Core Values Leadership Quotes

Focus on making choices to lead your life that aligns with your core values in the most purposeful way possible.

It is not until you change your identity to match your life blueprint that you will understand why everything in the past never worked.

If you compromise your core values, you go nowhere.

Your values create your internal compass that can navigate how you make decisions in your life. If you compromise your core values, you go nowhere.

Ethical leaders choose a higher loyalty to those core values over their own personal gain.

Core values serve as a lighthouse when the fog of life seems to leave you wandering in circles; when you encounter that moment where every decision is a tough one and no choice seems to clearly be the better choice.

Understand your purpose and the belief-energy. Belief energy is the core of leadership and success. Design your belief energy for higher purpose and values. Belief energy can inspire and motivate you and others. Articulate, communicate and radiate your positive belief energy.

Design your belief for higher purpose and values. Articulate and communicate your belief energy. Belief energy is the core of leadership and success. 

there are two core things that bring people value: 1) entertainment, and 2) utility.

Leading a grateful life should be more than a feeling and a habit. It should be our core value, which we should respect no matter what.

Your mission statement, vision statement, core values, and service standards provide a clear focus for all while keeping your team humble and hungry. It creates that family environment in which your employees enjoy coming to work and dealing with the challenges they face each day.

Policies come and go. Supreme Court justices come and go. But the core of our nation is our commitment to a set of shared values that began with George Washington—to restraint and integrity and balance and transparency and truth. If that slides away from us, only a fool would be consoled by a tax cut or a different immigration policy.

To integrate one’s experiences around a coherent and enduring sense of self lies at the core of creating a user’s guide to life.

Hard-core results come from igniting the massive power of emotional commitment. Are your people committed?

Be true to yourself-at the core of your leadership are your values and morals.

The single most important takeaway from Stage Four is that Tribal Leaders follow the core values of the tribe no matter what the cost.

I don't have TIME to beat 'about' the bush..I VALUE MY TIME, so I would rather get into the bush and find out what's happening..!

Every breakdown of core values first started with a small choice somebody thought didn't matter.

People act in ways to maximize their self-interest within a company, so create incentives that align employee's objectives with the organization's mission statement. Reward compliance with core values as much as profitability, especially in the face of competitive pressures.

Policies come and go. Supreme Court justices come and go. But the core of our nation is our commitment to a set of shared values that began with George Washington—to restraint and integrity and balance and transparency and truth. If that slides away from us, only a fool would be consoled by a tax cut or a different immigration policy. But I choose to be optimistic.

and in life. I’ve noticed that leadership is not a skill. It’s character. Successful, happy, and fulfilled people embody core values such as honor, courage, and commitment to personal excellence. Real leaders command from the heart. They’ve developed an ethical code that makes them both a good teammate and a good leader. When things go wrong, they look within and seek to be better people. Authentic leadership starts with knowing your stand—your purpose in life, against which you will measure all decisions.

Qualities such as honesty, determination, and a cheerful acceptance of stress, which can all be identified through probing questionnaires and interviews, may be more important to the company in the long run than one's college grade-point average or years of "related experience." Every business is only as good as the people it brings into the organization. The corporate trainer should feel his job is the most important in the company, because it is. Exalt seniority-publicly, shamelessly, and with enough fanfare to raise goosebumps on the flesh of the most cynical spectator. And, after the ceremony, there should be some sort of permanent display so that employees passing by are continuously reminded of their own achievements and the achievements of others. The manager must freely share his expertise-not only about company procedures and products and services but also with regard to the supervisory skills he has worked so hard to acquire. If his attitude is, "Let them go out and get their own MBAs," the personnel under his authority will never have the full benefit of his experience. Without it, they will perform at a lower standard than is possible, jeopardizing the manager's own success. Should a CEO proclaim that there is no higher calling than being an employee of his organization? Perhaps not-for fear of being misunderstood-but it's certainly all right to think it. In fact, a CEO who does not feel this way should look for another company to manage-one that actually does contribute toward a better life for all. Every corporate leader should communicate to his workforce that its efforts are important and that employees should be very proud of what they do-for the company, for themselves, and, literally, for the world. If any employee is embarrassed to tell his friends what he does for a living, there has been a failure of leadership at his workplace. Loyalty is not demanded; it is created. Why can't a CEO put out his own suggested reading list to reinforce the corporate vision and core values? An attractive display at every employee lounge of books to be freely borrowed, or purchased, will generate interest and participation. Of course, the program has to be purely voluntary, but many employees will wish to be conversant with the material others are talking about. The books will be another point of contact between individuals, who might find themselves conversing on topics other than the weekend football games. By simply distributing the list and displaying the books prominently, the CEO will set into motion a chain of events that can greatly benefit the workplace. For a very cost-effective investment, management will have yet another way to strengthen the corporate message. The very existence of many companies hangs not on the decisions of their visionary CEOs and energetic managers but on the behavior of its receptionists, retail clerks, delivery drivers, and service personnel. The manager must put himself and his people through progressively challenging courage-building experiences. He must make these a mandatory group experience, and he must lead the way. People who have confronted the fear of public speaking, and have learned to master it, find that their new confidence manifests itself in every other facet of the professional and personal lives. Managers who hold weekly meetings in which everyone takes on progressively more difficult speaking or presentation assignments will see personalities revolutionized before their eyes. Command from a forward position, which means from the thick of it. No soldier will ever be inspired to advance into a hail of bullets by orders phoned in on the radio from the safety of a remote command post; he is inspired to follow the officer in front of him. It is much more effective to get your personnel to follow you than to push them forward from behind a desk. The more important the mission, the more important it is to be at the front.

Ottawa, Ontario July 1, 2017 The Prime Minister, Justin Trudeau, today issued the following statement on Canada Day: Today, we celebrate the 150th anniversary of Confederation. We come together as Canadians to celebrate the achievements of our great country, reflect on our past and present, and look boldly toward our future. Canada’s story stretches back long before Confederation, to the first people who worked, loved, and built their lives here, and to those who came here centuries later in search of a better life for their families. In 1867, the vision of Sir George-Étienne Cartier and Sir John A. Macdonald, among others, gave rise to Confederation – an early union, and one of the moments that have come to define Canada. In the 150 years since, we have continued to grow and define ourselves as a country. We fought valiantly in two world wars, built the infrastructure that would connect us, and enshrined our dearest values – equality, diversity, freedom of the individual, and two official languages – in the Charter of Rights and Freedoms. These moments, and many others, shaped Canada into the extraordinary country it is today – prosperous, generous, and proud. At the heart of Canada’s story are millions of ordinary people doing extraordinary things. They exemplify what it means to be Canadian: ambitious aspirations, leadership driven by compassion, and the courage to dream boldly. Whether we were born here or have chosen Canada as our home, this is who we are. Ours is a land of Indigenous Peoples, settlers, and newcomers, and our diversity has always been at the core of our success. Canada’s history is built on countless instances of people uniting across their differences to work and thrive together. We express ourselves in French, English, and hundreds of other languages, we practice many faiths, we experience life through different cultures, and yet we are one country. Today, as has been the case for centuries, we are strong not in spite of our differences, but because of them. As we mark Canada 150, we also recognize that for many, today is not an occasion for celebration. Indigenous Peoples in this country have faced oppression for centuries. As a society, we must acknowledge and apologize for past wrongs, and chart a path forward for the next 150 years – one in which we continue to build our nation-to-nation, Inuit-Crown, and government-to-government relationship with the First Nations, Inuit, and Métis Nation. Our efforts toward reconciliation reflect a deep Canadian tradition – the belief that better is always possible. Our job now is to ensure every Canadian has a real and fair chance at success. We must create the right conditions so that the middle class, and those working hard to join it, can build a better life for themselves and their families. Great promise and responsibility await Canada. As we look ahead to the next 150 years, we will continue to rise to the most pressing challenges we face, climate change among the first ones. We will meet these challenges the way we always have – with hard work, determination, and hope. On the 150th anniversary of Confederation, we celebrate the millions of Canadians who have come together to make our country the strong, prosperous, and open place it is today. On behalf of the Government of Canada, I wish you and your loved ones a very happy Canada Day.

I am passionate about... Doing the impossible, taking on big challenges Creating new structures to achieve big results Solving problems, removing obstacles Getting the best out of people I really like ... Working with very bright people who have good values Working with companies that are respected or where respect can be created Building a culture that will succeed and be a place where people can grow and enjoy work My greatest contribution is ... Being able to do many different things well Accomplishing the mission, exceeding expectations Building an organization from scratch Saving the day—taking dire situations, fixing them, and turning them into winners I am particularly good at... Taking things that look like failures and making them into exceptional successes Developing people—getting them to be creative, committed, and accountable Getting the job done quickly with practical, interesting solutions I am known for ... Creative leadership Overcoming challenging obstacles Rising to the occasion Seeing the core issues, problems, solutions Getting to the heart of the matter quickly, and intuitively analyzing the situation I have exceptional ability to ... Devise straightforward solutions that are efficient and practical Take complex problems and quickly develop elegant solutions Create solutions that get the job done Exercise: Passions and Gifts (Downloadable) Now it �s your turn. Complete the following sentences. You may list multiple answers for each of the items below. Keep your responses focused on the career and work aspects of your life. I feel passionate about ... What I really like is... My greatest contribution is... I am particularly good at... I am known for... I have an exceptional ability to... Colleagues often ask for my help with... What motivates me most is... I would feel disappointed, frustrated, or sad if I couldn�t do...

I see many so-called conservative commentators, including some faith leaders, focusing on favorable policy initiatives or court appointments to justify their acceptance of this damage, while de-emphasizing the impact of this president on basic norms and ethics. That strikes me as both hypocritical and wrong. The hypocrisy is evident if you simply switch the names and imagine that a President Hillary Clinton had conducted herself in a similar fashion in office. I've said this earlier but it's worth repeating: close your eyes and imagine these same voices if President Hillary Clinton had told the FBI director, 'I hope you will let it go,' about the investigation of a senior aide, or told casual, easily disprovable lies nearly every day and then demanded we believe them. The hypocrisy is so thick as to be almost darkly funny. I say this as someone who has worked in law enforcement for most of my life, and served presidents of both parties. What is happening now is not normal. It is not fake news. It is not okay. Whatever your politics, it is wrong to dismiss the damage to the norms and traditions that have guided the presidency and our public life for decades or, in many cases, since the republic was founded. It is also wrong to stand idly by, or worse, to stay silent when you know better, while a president so brazenly seeks to undermine public confidence in law enforcement institutions that were established to keep our leaders in check...without these checks on our leaders, without those institutions vigorously standing against abuses of power, our country cannot sustain itself as a functioning democracy. I know there are men and women of good conscience in the United States Congress on both sides of the aisle who understand this. But not enough of them are speaking out. They must ask themselves to what, or to whom, they hold a higher loyalty: to partisan interests or to the pillars of democracy? Their silence is complicity - it is a choice - and somewhere deep down they must know that. Policies come and go. Supreme Court justices come and go. But the core of our nation is our commitment to a set of shared values that began with George Washington - to restraint and integrity and balance and transparency and truth. If that slides away from us, only a fool would be consoled by a tax cut or different immigration policy.

It’s not always so easy, it turns out, to identify your core personal projects. And it can be especially tough for introverts, who have spent so much of their lives conforming to extroverted norms that by the time they choose a career, or a calling, it feels perfectly normal to ignore their own preferences. They may be uncomfortable in law school or nursing school or in the marketing department, but no more so than they were back in middle school or summer camp. I, too, was once in this position. I enjoyed practicing corporate law, and for a while I convinced myself that I was an attorney at heart. I badly wanted to believe it, since I had already invested years in law school and on-the-job training, and much about Wall Street law was alluring. My colleagues were intellectual, kind, and considerate (mostly). I made a good living. I had an office on the forty-second floor of a skyscraper with views of the Statue of Liberty. I enjoyed the idea that I could flourish in such a high-powered environment. And I was pretty good at asking the “but” and “what if” questions that are central to the thought processes of most lawyers. It took me almost a decade to understand that the law was never my personal project, not even close. Today I can tell you unhesitatingly what is: my husband and sons; writing; promoting the values of this book. Once I realized this, I had to make a change. I look back on my years as a Wall Street lawyer as time spent in a foreign country. It was absorbing, it was exciting, and I got to meet a lot of interesting people whom I never would have known otherwise. But I was always an expatriate. Having spent so much time navigating my own career transition and counseling others through theirs, I have found that there are three key steps to identifying your own core personal projects. First, think back to what you loved to do when you were a child. How did you answer the question of what you wanted to be when you grew up? The specific answer you gave may have been off the mark, but the underlying impulse was not. If you wanted to be a fireman, what did a fireman mean to you? A good man who rescued people in distress? A daredevil? Or the simple pleasure of operating a truck? If you wanted to be a dancer, was it because you got to wear a costume, or because you craved applause, or was it the pure joy of twirling around at lightning speed? You may have known more about who you were then than you do now. Second, pay attention to the work you gravitate to. At my law firm I never once volunteered to take on an extra corporate legal assignment, but I did spend a lot of time doing pro bono work for a nonprofit women’s leadership organization. I also sat on several law firm committees dedicated to mentoring, training, and personal development for young lawyers in the firm. Now, as you can probably tell from this book, I am not the committee type. But the goals of those committees lit me up, so that’s what I did. Finally, pay attention to what you envy. Jealousy is an ugly emotion, but it tells the truth. You mostly envy those who have what you desire. I met my own envy after some of my former law school classmates got together and compared notes on alumni career tracks. They spoke with admiration and, yes, jealousy, of a classmate who argued regularly before the Supreme Court. At first I felt critical. More power to that classmate! I thought, congratulating myself on my magnanimity. Then I realized that my largesse came cheap, because I didn’t aspire to argue a case before the Supreme Court, or to any of the other accolades of lawyering. When I asked myself whom I did envy, the answer came back instantly. My college classmates who’d grown up to be writers or psychologists. Today I’m pursuing my own version of both those roles.

seminar on Intel strategy and operations. Resident professor: Dr. Andy Grove. In the space of an hour, Grove traced the company’s history, year by year. He summarized Intel’s core pursuits: a profit margin twice the industry norm, market leadership in any product line it entered, the creation of “challenging jobs” and “growth opportunities” for employees.* Fair enough, I thought, though I’d heard similar things at business school. Then he said something that left a lasting impression on me. He referenced his previous company, Fairchild, where he’d first met Noyce and Moore and went on to blaze a trail in silicon wafer research. Fairchild was the industry’s gold standard, but it had one great flaw: a lack of “achievement orientation.” “Expertise was very much valued there,” Andy explained. “That is why people got hired. That’s why people got promoted. Their effectiveness at translating that knowledge into actual results was kind of shrugged off.” At Intel, he went on, “we tend to be exactly the opposite. It almost doesn’t matter what you know. It’s what you can do with whatever you know or can acquire and actually accomplish [that] tends to be valued here.” Hence the company’s slogan: “Intel delivers.

When people talk about “a principle without which life wouldn’t be worth living” (which is our definition of a core value), they become excited and vibrant.

When I was interviewed to be president of Texas A&M, I told the search committee that if they were looking for someone to maintain the status quo, they had the wrong guy. “I don’t do maintenance,” I told them. My interest, I continued, was taking on the challenge of making a good institution better. I would be “an agent of change” while preserving the core values and traditions of the university. This was, I had discovered, my “core competency.” I loved all three institutions I led, but part of that love was the conviction that each could be better.

In the first year of its operations, HDFC Bank, which was actually a mere two and a half months old, recorded a deposit base of ₹642 crore, advances of ₹98 crore, investments of ₹221 crore and a profit of ₹80.20 lakh, after paying tax of ₹40.60 lakh. There was not much business to talk about and hence its first annual report spoke about the four core values the bank stood for—operational excellence, customer focus, product leadership and professional people. The report tried to tell shareholders and investors what the bank stood for rather than what it had done, as very little had been achieved so far.

Passage Five: From Business Manager to Group Manager This is another leadership passage that at first glance doesn’t seem overly arduous. The assumption is that if you can run one business successfully, you can do the same with two or more businesses. The flaw in this reasoning begins with what is valued at each leadership level. A business manager values the success of his own business. A group manager values the success of other people’s businesses. This is a critical distinction because some people only derive satisfaction when they’re the ones receiving the lion’s share of the credit. As you might imagine, a group manager who doesn’t value the success of others will fail to inspire and support the performance of the business managers who report to him. Or his actions might be dictated by his frustration; he’s convinced he could operate the various businesses better than any of his managers and wishes he could be doing so. In either instance, the leadership pipeline becomes clogged with business managers who aren’t operating at peak capacity because they’re not being properly supported or their authority is being usurped. This level also requires a critical shift in four skill sets. First, group managers must become proficient at evaluating strategy for capital allocation and deployment purposes. This is a sophisticated business skill that involves learning to ask the right questions, analyze the right data, and apply the right corporate perspective to understand which strategy has the greatest probability of success and therefore should be funded. The second skill cluster involves development of business managers. As part of this development, group managers need to know which of the function managers are ready to become business managers. Coaching new business managers is also an important role for this level. The third skill set has to do with portfolio strategy. This is quite different from business strategy and demands a perceptual shift. This is the first time managers have to ask these questions: Do I have the right collection of businesses? What businesses should be added, subtracted, or changed to position us properly and ensure current and future earnings? Fourth, group managers must become astute about assessing whether they have the right core capabilities. This means avoiding wishful thinking and instead taking a hard, objective look at their range of resources and making a judgment based on analysis and experience. Leadership becomes more holistic at this level. People may master the required skills, but they won’t perform at full leadership capacity if they don’t begin to see themselves as broad-gauged executives. By broad-gauged, we mean that managers need to factor in the complexities of running multiple businesses, thinking in terms of community, industry, government,

A total of 779 prisoners have been held at Guantánamo since the facility was opened on January 11, 2002. Of those, 8 have died and 637 have been released or transferred. This left 134 inmates at Guantánamo at the end of 2014, however the number is constantly changing and as of January 2015 the official number of inmates remaining at the Guantánamo detention center was 127. Of these 127 detainees, 55 have been cleared for repatriation and are listed as being eligible to be transferred out. Some of the restrictions regarding the transferring of these prisoners have now been lifted, so they may be sent back to their home countries, provided those countries agree and are able to keep an eye on them. There are still problems regarding some of the more aggressive prisoners from countries that do not want them back. However, recently five of them were sent to the countries of Georgia and Slovakia. Another six detainees were flown to Uruguay over the weekend of December 6, 2014. There still remains a hard core of prisoners left incarcerated at the prison, for whom no release date or destination is scheduled. It is speculated that eventually some of them will come to the United States to face a federal court. Clifford Sloan, the U.S. State Department’s special envoy was tasked with closing the prison, said, “We are very grateful to Uruguay for this important humanitarian action, and to President José “Pepe” Mujica, for his strong leadership in providing a home for individuals who cannot return to their own countries.” Sloan added, “This transfer is a major milestone in our efforts to close the facility.” The question now is what will happen next under the Trump Administration? Presently there are still 41 men left, 15 of which are considered high value detainees. Five were to be moved out to cooperating countries during the Obama Administration but things happened too slowly and unfortunately they remained at Guantánamo. As of now the Trump plans are unclear, other than him saying that he wants to keep the detention center open and “load it up with some bad dudes.” Assuming that this happens, it is certain to bring on international protests!

Before you can be a leader of others, you need to know clearly who you are and what your core values are. Once you know that, then you can give your voice to those values and feel comfortable sharing them with others.” Arpana

As a leader, to what extent do you: —— Establish, recognize, reward, and maintain accountability for goals that contribute to human benefit, so that the effects on other people are obvious? —— Emphasize and reinforce the core values of the individuals who work in the organization, so that congruence between what the organization accomplishes and what people value is transparent? —— Tie the outcomes of the work to an extended time frame, so that long-term benefits are clear? —— Ensure that contribution goals take precedence over acquisition or achievement goals for individuals in the organization?

Searching for a single great idea upon which to build success is time telling. Building an organization that can generate many great ideas is clock building. Our research showed that leaders who build enduring great companies make the shift from time telling to clock building. Clock builders create highly replicable recipes, extensive training programs, leadership-development pipelines, and tangible mechanisms to reinforce core values.

In the landscape of leadership, true value is not revealed in the conveniences of time, but through the resolute spirit that confronts hardship, where the core of worth outshines momentary ease!

Five core principles that center on responsibility will take company performance to a new level. They help corporate leaders expand their horizons, rethink their jobs, and reshape the role of their business in society. These attributes, fully embraced, separate the net positive companies from the merely well-run and well-meaning businesses: - Ownership of all impacts ans consequences, intended or not - Operating for the long-term benefit of business and society - Creating positive returns for all stakeholders - Driving shareholder values as a result, not a goal - Partnering to drive systemic change

The following fundamental principles are core to this standard: Strive to achieve excellence in strategic execution; Enhance transparency, responsibility, accountability, sustainability, and fairness; Balance portfolio value against overall risks; Ensure that investments in portfolio components are aligned with the organization's strategy; Obtain and maintain the sponsorship and engagement of senior management and key stakeholders; Exercise active and decisive leadership for the optimization of resource utilization; Foster a culture that embraces change and risk; and Navigate complexity to enable successful outcomes.

An organization that loses track of its core purpose, will dabble and wander till it fails. The periphery cannot be the core.

Designing a core value system is fundamental to organizational culture. It is top-down when it has to be executed.

a Visionary, you choose who works for you. As a leadership team member, you choose who works with you. Only choose people that have your Core Values.

Great, impactful companies are not focused on a three-to-five-year time horizon. When done right, they make investments in culture and community and brand and trust that have indefinite life to them. No investor will have an issue with an indefinite life; what is challenging is that the investments aren’t quick. They are persistent and require repeated doubling down. Trust and brand are not created in a year or two. They are created through repeated commitment to core values, a commitment that, if it is to be valuable and meaningful, is challenging. Often the most valuable and important investments in these things are made when performance is actually below target and the business is struggling. This is when real character is built, both with employees and with customers. The stories that come out of such investments persist over many years. And unfortunately, trust and brand can be damaged very quickly so constant, intentional focus from leadership is a must, regardless of how the business is performing.

True Leaders possess good core values and will align themselves with like thinking people to grow their leadership and prosper in Integrity~bns

values are critical to build great brands and great companies. 2.They must be continuously enforced to truly make it a part of your company culture. Why the need for values in an organization? Core values serve as critical guides for making decisions, and when in doubt, they cut through the fog like a beacon in the night. Identifying the core values that define your company is one of the more important functions of leadership. They can make or break your long-term success. But you also should know that gaps between your values and your actions can do more harm than good. In other words, if you talk about building a customer-first culture but fail to do so, you’ll lose the respect of your employees and your customers.

Take your mission and yourself very seriously. Stick to your schedule and keep time. Cut expenditure of time and money from non-core activities and redirect to those that give more value to the pursuit of your purpose. Never embark on your work or a project without a plan, even if it’s just a mental plan. Use the old carpenter’s rule – “Measure twice and cut once.” Do not leave room for substandard results.

When we say “new business designs,” we are referring to new kinds of products and services, business models, and industry models, as well as new ways of creating value for customers. “Blurring the digital and physical” means ending the traditionally clear boundary between the tangible world we live in and the virtual informational world, or “cyberspace,” typically thought of as existing inside computers. Perhaps we shouldn’t use “digital” in the definition because it’s a bit circular, but the word feels comfortable to people in a way that cyber and virtual don’t. Perhaps

If you went to bed last night as an industrial company, you are going to wake up in the morning as a software and analytics company. The notion that there’s a huge separation between the industrial world and the world of digitalization, analytics, and software— those days are over…. It’s about transitions and pivots and change; these things never happen in a moment or a day or a month but they sneak up on you and they happen suddenly and there are three changes that we are investing in that are important for our future. The first one’s the merger of physics and analytics…. The second big transition is that every customer in the industrial world now knows how to measure and value outcomes…. And the last thing is that it’s not just about GE, it’s about the extended enterprise.

True leaders don't look at just the outward appearances in the selection of team members, they look at one's core values and heart.

Behaviours and habits are therefore the end result of the entire value chain and cannot be changed in a sustainable manner by scratching the surface - you have to dig deeper. This is why jail time, threats and sanctions without appropriate rehabilitation programs will not change a person unless they embark on a personal journey/program to initiate the process of change from the inner core – how the programs in their brain are wired to influence their beliefs.

the U.S. Army's "seven core values" embody the very qualities contained in Paul's first letter to the church he had planted in Corinth: Leadership, Duty, Respect, Selfless Service, Honor, Integrity, and Personal Courage.

WOMEN..get the word 'Compromise' out of your lives..You are a 'Value Driver'..Be proud of that !

Have the courage to walk away from a fantastic deal, if the person on the other side is disprepectful or trying to pull a smart one on you.' Temptation should never rule a deal, the value should, fairplay should and acceptance on either side that the deal is being made for the value being created for both!

Core values live where identity and goals overlap—they touch into who you are at your depths and how you express what is important to you through your actions. Take the time to start identifying what you value and communicate that and your company’s values through all levels of your organization.

Take time for yourself to find out who you are at the core. Knowing who you are apart from a group will make you even more effective in front of a group.

Horizon 2: Areas of focus and accountability—The segments of our life and work that we need to maintain, to ensure stability and health of ourselves and our enterprises (e.g., health, finances, customer service, strategic planning, family, career) Horizon 3: Goals and objectives—The mid- to longer-term outcomes to accomplish (usually within three to twenty-four months); e.g., “Finalize acquisition of Acme Consulting,” “Establish profitable online version of our leadership training course,” “Get Maria’s college plans finalized” Horizon 4: Vision—Long-term desired outcomes; ideal scenarios of wild success (e.g., “Publish my memoir,” “Take the company public,” “Have a vacation home in Provence”) Horizon 5: Purpose, principles—Ultimate intention, raison d’être, and core values of a person or enterprise (e.g., “To serve the growth of our community in ways that sustainably provide the greatest good for the greatest number of our citizens”)

We developed a belief, based on our research of three hundred thousand people, that a person’s strengths are at the very base of it all. We believe any individual can be extremely valuable or even has a shot at being a world leader if they will pull it off using their own strengths instead of trying to become a Jack Welch or a Ted Turner,” Clifton argues. The core value we heard in his statement is “potential,” and everything the organization has done is based on unlocking it—in individuals, clients, and even the entire world.

The core of leadership is understanding what makes an effective leader, which is built on traits, behaviors, values, motivation, and experiences

Steve Kerr’s Keys to Success 1. Working to create a strong team not only makes the team better, it also make you better. 2. Learn all you can from the people who are you life. 3. Use all of the opportunities you have to seek out additional knowledge, even if it doesn’t apply to your current responsibilities. 4.  Create detailed plans about how you will tackle new jobs. Develop your management philosophy before you become a manager. 5.  Every organization needs to have a set of core values. 6. Adjust to the resources and players you have. Use their skills and personalities to your advantage.

When you’re inspired, you become inspiring.” “Before building walls, build a foundation, make sure it’s solid and that it remains solid.” “Never limit your ambitions.” “If you want to shine like a star, care to make others shine like stars.” “Someone’s respect for the environment will likely reflect his truest respect for others.” “Learn to recognize and celebrate your personal milestones. It will trigger positive emotions in you.” “Make peace with your past. You’ll emotionally be more positive. You’ll improve your wisdom. You’re inner sweetness will breathe out more efficiently.” “When you emotionally manage the fact that perfection does not exist and only reaching excellence does, your inner sweetness will breathe efficiently.” “We all have emotional batteries. We are all energy. Your positive energy can help someone else recharge.” “Humans are responsible for nearly all problems and are the solution for everything - Be positively, the solution!” “Be careful what you tolerate in your company, you are teaching levels of the pyramid how to treat your business Culture and Core Values.” “Raising your voice is not an argument.” “Feed positively your roots. As a result, your inner sweetness will breathe efficiently thru your shell.” “Authenticity in the workplace is not define as making yourself difficult to manage – Be positively authentic!” “Be positively the influencer, not the follower.” “Biases can trick us as humans and have a negative impact on our emotions – Be positively curious!” “Never make someone emotionally pay the price because of how you were not able to manage positively your own emotions.” “If you want your team to improve their technical skills, make sure to improve your interpersonal skills first.” “Beware of the individualism culture. If you are in a people management/leadership position, remember the following: IT’S NOT ABOUT YOU!” “Like the roots of a human’s mind, feed social media positively. It will feed a large scale of humans mind!” “Like an upside-down pineapple fruit, the inner sweetness of a company becomes sweeter when you flip upside down the position level pyramid!” “Do not wait for someone to harvest you. Build your own path!” “A leader should trigger positive emotions and it all starts with you!” “Earth is more beautiful than we think – Imagine how splendid it would be if we were all interacting positively on it!” Communication becomes efficient when it’s done we positive emotions – Be positively curious!” “Having excuses for everything is the roadblock of self-awareness and inner growth” “Don’t limit your challenges – rather – Challenge your limits!” “The higher the position level you’re ambitious to reach, the less about you it should be. In life, you’re already at the top, therefore, it starts with you because it is not about you!” “I’m realistically optimistic!” “The pineapple - from all fruits – looks authentic. The great thing about it is no matter its shape – size - high – and color, one thing remains the same: Its inner sweetness! A pineapple = a pineapple. A pineapple = a human” “Often, what we think we know - what we think is - and what we think should are our biggest obstacles in life. Be positively curious!” “Being curious is best practice – Be positive curious, meaning, with positive emotions. Your inner sweetness will be felt with this approach” “Keep it sweet with yourself, not everything is suited for everyone!” “The art of managing with discipline emotional challenges and a sign of a mental strength is when many appreciate what you do in the shadow and in silence, and you still do more than expected.” “Beware of the time is money mindset blind spots, respectful interactions and good social etiquettes are not to be served like an American fast food!” “Look and listen without biases – Be positively curious!

When you’re inspired, you become inspiring.” “Before building walls, build a foundation, make sure it’s solid and that it remains solid.” “Never limit your ambitions.” “If you want to shine like a star, care to make others shine like stars.” “Someone’s respect for the environment will likely reflect his truest respect for others.” “Learn to recognize and celebrate your personal milestones. It will trigger positive emotions in you.” “Make peace with your past. You’ll emotionally be more positive. You’ll improve your wisdom. You’re inner sweetness will breathe out more efficiently.” “When you emotionally manage the fact that perfection does not exist and only reaching excellence does, your inner sweetness will breathe efficiently.” “We all have emotional batteries. We are all energy. Your positive energy can help someone else recharge.” “Humans are responsible for nearly all problems and are the solution for everything - Be positively, the solution!” “Be careful what you tolerate in your company, you are teaching levels of the pyramid how to treat your business Culture and Core Values.” “Raising your voice is not an argument.” “Feed positively your roots. As a result, your inner sweetness will breathe efficiently thru your shell.” “Authenticity in the workplace is not define as making yourself difficult to manage – Be positively authentic!” “Be positively the influencer, not the follower.” “Biases can trick us as humans and have a negative impact on our emotions – Be positively curious!” “Never make someone emotionally pay the price because of how you were not able to manage positively your own emotions.” “If you want your team to improve their technical skills, make sure to improve your interpersonal skills first.” “Beware of the individualism culture. If you are in a people management/leadership position, remember the following: IT’S NOT ABOUT YOU!” “Like the roots of a human’s mind, feed social media positively. It will feed a large scale of humans mind!” “Like an upside-down pineapple fruit, the inner sweetness of a company becomes sweeter when you flip upside down the position level pyramid!” “Do not wait for someone to harvest you. Build your own path!” “A leader should trigger positive emotions and it all starts with you!” “Earth is more beautiful than we think – Imagine how splendid it would be if we were all interacting positively on it!” Communication becomes efficient when it’s done we positive emotions – Be positively curious!” “Having excuses for everything is the roadblock of self-awareness and inner growth” “Don’t limit your challenges – rather – Challenge your limits!” “The higher the position level you’re ambitious to reach, the less about you it should be. In life, you’re already at the top, therefore, it starts with you because it is not about you!” “I’m realistically optimistic!” “The pineapple - from all fruits – looks authentic. The great thing about it is no matter its shape – size - high – and color, one thing remains the same: Its inner sweetness! A pineapple = a pineapple. A pineapple = a human” “Often, what we think we know - what we think is - and what we think should are our biggest obstacles in life. Be positively curious!” “Being curious is best practice – Be positive curious, meaning, with positive emotions. Your inner sweetness will be felt with this approach” “Keep it sweet with yourself, not everything is suited for everyone!” “The art of managing with discipline emotional challenges and a sign of a mental strength is when many appreciate what you do in the shadow and in silence, and you still do more than expected.” “Beware of the time is money mindset blind spots, respectful interactions and good social etiquettes are not to be served like an American fast food!” “Look and listen without biases – Be positively curious!

It’s Simple: Identify the core competencies within your organization. Develop a plan to inspect these areas on a regularly scheduled basis. Show up during an inspection to ensure the rank and file understand that you, the leader, value the process and their efforts.

Good leaders nurture leadership in others and unleash performance at increasingly higher levels by identifying and focusing on a carefully-chosen set of core values. These values define the actions of leaders as well as their organizations. These organizations benefit from the collective brainpower of all its members instead of the brainpower of a few anointed leaders. My chosen set of leadership values are: integrity, empowerment, teamwork, customer service, continuous learning, and positive reinforcement.

At a fundamental level, you need to foster a culture and a set of core values that allow you to take advantage of the ecosystem economy. Some of these core values include: intellectual curiosity, failing fast, servant leadership, teamwork, and long-term thinking.

If your disruption is merely about extracting value, the brand will be at risk. At its core, brand is a mark of trust and marketing is about creating long-term value.

The key insight is that what you promise to your customers ought – at some level – also to hold true for your employees. More empathically, you want the employees to be the core embodiment from which radiates out the values, promises and service.

If your core values shift with your environment, at least one of your faces is living a lie.

The servant leader is comfortable sharing power and derives satisfaction and success when others prosper and the organization thrives. This type of leadership approach is a core part of the values and development process at many of the most successful global organizations.

Your core values affect your day to day behavior and effectiveness as a leader.

If you truly have character and respecting others is your core value, you respect everybody regardless of who they are, what they believe and how they behave...