Devastating Leadership Quotes

Courageous leaders face unpleasant and even devastating situations with equanimity, then act firmly to bring good from trouble, even if their action is unpopular. Leadership always faces natural human inertia and opposition. But courage follows through with a task until it is done.

It’s not that I had more important things to do or that I didn’t want to help with whatever problems were interfering with her students being successful—rather, it’s this horrible truth that life has taught me: misplaced hope is the most devastatingly painful thing you can give someone.

When man is finally able to see himself and the world around him with clear cognition, he finds a picture far more pleasant. Visible in unmistakable clarity and devastating detail is man’s failure to be what he might be and his misuse of his world. This revelation causes him to leap out in search of a way of life and system of values which will enable him to be more than he has been. He seeks a foundation of self-respect, which will have value system rooted in knowledge and cosmic reality where he expresses himself so that all others, all beings can continue to exist. His values now are of a different order from those at previous levels: They arise not from selfish interest but from the recognition of the magnificence of existence and the desire that it shall continue to be.

The Marxist constituency has remained as narrow as the conception behind it. The Communist Manifesto, written by two bright and articulate young men without responsibility even for their own livelihoods—much less for the social consequences of their vision—has had a special appeal for successive generations of the same kinds of people. The offspring of privilege have dominated the leadership of Marxist movements from the days of Marx and Engels through Lenin, Mao, Castro, Ho Chi Minh, and their lesser counterparts around the world and down through history. The sheer reiteration of the "working class" theme in Marxism has drowned out this plain fact.

One must not be afraid of a little silence. Some find silence awkward or oppressive, but a relaxed approach to dialogue will include the welcoming of some silence. It is often a devastating question to ask oneself-but it is sometimes important to ask it"In saying what I have in mind will I really improve on the silence?

Thus the Athenians by the good-will of the allies, who detested Pausanias, obtained the leadership. They immediately fixed which of the cities should supply money and which of them ships for the war against the Barbarians, the avowed object being to compensate themselves and the allies for their losses by devastating the King's country. Then was first instituted at Athens the office of Hellenic treasurers (Hellenotamiae), who received the tribute,for so the contributions were termed. The amount was originally fixed at 460 talents.The island of Delos was the treasury, and the meetings of the allies were held in the temple. (Book 1 Chapter 96)

I’m feeling that if we make this decision, it will have devastating consequences,” or “I feel like you’re missing the point,” or “I feel that your data isn’t accurate.” Notice that even though these sentences begin with “I feel,” they are actually thoughts, judgments, beliefs, or opinions. They are not feelings. The primary learning is this: When asked to check in with current feeling states the accurate answer is “I feel…” followed by one or more of the five core emotions. If the words “I feel” are followed by “that” or “like,” you are expressing a thought, not describing a feeling. Once leaders

Neoconservatives have written about “getting lucky” with a “Pearl Harbor event.” Michael Ledeen wrote for example in his 1999 book Machiavelli on Modern Leadership: “Of course, we can always get lucky. Stunning events from outside can providently awaken the enterprise from its growing torpor, and demonstrate the need for renewal, as the devastating Japanese attack on Pearl Harbor in 1941 so effectively aroused the United States from its soothing dreams of permanent neutrality….” Then the 9/11 attack aroused war fever against Muslims and Arabs in the Middle East. This is precisely the reason that “false flags” are popular tools for those who see war as noble and heroic in their effort to promote an agenda that is never noble but always self-serving. And there’s nothing heroic about chickenhawks, of which there are many.

To tear down silos, leaders must go beyond behaviors and address the contextual issues at the heart of departmental separation and politics. The purpose of this book is to present a simple, powerful tool for addressing those issues and reducing the pain that silos cause. And that pain should not be underestimated. Silos—and the turf wars they enable—devastate organizations. They waste resources, kill productivity, and jeopardize the achievement of goals. But beyond all that, they exact a considerable human toll too. They cause frustration, stress, and disillusionment by forcing employees to fight bloody, unwinnable battles with people who should be their teammates. There is perhaps no greater cause of professional anxiety and exasperation—not to mention turnover—than employees having to fight with people in their own organization. Understandably and inevitably, this bleeds over into their personal lives, affecting family and friends in profound ways.

When you’re married to the president, you come to understand quickly that the world brims with chaos, that disasters unfurl without notice. Forces seen and unseen stand ready to tear into whatever calm you might feel. The news could never be ignored: An earthquake devastates Haiti. A gasket blows five thousand feet underwater beneath an oil rig off the coast of Louisiana, sending millions of barrels of crude oil gushing into the Gulf of Mexico. Revolution stirs in Egypt. A gunman opens fire in the parking lot of an Arizona supermarket, killing six people and maiming a U.S. congresswoman. Everything was big and everything was relevant. I read a set of news clips sent by my staff each morning and knew that Barack would be obliged to absorb and respond to every new development. He’d be blamed for things he couldn’t control, pushed to solve frightening problems in faraway nations, expected to plug a hole at the bottom of the ocean. His job, it seemed, was to take the chaos and metabolize it somehow into calm leadership—every day of the week, every week of the year.

He made a costly error in judgement and sent an entire regiment into a virtual slaughterhouse. It happens frequently. Officers risk their troops' lives for the sake of a promotion. Not my father. He valued the life of every man under his command, from his officers to the humblest fresh recruit. When he realized what had happened, he was devastated. He couldn't ever forget that his error had cost the lives of so many men, created so many widows and orphans..." "But, Lyon, measured against his valor, one mistake is forgivable." "To us, yes. Not to him. He was sickened that the battle was hailed as one of the turning points of the war. He was decorated for it. It was considered a great victory, but it defeated him as a soldier, as a man. When he came home and was hailed a hero, he couldn't stand the conflict within himself. He didn't feel like a hero. He felt like a traitor." "That can't be!" "Not a traitor to his country, but to the men who had trusted his judgement and leadership. It was a conflict he never could reconcile, so he retired from the Army and came here and shut out the world and all reminders of the lie he was living." They were quiet for a moment before she said,"No one would have thrown stones at him, Lyon. he was a respected man, a hero, a leader at a time in history when America needed heroes and leaders. It was a battleground that spread out for miles. Admist all the chaos he may have thought he made a mistake when he actually didn't." "I know that, Andy, and you know that, but since the time I was old enough to understand his reclusiveness, I was never able to convince him of it. He died still regretting that one day in his life as though he had live no other. It didn't matter what the public would have thought if they had known. He judged himself more severely than anyone else could have." "How tragic for him. He was such a lovely man, Lyon. Such a lovely man.

WHILE SCIENCE was confronting nature, society began to confront the effects of nature. For this went beyond the ability of any individual or group of individuals to respond to. To have any chance in alleviating the devastation of the epidemic required organization, coordination, implementation. It required leadership and it required that institutions follow that leadership.

When there’s devastating corruption in a country, it’s bad leadership. When there’s nothing done about it by those being misruled, it’s bad followership — like in Nigeria.

When there’s devastating corruption in a country, it’s bad leadership. When there’s nothing done about it, it’s bad followership — like in Nigeria.

diatribe about her “weak, insecure leadership” and “fragile personality.” Denise was devastated. When she brought this before her leadership council, they decided to look into it. Jim’s confident, self-assured report renarrated his experience with Denise as the unfortunate result of her lack of leadership experience, contending that he was merely trying to help her grow. Feeling torn, the council sided with Jim, requiring Denise to hire a leadership coach and asking Jim to take even more responsibility. Denise resigned. Those in relationship with the challenger often feel powerless to effect

the prior chapters have led to this one. If spiritual abuse is a real problem in the church today (and it is), if this abuse is contrary to Scripture and disqualifying for ministry (and it is), if abusive leaders and churches often retaliate against the victims with cruel and aggressive tactics (and they do), and if these tactics are devastating to the lives of the victims (and they are), then there is only one conclusion: churches must do something to protect their sheep. It’s not enough to be aware. It’s not enough to care. Churches must act. And this chapter has laid out three critical categories in which churches can take action. Prevention: Churches must do their best to weed out abusive candidates from the start by creating a vision for ministry that is radically biblical and therefore unattractive to leaders with abusive tendencies. Accountability: Too many churches have a culture of secrecy, self-protection, and image management—factors that create an ideal environment for spiritual abuse. In contrast, churches must create a culture that is open, transparent, and provides genuine accountability for its senior leadership. And finally, Protection: Churches must have a clear, well-organized plan for how to handle abuse claims and care for and protect the victims during the process.

Google’s trucks would pull up to libraries and quietly walk away with boxes of books to be quickly scanned and returned. “If you don’t have a reason to talk about it, why talk about it?” Larry Page would argue, when confronted with pleas to publicly announce the existence of its program. The company’s lead lawyer on this described bluntly the roughshod attitude of his colleagues: “Google’s leadership doesn’t care terribly much about precedent or law.” In this case precedent was the centuries-old protections of intellectual property, and the consequences were a potential devastation of the publishing industry and all the writers who depend on it. In other words, Google had plotted an intellectual heist of historic proportions. What motivated Google in its pursuit? On one level, the answer is clear: To maintain dominance, Google’s search engine must be definitive. Here was a massive store of human knowledge waiting to be stockpiled and searched. On the other hand, there are less obvious motives: When the historian of technology George Dyson visited the Googleplex to give a talk, an engineer casually admitted, “We are not scanning all those books to be read by people. We are scanning them to be read by an AI.” If that’s true, then it’s easier to understand Google’s secrecy. The world’s greatest collection of knowledge was mere grist to train machines, a sacrifice for the singularity. Google is a company without clear boundaries, or rather, a company with ever-expanding boundaries. That’s why it’s chilling to hear Larry Page denounce competition as a wasteful concept and to hear him celebrate cooperation as the way forward. “Being negative is not how we make progress and most important things are not zero sum,” he says. “How exciting is it to come to work if the best you can do is trounce some other company that does roughly the same thing?” And it’s even more chilling to hear him contemplate how Google will someday employ more than one million people, a company twenty times larger than it is now. That’s not just a boast about dominating an industry where he faces no true rivals, it’s a boast about dominating something far vaster, a statement of Google’s intent to impose its values and theological convictions on the world.

The world is my home, its people my family and my family is my responsibility. And this responsibility does not allow me to sleep at night, when I visualize the gloomy destination toward which the world is heading, with its biases, prejudices, hatred, misunderstandings and conflicts. These primeval elements of the human mind are quite vividly taking over the conscience of humanity, the devastating implications of which are already beginning to manifest in various corners of the society. So, my whole life is my vessel to empower the conscience of humans from all corners of the world with the exuberant tools of self-awareness, so that they could dive within the deepest fathoms of their soul on their own and discover the jewels of peace, contentment and progress.

The British response to the outbreak of the Palestinian uprising between 1936 and 1939 was devastating. Britain stormed all of Palestine once more, killing more than five thousand Palestinians and wounding more than fifteen thousand others. It exiled and executed the Palestinian leadership. In addition, it organized death squads made up of British soldiers and Zionist forces known as ‘special night forces,’ which attacked Palestinian villages by night and killed many Palestinians.

Lamentations The book of Lamentations in the English Bible takes its name from the Greek and Latin versions, which translate the Hebrew qinoth “dirges, laments.” The Hebrew Bible names a book by the first word or phrase. Lamentations is one of the “megilloth,” or five scrolls that are read during various of the annual festivals. Lamentations has traditionally been read in observation of Tish b’av (ninth of the month ‘Av), the anniversary of the destruction of Jerusalem. While Tish b’av is a later development, it is a likely extension of the communal mourning over Jerusalem reflected in Jer 41:5; Zec 7:3–5; 8:19. Historical Setting Lamentations focuses on the trauma experienced by the kingdom of Judah at the hands of Nebuchadnezzar and the Babylonians. In 604 BC Nebuchadnezzar’s military confronted the western states, and Babylonian power was brought to bear on Judah. In less than a decade the devastation of Judah had begun with the first deportation. Typical of ancient Near Eastern warfare, if time permitted, cities fortified as Jerusalem was were often “softened” by siege warfare. This protracted strangulation of a city deprived the defenders and citizenry of food and often of water. Thirst and starvation would decimate the besieged population. Though from an earlier period, the art and inscriptions of the Assyrian palaces provide insight into the horrors of the siege. They also show the intensity of devastation once the defenses were broken down. There was no theory of “separation of church and state” in the ancient Near East. The city-state was viewed as the realm of a patron deity. Palace and temple were intimately connected functionally and were often closely situated physically. One implication of this view is that in order to vanquish a city-state, not only must the military be defeated and the royal court put out of commission (either by killing the king or rendering him unfit to reign—often by mutilation), but the temple and its accoutrements were to be looted and put out of commission. Putting the god under submission was just as important as putting the king and his military under submission. When the kingdom of Judah fell to the Babylonian Empire (586 BC), the temple and the palace were destroyed, along with the rest of the capital city, and the leadership and much of the population were carried away captive.

This can have devastating consequences for the fast-growing company. Over a short period of time, say a year, the number of employees can leap from 50 to 150 in a startup, or from 150 to 500 or more during a later phase of rapid growth when the business model is promising and the funding is in the bank. Seemingly overnight, the new employees can vastly outnumber their predecessors, and this dynamic can permanently redefine the corporate culture. Brent Gleeson, a leadership coach and Navy SEAL combat veteran, writes, “Organizational culture comes about in one of two ways. It’s either decisively defined, nurtured and protected from the inception of the organization; or—more typically—it comes about haphazardly as a collective sum of the beliefs, experiences and behaviors of those on the team. Either way, you will have a culture. For better or worse.”2

Jumping to conclusions without extensive reasoning, exploration, and discussion can have devastating consequences. It's also vitally important—yet very difficult—to maintain your intellectual honesty. Can you see things as they really are and fully appreciate what is happening? Human nature has a strong tendency to rationalize situations, to convince us that no significant changes are necessary. Reality can rattle us, making us nervous and uncomfortable. To cope with the stress, we talk ourselves into a less damning interpretation. This is why groupthink and confirmation bias are common and incredibly dangerous to the well‐being of the enterprise. It is the role of leadership to maintain a culture of brutal honesty.

Within every organization and community, there exists a quiet but persistent force capable of undermining even the strongest proponents of proactive leadership. This force is learned helplessness; a psychological state that arises when repeated setbacks and seemingly unchangeable circumstances convince individuals and groups that their efforts are futile. When leaders fall prey to this mindset, the impact can be devastating, stifling innovation, discouraging initiative, and trapping organizations or communities in a cycle of complacency and stagnation.

Rwanda’s journey of institutional transformation stands out as one of the most compelling examples in Africa. In the aftermath of the 1994 genocide, which claimed nearly a million lives, the country was left devastated, burdened with fractured institutions, deep ethnic divisions, and a collapsed economy. Yet, in just a few decades, Rwanda rebuilt itself into a beacon of governance effectiveness on the continent. Under Paul Kagame’s leadership, the government instituted a results-oriented approach, where public officials were held accountable to clear, measurable goals. The introduction of Imihigo, a performance contract system, ensured accountability at every level of governance, fostering a culture of efficiency and transparency. In stark contrast to the bureaucratic gridlock and corruption that plague many African nations, Rwanda’s focus on streamlined processes and integrity became central to its institutional success.

They were a family utterly devastated and lost in grief. It was terrible to watch. I just wanted to dissolve emotionally. There was nothing that we could do. I felt angry. I could not change a thing. I did not dare to cry, so I held my tears back until my throat ached until my head was pounding.

By 1928, with only $20 million in partnership capital and either sole or joint control over funds worth $500 million, this created a devastating level of exposure on the eve of the October 1929 stock market crash. John Kenneth Galbraith used phrases such as “gargantuan insanity” and “madness … on a heroic scale” to describe GTSC’s strategy.21 When the crash came, GTSC shares fell from their high of $326 to less than $2 per share. The ensuing debacle and damage to Goldman’s reputation, leadership, and clients caused Goldman to stay away from the asset management business.

To have any chance in alleviating the devastation of the epidemic required organization, coordination, implementation. It required leadership and it required that institutions follow that leadership.

the unjust steward will be “cut . . . to pieces” (Luke 12: 46). Jesus’ denunciation of an oppressive leader is every bit as devastating as his denunciation of a weak one. Jesus is no ideologue. He does not fear strong leadership on principle nor countenance tyrants or oppression.

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