have character. By itself, competence is meaningless without character and good judgment. If

Competence is an ability; confidence is the belief in that ability.

People want to feel that you can lead them to victory. And often times that is a measure of competence - people are looking for cues, signs, indications, and proof of your level of competence.

What is the next thing you need for leadership? It is the ability to make up your mind to make a decision and accept full responsibility for that decision. Have you ever wondered why people do not make a decision? The answer is quite simple. It is because they lack professional competence, or they are worried that their decision may be wrong and they will have to carry the can. Ladies and Gentlemen, according to the law of averages, if you take ten decisions, five ought to be right. If you have professional knowledge and professional competence, nine will be right, and the one that might not be correct will probably be put right by a subordinate officer or a colleague. But if you do not take a decision, you are doing something wrong. An act of omission is much worse than an act of commission. An act of commission can be put right. An act of omission cannot.

The ability to establish, grow, extend, and restore trust with all stakeholders—customers, business partners, investors, and coworkers—is the key leadership competency of the new global economy.

What are the attributes of leadership? The first, the primary, indeed the cardinal attribute of leadership is professional knowledge and professional competence. Now you will agree with me that you cannot be born with professional knowledge and professional competence even if you are a child of Prime Minister, or the son of an industrialist, or the progeny of a Field Marshal. Professional knowledge and professional competence have to be acquired by hard work and by constant study. In this fast- moving technologically developing world, you can never acquire sufficient professional knowledge.

Imagine if all the car makers in the world were to sit down together to design one extremely simple, embellishment-free, functional car that was made from the most environmentally-sustainable materials, how cheap to buy and humanity-and-Earth-considerate that vehicle would be. And imagine all the money that would be saved by not having different car makers duplicating their efforts, competing and trying to out-sell each other, and overall how much time that would liberate for all those people involved in the car industry to help those less fortunate and suffering in the world. Likewise, imagine when each house is no longer designed to make an individualised, ego-reinforcing, status-symbol statement for its owners and all houses are constructed in a functionally satisfactory, simple way, how much energy, labour, time and expense will be freed up to care for the wellbeing of the less fortunate and the planet.

Military leadership is a journey, not a destination. It is continually challenged, and must continually prove it self anew against fresh obstacles. Sometimes those obstacles are external events. Other times they are the doubts of those being led. Still other times they are a result of the leaders's own failures and shortcomings. Political power and influence are different. Once certain levels have been reached, there is no need to prove leadership or competence. A person with such power is accustomed to having every word carefully considere, and every whim treated as an order. And all who recognize that power know to bow to it. A few have the courage or the foolishness to resist. Some succeed in standing firm against the storm. More often, they find their paths yet again turned form their hopes for goal.

Don’t strive to be a well-rounded leader. Instead, discover your zone and stay there. Then delegate everything else. Admitting a weakness is a sign of strength. Acknowledging weakness doesn’t make a leader less effective. Everybody in your organization benefits when you delegate responsibilities that fall outside your core competency. Thoughtful delegation will allow someone else in your organization to shine. Your weakness is someone’s opportunity. Leadership is not always about getting things done “right.” Leadership is about getting things done through other people. The people who follow us are exactly where we have led them. If there is no one to whom we can delegate, it is our own fault. As a leader, gifted by God to do a few things well, it is not right for you to attempt to do everything. Upgrade your performance by playing to your strengths and delegating your weaknesses. There are many things I can do, but I have to narrow it down to the one thing I must do. The secret of concentration is elimination. Devoting a little of yourself to everything means committing a great deal of yourself to nothing. My competence in these areas defines my success as a pastor. A sixty-hour workweek will not compensate for a poorly delivered sermon. People don’t show up on Sunday morning because I am a good pastor (leader, shepherd, counselor). In my world, it is my communication skills that make the difference. So that is where I focus my time. To develop a competent team, help the leaders in your organization discover their leadership competencies and delegate accordingly. Once you step outside your zone, don’t attempt to lead. Follow. The less you do, the more you will accomplish. Only those leaders who act boldly in times of crisis and change are willingly followed. Accepting the status quo is the equivalent of accepting a death sentence. Where there’s no progress, there’s no growth. If there’s no growth, there’s no life. Environments void of change are eventually void of life. So leaders find themselves in the precarious and often career-jeopardizing position of being the one to draw attention to the need for change. Consequently, courage is a nonnegotiable quality for the next generation leader. The leader is the one who has the courage to act on what he sees. A leader is someone who has the courage to say publicly what everybody else is whispering privately. It is not his insight that sets the leader apart from the crowd. It is his courage to act on what he sees, to speak up when everyone else is silent. Next generation leaders are those who would rather challenge what needs to change and pay the price than remain silent and die on the inside. The first person to step out in a new direction is viewed as the leader. And being the first to step out requires courage. In this way, courage establishes leadership. Leadership requires the courage to walk in the dark. The darkness is the uncertainty that always accompanies change. The mystery of whether or not a new enterprise will pan out. The reservation everyone initially feels when a new idea is introduced. The risk of being wrong. Many who lack the courage to forge ahead alone yearn for someone to take the first step, to go first, to show the way. It could be argued that the dark provides the optimal context for leadership. After all, if the pathway to the future were well lit, it would be crowded. Fear has kept many would-be leaders on the sidelines, while good opportunities paraded by. They didn’t lack insight. They lacked courage. Leaders are not always the first to see the need for change, but they are the first to act. Leadership is about moving boldly into the future in spite of uncertainty and risk. You can’t lead without taking risk. You won’t take risk without courage. Courage is essential to leadership.

But for a younger generation of conservative operatives who would soon rise to power... They were true believers who meant what they said, whether it was 'No New Taxes' or 'We are a Christian Nation.' In fact, with their rigid doctrines, slash-and-burn style, and exaggerated sense of having been aggrieved, this new conservative leadership was eerily reminiscent of some of the New Left's leaders during the sixties. As with their left-wing counterparts, this new vanguard of the right viewed politics as a contest not just between competing policy visions, but between good and evil. Activists in both parties began developing litmus tests, checklists of orthodoxy, leaving a Democrat who questioned abortion increasingly lonely, any Republican who championed gun control effectively marooned. In this Manichean struggle, compromise came to look like weakness, to be punished or purged. You were with us or you were against us. You had to choose sides.

When you listen to people, they feel valued. A 2003 study from Lund University in Sweden finds that “mundane, almost trivial” things like listening and chatting with employees are important aspects of successful leadership, because “people feel more respected, visible and less anonymous, and included in teamwork.”10 And a 2016 paper finds that this form of “respectful inquiry,” where the leader asks open questions and listens attentively to the response, is effective because it heightens the “follower’s” feelings of competence (feeling challenged and experiencing mastery), relatedness (feeling of belonging), and autonomy (feeling in control and having options). Those three factors are sort of the holy trinity of the self-determination theory of human motivation, originally developed by Edward L. Deci and Richard M. Ryan.11

In (hyper-loyal) cultures, loyalty is so highly prized that it covers a multitude of leadership sins. I’ve seen numerous bad leaders cover their ineptitude by stressing the importance of loyalty over competence. They teach that loyalty is more important than excellence and they use that idea to distract the team from their own inability to perform.

build two types of trust: trust based on competence and trust based on motive.

Competence comes when successful outcomes are produced by values-driven, purposeful behaviors.

Individuals who are obsessed with competing with themselves alone don't have time to compete with others and, most importantly, to judge others...

An outcast has all possibilities of greatness.. Rejected, he has nothing to lose while using his talents.. Competing with his own talents and only against himself...

Utilizing a nonlinear approach and companion competencies makes it possible for people to move from good performance to great.

Speaking the unspeakable. As a leader, you need to not just listen to what’s being said, but more importantly, what's not being said.

People will not be committed to your leadership unless they can trust you as a competent professional and respect you as a person of good character.

When leaders lack expertise, nothing else works

Don’t let any situation intimidate you, defeat you, or conquer you. you are stronger and smarter than anything that challenges you.

A High Performance team requires people with High Performance Mindsets, with relevant competence, committed and balanced communication, to a meaningful and challenging goal.

Intuition is a sense of knowing how to act decisively without needing to know why.

The teams that compete at the highest level love the thrill of the contest. They may have winning in their heads, but they have a love for the effort and struggle in their hearts.

Based on your perceived level of competence, people will make a determination as to whether you are worthy of following or not.

There are nine key elements to business leadership – authenticity, vision, standards, teamwork, magnetism, victory, competence, love, and influence.

Its an honour to be women. Develop women not divide. Compliment not compete. Promote not pull down. Let's work together

Great leadership has more to do with character, courage, and conviction than it does with specific skills or competencies.

The boards as top leadership team can no longer avoid, delegate, or ignore the need for technical competency among their ranks.

How does one build bridges of trust with another? By paying attention to communication, commitment, competence, and character. Pay

Most of all I vowed that my followers would learn more from my own example than from any legal code or set of regulations. As important to the people as written laws may be, the leader serves as a living law. He not only acts as a competent guide but also functions as a wise judge, detecting and punishing those who fail to serve the people with justice and honesty.

One of the best ways to achieve clarity is to answer, in no uncertain terms, a series of basic questions pertaining to the organization: Why does the organization exist, and what difference does it make in the world? What behavioral values are irreplaceable and fundamental? What business are we in, and against whom do we compete? How does our approach differ from that of our competition? What are our goals this month, this quarter, this year, next year, five years from now? Who has to do what for us to achieve our goals this month, this quarter, this year, next year, five years from now?

It’s time that women participate in the management of this pathetic world on terms equal to men. Often women in power behave like hard men because it’s been the only way they could compete and command, but when we reach a critical number of women in positions of power and leadership we will tip the balance toward a more just and egalitarian civilization. More than forty years ago Bella Abzug, the famous activist and congresswoman from New York, summarized the above in one sentence: “In the twenty-first century women will change the nature of power instead of power changing the nature of women.

Where there is no rest there is energy. Where there is no disruption there is normality. Where there is no profit there is bankruptcy. Where there is no gain there is insolvency. Where there is no injury there is safety. Where there is no team there is individuality. Where there is no hindrance there is opportunity. Where there is no injury there is safety. Where there is no sense there is inefficiency. Where there is no failiure there is competency. Where there is no decline there is industry. Where there is no strength there is infirmity. Where there is no idleness there is activity. Where there is no weakness there is intensity. Where there is no failiure there is industry. Where there is no leadership there is anarchy. Where there is no repetition there is originality. Where there is no increase there is deficiency. Where there is no ignorance there is capacity. Where there is no impotence there is ability. Where there is no falseness there is authenticity. Where there is no excellence there is mediocrity. Where there is no mistake there is quality. Where there is no amatuer there is ingenuity. Where there is no error there is mastery. Where there is no defect there is virtuosity.

The lesson: good leadership means leading the way, not hectoring other people to do things your way. Bullying, bickering and competing for dominance are, even in a low-risk situation, excellent ways to destroy morale and diminish productivity.

When women display the necessary confidence in their skills and comfort with power, they run the risk of being regarded as ‘competent but cold’: the bitch, the ice queen, the iron maiden, the ballbuster, the battle axe, the dragon lady … The sheer number of synonyms is telling. Put bluntly, we don’t like the look of self-promotion and power on a woman. In experimental studies, women who behave in an agentic fashion experience backlash: they are rated as less socially skilled, and thus less hireable for jobs that require people skills as well as competence than are men who behave in an identical fashion. And yet if women don’t show confidence, ambition and competitiveness then evaluators may use gender stereotypes to fill in the gaps, and assume that these are important qualities she lacks. Thus, the alternative to being competent but cold is to be regarded as ‘nice but incompetent’.15 This catch-22 positions women who seek leadership roles on a ‘tightrope of impression management’.16

Another approach is actually to build the job around the person, to create a virtual job portfolio to match what he/she does best. Say you find a highly competent human being. Rather than asking the person to conform, you find appropriate things for that person to do. This permits a great deal of mobility within the organization, breaks up the traditional hierarchy, unlinks the rigid chain-of-command, and uncovers new functional slots. Such an idea is disturbing to First Tier entities, quite natural in Second Tier structures.

good leadership means leading the way, not hectoring other people to do things your way. Bullying, bickering and competing for dominance are, even in a low-risk situation, excellent ways to destroy morale and diminish productivity. A few NASA teams have in fact come somewhat unglued

Times are changing, and we must change with them. The twenty-first-century church does and will continually face radical change and much uncertainity with undefined problems that require organizatonal models and leadership qualities and competencies far different from those that were successful in the twentieth century.

For very different reasons, shy and introverted people might choose to spend their days in behind-the-scenes pursuits like inventing, or researching, or holding the hands of the gravely ill—or in leadership positions they execute with quiet competence. These are not alpha roles, but the people who play them are role models all the same.

In successful transformations, the president, division general manager, or department head plus another five, fifteen, or fifty people with a commitment to improved performance pull together as a team. This group rarely includes all of the most senior people because some of them just won’t buy in, at least at first. But in the most successful cases, the coalition is always powerful—in terms of formal titles, information and expertise, reputations and relationships, and the capacity for leadership. Individuals alone, no matter how competent or charismatic, never have all the assets needed to overcome tradition and inertia except in very small organizations. Weak committees are usually even less effective.

Leadership Philosophy: Understand where we have been; focus on the present and plan for the future. Everything has a triangle which encompasses three major points. Discipline, Competence and Trust comprise the first triangle. Trust was the base of the triangle. We were expected to be able to look in the mirror, not out the window. Confidence and familiarity with even the smallest tasks established this. Competence was next. There was always an expectation to focus on the fundamentals, understand the psychology of war, and do the right thing. The final and most crucial ingredient was discipline; discipline in yourself and in your soldiers. To Lieutenant Colonel Bolduc, discipline was not about power, it was about the judicious use of authority and responsibility. Special Forces had a boatload of both.

One reason that people are often afraid to ask around for advice and input from others is because they believe that doing so means, or at least implies, that they're incompetent or don't know something that they should. These fears are misplaced. Studies show that people perceive those who seek advice as more competent than those who do not seek advice and this belief is even stronger when the task is difficult than when it is easy.

company needs to be able to articulate exactly what it does, whom it serves, and against whom it competes. Why? Because all employees should be made to feel like salespeople or ambassadors for the firm, and they cannot do this without a fundamental understanding of an organization’s business. More important, without this understanding, employees cannot connect their individual roles to the overall direction of the larger organization.

When we select leaders, we don’t usually pick the person with the strongest leadership skills. We frequently choose the person who talks the most. It’s called the babble effect. Research shows that groups promote the people who command the most airtime—regardless of their aptitude and expertise. We mistake confidence for competence, certainty for credibility, and quantity for quality. We get stuck following people who dominate the discussion instead of those who elevate it.

In the absence of moral leadership, there are just too many competing stories. For every call to become an activist for racial justice, there is a well-rehearsed message that says that activists are pushing too hard. For every chance to speak up against the casual racism White people so often hear from other White folks, there is a countervailing pressure not to rock the boat. If you want to believe that White people are the real victims in race relations and that the stereotypes of people of color as criminal and lazy are common sense rather than White supremacy tropes, there is a glide path to take you there. And when your life trajectory has taught you that the system works pretty ok if you do the right things, then its easy to wonder why whole groups of people can’t seem to do better for themselves. Whichever story you choose to believe, nobody wants to be the villain. So there is an available set of justifications as to why your view is morally right.

6. SELFISHNESS. The leader who claims all the honor for the work of his followers, is sure to be met by resentment. The really great leader CLAIMS NONE OF THE HONORS. He is contented to see the honors, when there are any, go to his followers, because he knows that most men will work harder for commendation and recognition than they will for money alone. 7. INTEMPERANCE. Followers do not respect an intemperate leader. Moreover, intemperance in any of its various forms, destroys the endurance and the vitality of all who indulge in it. 8. DISLOYALTY. Perhaps this should have come at the head of the list. The leader who is not loyal to his trust, and to his associates, those above him, and those below him, cannot long maintain his leadership. Disloyalty marks one as being less than the dust of the earth, and brings down on one's head the contempt he deserves. Lack of loyalty is one of the major causes of failure in every walk of life. 9. EMPHASIS OF THE "AUTHORITY" OF LEADERSHIP. The efficient leader leads by encouraging, and not by trying to instill fear in the hearts of his followers. The leader who tries to impress his followers with his "authority" comes within the category of leadership through FORCE. If a leader is a REAL LEADER, he will have no need to advertise that fact except by his conduct-his sympathy, understanding, fairness, and a demonstration that he knows his job. 10. EMPHASIS OF TITLE. The competent leader requires no "title" to give him the respect of his followers. The man who makes too much over his title generally has little else to emphasize. The doors to the office of the real leader are open to all who wish to enter, and his working quarters are free from formality or ostentation. These are among the more common of the causes of failure in leadership. Any one of these faults is sufficient to induce failure. Study the list carefully if you aspire to leadership, and make sure that you are free of these faults.

Building everything from the bottom up is just as bad as top-down. In its egalitarian, power-to-the-people enthusiasm, GREEN sometimes puts too much of its energy into the lowest echelons. Everybody gets a say, whether competent or not. Nobody's opinion carries more weight than anyone else's. When misapplied, this noble philosophy only leads to a pooling of ignorance and wasted time. The one or two people with real expertise are shouted down by know-nothings getting their share of consensus.

Hundreds of studies have shown that people overrate their health, leadership ability, intelligence, professional competence, sporting prowess, and managerial skills. People also hold the nonsensical belief that they are inherently lucky. Most people think they are more likely than the average person to attain a good first job, to have gifted children, and to live to a ripe old age. They also think that they are less likely than the average person to be the victim of an accident, crime, disease, depression, unwanted pregnancy, or earthquake. Why

As you become successful in your own field, your responsibilities may begin to change. Days become less and less about doing and more and more about making decisions. Such is the nature of leadership. This transition requires reevaluating and updating your identity. It requires a certain humility to put aside some of the more enjoyable or satisfying parts of your previous job. It means accepting that others might be more qualified or specialized in areas in which you considered yourself competent—or at least their time is better spent on them than yours.

In Drive, Daniel H. Pink is clear on the three drivers that actually motivate people: autonomy, mastery, and purpose. If someone is constantly on the receiving end of advice, with no option to share their own ideas, their autonomy and mastery certainly decline, and most likely their purpose too. Being told what to do—even with the best of intentions—signals that the advice-receiver is not really here for their ability to think, but only for their ability to implement someone else’s ideas. They certainly do not feel encouraged to bring their best self to work, to bring their creativity and commitment and competency, to assume leadership and try something new. If you lead these people, you now find yourself with an over-dependent team, a group that come to you for everything and seem to have traded in their self-sufficiency and autonomy.

one of the hottest topics today is ethics—ethics discussions, ethics curriculum, ethics training, codes of ethics. This book shows that while ethics is fundamentally important and necessary, it is absolutely insufficient. It shows that the so-called soft stuff is hard, measurable, and impacts everything else in relationships, organizations, markets, and societies. Financial success comes from success in the marketplace, and success in the marketplace comes from success in the workplace. The heart and soul of all of this is trust. This work goes far beyond not only my work, but also beyond anything I have read on the subject of trust. It goes beyond ethical behavior in leadership, beyond mere “compliance.” It goes deep into the real “intent” and agenda of a person’s heart, and then into the kind of “competence” that merits consistent public confidence.

Our entrenched cultural ideas associate men with leadership qualities and women with nurturing qualities and put women in a double bind,” she said. “We believe not only that women are nurturing, but that they should be nurturing above all else. When a woman does anything that signals she might not be nice first and foremost, it creates a negative impression and makes us uncomfortable.”7 If a woman is competent, she does not seem nice enough. If a woman seems really nice, she is considered more nice than competent. Since people want to hire and promote those who are both competent and nice, this creates a huge stumbling block for women. Acting in stereotypically feminine ways makes it difficult for women to reach for the same opportunities as men, but defying expectations and reaching for those opportunities leads to being judged as undeserving and selfish.

Gradually and reluctantly, however, I realized that the wrath directed at elitism has less to do with money than with populist, egalitarian scorn for the very kinds of intellectual distinction-making I hold most dear: respect and even deference toward leadership and position; esteem for accomplishment, especially when achieved through long labor and rigorous education; reverence for heritage, particularly in history, philosophy, and culture; commitment to rationalism and scientific investigation; upholding of objective standards; most important, the willingness to assert unyieldingly that one idea, contribution or attainment is better than another. The worst aspect of what gets called “political correctness” these days is the erosion of the intellectual confidence needed to sort out, and rank, competing values. It used to be that intellectual debate centered on the results of such assessment.

WHY PARADIGMS MATTER Ideas drive results. People's beliefs drive their actions. Actions that stem from a simple, complete and accurate paradigm result in personal fulfillment, harmonious relationships, and economic prosperity. Actions based on false, incomplete and inaccurate paradigms, however well intended or passionately defended, are the cause of widespread misery, suffering and deprivation. As detailed in Rethinking Survival: Getting to the Positive Paradigm of Change, a fatal information deficit explains the worldwide leadership deficit and related budget deficits. In a dangerous world where psychological and economic warfare compete with religious extremism and terrorism to undo thousands of years of incremental human progress, a healing balance is urgently needed. Restoring a simple, complete and accurate paradigm of leadership and relationships now could make the difference between human survival on the one hand, and the extinction of the human race (or the end of civilization as we know it), on the other. p. 7.

Knowing one’s emotions. Self-awareness—recognizing a feeling as it happens—is the keystone of emotional intelligence. As we will see in Chapter 4, the ability to monitor feelings from moment to moment is crucial to psychological insight and self-understanding. An inability to notice our true feelings leaves us at their mercy. People with greater certainty about their feelings are better pilots of their lives, having a surer sense of how they really feel about personal decisions from whom to marry to what job to take. 2. Managing emotions. Handling feelings so they are appropriate is an ability that builds on self-awareness. Chapter 5 will examine the capacity to soothe oneself, to shake off rampant anxiety, gloom, or irritability—and the consequences of failure at this basic emotional skill. People who are poor in this ability are constantly battling feelings of distress, while those who excel in it can bounce back far more quickly from life’s setbacks and upsets. 3. Motivating oneself. As Chapter 6 will show, marshaling emotions in the service of a goal is essential for paying attention, for self-motivation and mastery, and for creativity. Emotional self-control—delaying gratification and stifling impulsiveness—underlies accomplishment of every sort. And being able to get into the “flow” state enables outstanding performance of all kinds. People who have this skill tend to be more highly productive and effective in whatever they undertake. 4. Recognizing emotions in others. Empathy, another ability that builds on emotional self-awareness, is the fundamental “people skill.” Chapter 7 will investigate the roots of empathy, the social cost of being emotionally tone-deaf, and the reason empathy kindles altruism. People who are empathic are more attuned to the subtle social signals that indicate what others need or want. This makes them better at callings such as the caring professions, teaching, sales, and management. 5. Handling relationships. The art of relationships is, in large part, skill in managing emotions in others. Chapter 8 looks at social competence and incompetence, and the specific skills involved. These are the abilities that undergird popularity, leadership, and interpersonal effectiveness. People who excel in these skills do well at anything that relies on interacting smoothly with others; they are social stars.

The climate for relationships within an innovation group is shaped by the climate outside it. Having a negative instead of a positive culture can cost a company real money. During Seagate Technology’s troubled period in the mid-to-late 1990s, the company, a large manufacturer of disk drives for personal computers, had seven different design centers working on innovation, yet it had the lowest R&D productivity in the industry because the centers competed rather than cooperated. Attempts to bring them together merely led people to advocate for their own groups rather than find common ground. Not only did Seagate’s engineers and managers lack positive norms for group interaction, but they had the opposite in place: People who yelled in executive meetings received “Dog’s Head” awards for the worst conduct. Lack of product and process innovation was reflected in loss of market share, disgruntled customers, and declining sales. Seagate, with its dwindling PC sales and fading customer base, was threatening to become a commodity producer in a changing technology environment. Under a new CEO and COO, Steve Luczo and Bill Watkins, who operated as partners, Seagate developed new norms for how people should treat one another, starting with the executive group. Their raised consciousness led to a systemic process for forming and running “core teams” (cross-functional innovation groups), and Seagate employees were trained in common methodologies for team building, both in conventional training programs and through participation in difficult outdoor activities in New Zealand and other remote locations. To lead core teams, Seagate promoted people who were known for strong relationship skills above others with greater technical skills. Unlike the antagonistic committees convened during the years of decline, the core teams created dramatic process and product innovations that brought the company back to market leadership. The new Seagate was able to create innovations embedded in a wide range of new electronic devices, such as iPods and cell phones.

Business leadership is based on two elements: vision and technical competence. Top people in a given industry always embody at least one of those two elements. Sometimes, but rarely, they embody both of them. Simply put, vision is the ability to see what other people don’t. It’s a Ford executive named Lee Iacocca realizing that a market existed for an automobile that was both a racing car and a street vehicle—and coming up with the Mustang. It’s Steven Jobs realizing that computers needed to be sold in a single box, like a television sets, instead of piece by piece. About one hundred years ago, Walter Chrysler was a plant manager for a locomotive company. Then he decided to go into the car business, which was a hot new industry at the time. The trouble was, Walter Chrysler didn’t know a lot about cars, except that they were beginning to outnumber horses on the public roadways. To remedy this problem, Chrysler bought one of the Model T Fords that were becoming so popular. To learn how it worked, he took it apart and put it back together. Then, just to be sure he understood everything, he repeated this. Then, to be absolutely certain he knew what made a car work, he took it apart and put it together forty-eight more times, for a grand total of fifty. By the time he was finished, Chrysler not only had a vision of thousands of cars on American highways, he also had the mechanical details of those cars engraved in his consciousness. Perhaps you’ve seen the play called The Music Man. It’s about a fast-talking man who arrives in a small town with the intention of hugely upgrading a marching band. However, he can’t play any instruments, doesn’t know how to lead a band, and doesn’t really have any musical skills whatsoever. The Music Man is a comedy, but it’s not totally unrealistic. Some managers in the computer industry don’t know how to format a document. Some automobile executives could not change a tire. There was once even a vice president who couldn’t spell potato. It’s not a good idea to lack the fundamental technical skills of your industry, and it’s really not a good idea to get caught lacking them. So let’s see what you can do to avoid those problems.

Nature vs. nurture is part of this—and then there is what I think of as anti-nurturing—the ways we in a western/US context are socialized to work against respecting the emergent processes of the world and each other: We learn to disrespect Indigenous and direct ties to land. We learn to be quiet, polite, indirect, and submissive, not to disturb the status quo. We learn facts out of context of application in school. How will this history, science, math show up in our lives, in the work of growing community and home? We learn that tests and deadlines are the reasons to take action. This puts those with good short-term memories and a positive response to pressure in leadership positions, leading to urgency-based thinking, regardless of the circumstance. We learn to compete with each other in a scarcity-based economy that denies and destroys the abundant world we actually live in. We learn to deny our longings and our skills, and to do work that occupies our hours without inspiring our greatness. We learn to manipulate each other and sell things to each other, rather than learning to collaborate and evolve together. We learn that the natural world is to be manicured, controlled, or pillaged to support our consumerist lives. Even the natural lives of our bodies get medicated, pathologized, shaved or improved upon with cosmetic adjustments. We learn that factors beyond our control determine the quality of our lives—something as random as which skin, gender, sexuality, ability, nation, or belief system we are born into sets a path for survival and quality of life. In the United States specifically, though I see this most places I travel, we learn that we only have value if we can produce—only then do we earn food, home, health care, education. Similarly, we learn our organizations are only as successful as our fundraising results, whether the community impact is powerful or not. We learn as children to swallow our tears and any other inconvenient emotions, and as adults that translates into working through red flags, value differences, pain, and exhaustion. We learn to bond through gossip, venting, and destroying, rather than cultivating solutions together. Perhaps the most egregious thing we are taught is that we should just be really good at what’s already possible, to leave the impossible alone.

Performance measure. Throughout this book, the term performance measure refers to an indicator used by management to measure, report, and improve performance. Performance measures are classed as key result indicators, result indicators, performance indicators, or key performance indicators. Critical success factors (CSFs). CSFs are the list of issues or aspects of organizational performance that determine ongoing health, vitality, and wellbeing. Normally there are between five and eight CSFs in any organization. Success factors. A list of 30 or so issues or aspects of organizational performance that management knows are important in order to perform well in any given sector/ industry. Some of these success factors are much more important; these are known as critical success factors. Balanced scorecard. A term first introduced by Kaplan and Norton describing how you need to measure performance in a more holistic way. You need to see an organization’s performance in a number of different perspectives. For the purposes of this book, there are six perspectives in a balanced scorecard (see Exhibit 1.7). Oracles and young guns. In an organization, oracles are those gray-haired individuals who have seen it all before. They are often considered to be slow, ponderous, and, quite frankly, a nuisance by the new management. Often they are retired early or made redundant only to be rehired as contractors at twice their previous salary when management realizes they have lost too much institutional knowledge. Their considered pace is often a reflection that they can see that an exercise is futile because it has failed twice before. The young guns are fearless and precocious leaders of the future who are not afraid to go where angels fear to tread. These staff members have not yet achieved management positions. The mixing of the oracles and young guns during a KPI project benefits both parties and the organization. The young guns learn much and the oracles rediscover their energy being around these live wires. Empowerment. For the purposes of this book, empowerment is an outcome of a process that matches competencies, skills, and motivations with the required level of autonomy and responsibility in the workplace. Senior management team (SMT). The team comprised of the CEO and all direct reports. Better practice. The efficient and effective way management and staff undertake business activities in all key processes: leadership, planning, customers, suppliers, community relations, production and supply of products and services, employee wellbeing, and so forth. Best practice. A commonly misused term, especially because what is best practice for one organization may not be best practice for another, albeit they are in the same sector. Best practice is where better practices, when effectively linked together, lead to sustainable world-class outcomes in quality, customer service, flexibility, timeliness, innovation, cost, and competitiveness. Best-practice organizations commonly use the latest time-saving technologies, always focus on the 80/20, are members of quality management and continuous improvement professional bodies, and utilize benchmarking. Exhibit 1.10 shows the contents of the toolkit used by best-practice organizations to achieve world-class performance. EXHIBIT 1.10 Best-Practice Toolkit Benchmarking. An ongoing, systematic process to search for international better practices, compare against them, and then introduce them, modified where necessary, into your organization. Benchmarking may be focused on products, services, business practices, and processes of recognized leading organizations.

Leadership has mostly been studied in the context of armies (military leadership), nations (political leadership) and business (corporate leadership), with good reason. Fine leadership – by which we mean competent and moral, since one can be an effective, but morally bankrupt, leader – in these realms can win wars, defeat evil and create lasting prosperity, stability and happiness. Since these are desirable outcomes, it is natural to strive to understand and emulate effective leadership.

According to research by Korn/Ferry International, “Learning agility is a leading predictor of leadership success today—more reliable than IQ, EQ [emotional intelligence] or even leadership competencies.

Dye, C. F., & Garman, A. N. (2006). Exceptional leadership: 16 critical competencies for healthcare executives. Chicago, IL: Health Administration Press. Freshman, B., & Rubino, L. (2002).

LEADERSHIP ABILITIES Some competencies are relevant (though not sufficient) when evaluating senior manager candidates. While each job and organization is different, the best leaders have, in some measure, eight abilities. 1 STRATEGIC ORIENTATION The capacity to engage in broad, complex analytical and conceptual thinking 2 MARKET INSIGHT A strong understanding of the market and how it affects the business 3 RESULTS ORIENTATION A commitment to demonstrably improving key business metrics 4 CUSTOMER IMPACT A passion for serving the customer 5 COLLABORATION AND INFLUENCE An ability to work effectively with peers or partners, including those not in the line of command 6 ORGANIZATIONAL DEVELOPMENT A drive to improve the company by attracting and developing top talent 7 TEAM LEADERSHIP Success in focusing, aligning, and building effective groups 8 CHANGE LEADERSHIP The capacity to transform and align an organization around a new goal You should assess these abilities through interviews and reference checks, in the same way you would evaluate potential, aiming to confirm that the candidate has displayed them in the past, under similar circumstances.

Only the king that has succeeded in subduing his senses is competent to resist his foes.

circuitry. Studies of neurological patients with damaged prefrontal–limbic circuitry confirm that their cognitive capacities may remain intact, while their emotional intelligence abilities are impaired. 11 This neurological fact clearly separates these competencies from purely cognitive abilities like intelligence, technical knowledge, or business expertise, which reside in the neocortex alone. Biologically speaking, then, the art of resonant leadership interweaves our intellect and our emotions. Of course, leaders need the prerequisite business acumen and thinking skills to be decisive. But if they try to lead solely from intellect, they’ll miss a crucial piece of the equation. Take, for example, the new CEO of a global company who tried to change strategic directions. He failed, and was fired after just one year on the job. “He thought he could

Almost seventy-five percent of our leaders have come right out of Willow. These are people who have proven their character, competence, and chemistry fit while serving in volunteer positions within our ministry.

creativity is the single most important leadership competency

1. You must lead from the front. Always. 2. Speed is everything. There must be a sense of urgency. 3. Listen to the locals. They often know more than the Nobel Prize Laureates. 4. Don’t wait for federal agencies to tell you what to do ... tell them what you need. 5. Keep the public informed on the details. Do it early and often and without fanfare. Transparency inspires confidence. Confidence inspires cohesion. 6. Make quick decisions when plans fail. They will fail. As the saying goes, “No battle plan completely survives the first shot.” 7. Demand and expect excellence. There is no reason government cannot function in a competent manner. Refuse to accept failure. 8. Ignore the politics, focus on doing a good job. The main thing is to keep the main thing the main thing. If you do a good job, that will all take care of itself. If you don’t, there is no amount of PR that will help you. 9. Read the old playbook, then throw it out and get ready to improvise. 10. Hope for the best but prepare for the worst, immediately. Assume you are at the Alamo. If you end up attacking an ant hill with a sledge hammer ... that’s okay. But if you end up bringing a knife to a gun fight ... that’s a failure. If you prepare for war and peace breaks out, great! But if you prepare for peace and war breaks out, you’re in trouble!