Experienced Leadership Quotes

Today is a new day and it brings with it a new set of opportunities for me to act on. I am attentive to the opportunities and I seize them as they arise. I have full confidence in myself and my abilities. I can do all things that I commit myself to. No obstacle is too big or too difficult for me to handle because what lies inside me is greater than what lies ahead of me. I am committed to improving myself and I am getting better daily. I am not held back by regret or mistakes from the past. I am moving forward daily. Absolutely nothing is impossible for me.

For this reason I consider that troops composed of boys of twenty, under experienced leadership, are the most formidable.

Despite the turbulence our nation has experienced, we WILL arrive safely and without incident!

If you are not willing to give a less experienced qualified professional a chance, don't complain you are charged double for a job worth half.

Only the one who has experienced the worst can ever claim to be the best.

Our schools will not improve if we continue to focus only on reading and mathematics while ignoring the other studies that are essential elements of a good education. Schools that expect nothing more of their students than mastery of basic skills will not produce graduates who are ready for college or the modern workplace. *** Our schools will not improve if we value only what tests measure. The tests we have now provide useful information about students' progress in reading and mathematics, but they cannot measure what matters most in education....What is tested may ultimately be less important that what is untested... *** Our schools will not improve if we continue to close neighborhood schools in the name of reform. Neighborhood schools are often the anchors of their communities, a steady presence that helps to cement the bond of community among neighbors. *** Our schools cannot improve if charter schools siphon away the most motivated students and their families in the poorest communities from the regular public schools. *** Our schools will not improve if we continue to drive away experienced principals and replace them with neophytes who have taken a leadership training course but have little or no experience as teachers. *** Our schools cannot be improved if we ignore the disadvantages associated with poverty that affect children's ability to learn. Children who have grown up in poverty need extra resources, including preschool and medical care.

Whom to Invite to Your Table As you bring people to your table to share ideas, be selective about whom you pick. Choose people who Understand the value of questions Desire the success of others Add value to others’ thoughts Are not threatened by others’ strengths Can emotionally handle quick changes in the conversation Understand their place of value at the table Bring out the best thinking in the people around them Have experienced success in the area under discussion Leave the table with a “we” attitude, not a “me” attitude

Because discipline is misunderstood or not as valued as it has been, the United States—and some might argue the world—is experiencing a cultural leadership crisis.

Even experienced men were apt to flounder badly in crises if they lacked leadership.

I’ve seen too many leaders misunderstand leadership for legacy. Even the most experienced leaders will divide instead of delegate and incite instead of unite to advance hidden personal agendas.

We are experiencing a dangerous time in our country, with a political environment where basic facts are disputed, fundamental truth is questioned, lying is normalized, and unethical behavior is ignored, excused, or rewarded.

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

A manager must be experienced as a support, not as a threat Here

No one who has truly experienced the transforming and redeeming power of the gospel can think of life without passion.

Leadership crisis erupt when people who have not learnt how to obey instructions are given the privilege to give commands. Leaders are experienced servants.

We teach our players, in response to any situation they face, to press pause and ask: What does this situation require of me? Pressing pause gives you time to think. It gets you off autopilot and helps you gain clarity about the outcome you are pursuing, the situation you are experiencing, and the Above the Line action you need to take to achieve the outcome. There are two important benefits of pressing pause: A) It helps you avoid doing something foolish or harmful B) It focuses you on acting with purpose to accomplish your goals A productive pause could last only a split second, which helps you regain your focus and take control of your action. It could last an hour, a day, or longer. The purpose is to take the time necessary to be intentional about the way you think and act. Pressing pause does not come naturally; it is a skill that must be developed. The more you practice, the more skilled you become at being able to identify how and when to use it effectively.

We are experiencing a dangerous time in our country, with a political environment where basic facts are disputed, fundamental truth is questioned, lying is normalized, and unethical behavior is ignored, excused, or rewarded. This is not just happening in our nation’s capital, and not just in the United States. It is a troubling trend that has touched institutions across America and around the world—boardrooms of major companies, newsrooms, university campuses, the entertainment industry, and professional and Olympic sports.

There were at least three major contributing factors to this alienation: the relative political autonomy of provincial and city chiefs, the hubris China experienced after the 2008–2009 global financial crisis, and the relatively weak central leadership in the 2000s.

A definite pessimist believes the future can be known, but since it will be bleak, he must prepare for it. Perhaps surprisingly, China is probably the most definitely pessimistic place in the world today. When Americans see the Chinese economy grow ferociously fast (10% per year since 2000), we imagine a confident country mastering its future. But that’s because Americans are still optimists, and we project our optimism onto China. From China’s viewpoint, economic growth cannot come fast enough. Every other country is afraid that China is going to take over the world; China is the only country afraid that it won’t. China can grow so fast only because its starting base is so low. The easiest way for China to grow is to relentlessly copy what has already worked in the West. And that’s exactly what it’s doing: executing definite plans by burning ever more coal to build ever more factories and skyscrapers. But with a huge population pushing resource prices higher, there’s no way Chinese living standards can ever actually catch up to those of the richest countries, and the Chinese know it. This is why the Chinese leadership is obsessed with the way in which things threaten to get worse. Every senior Chinese leader experienced famine as a child, so when the Politburo looks to the future, disaster is not an abstraction. The Chinese public, too, knows that winter is coming. Outsiders are fascinated by the great fortunes being made inside China, but they pay less attention to the wealthy Chinese trying hard to get their money out of the country. Poorer Chinese just save everything they can and hope it will be enough. Every class of people in China takes the future deadly seriously.

No one wanted the job. What had seemed one of the least challenging tasks facing Franklin D. Roosevelt as newly elected president had, by June 1933, become one of the most intransigent. As ambas-sadorial posts went, Berlin should have been a plum—not London or Paris, surely, but still one of the great capitals of Europe, and at the center of a country going through revolutionary change under the leadership of its newly appointed chancellor, Adolf Hitler. Depending on one’s point of view, Germany was experiencing a great revival or a savage darkening. Upon Hitler’s ascent, the country had undergone a brutal spasm of state- condoned violence. Hitler’s brown- shirted paramilitary army, the Sturmabteilung, or SA—the Storm Troopers—had gone wild, arresting, beating, and in some cases murdering communists, socialists, and Jews. Storm Troopers established impromptu prisons and torture stations in basements, sheds, and other structures. Berlin alone had fi fty of these so- called bunkers. Tens of thousands of people were arrested and placed in “protective custody”— Schutzhaft—a risible euphemism. An esti-mated fi ve hundred to seven hundred prisoners died in custody; others endured “mock drownings and hangings,” according to a police affi davit. One prison near Tempelhof Airport became especially no-torious: Columbia House, not to be confused with a sleekly modern new building at the heart of Berlin called Columbus House. The up-heaval prompted one Jewish leader, Rabbi Stephen S. Wise of New York, to tell a friend, “the frontiers of civilization have been crossed.

a mentoring program that pairs new managers with experienced ones. A key facet of this program is that mentors and mentees work together for an extended period of time—eight months. They meet about all aspects of leadership, from career development and confidence building to managing personnel challenges and building healthy team environments.

Agile coach: The individual is an agile expert who provides guidance for new agile implementations as well as existing agile teams. The agile coach is experienced in employing agile techniques in different environments and has successfully run diverse agile projects. The individual builds and maintains relationships with everyone involved, coaches individuals, trains groups, and facilitates interactive workshops. The agile coach is typically from outside the organization, and the role may be temporary or permanent.

POLLARD had known better, but instead of pulling rank and insisting that his officers carry out his proposal to sail for the Society Islands, he embraced a more democratic style of command. Modern survival psychologists have determined that this “social”—as opposed to “authoritarian”—form of leadership is ill suited to the early stages of a disaster, when decisions must be made quickly and firmly. Only later, as the ordeal drags on and it is necessary to maintain morale, do social leadership skills become important. Whalemen in the nineteenth century had a clear understanding of these two approaches. The captain was expected to be the authoritarian, what Nantucketers called a fishy man. A fishy man loved to kill whales and lacked the tendency toward self-doubt and self-examination that could get in the way of making a quick decision. To be called “fishy to the backbone” was the ultimate compliment a Nantucketer could receive and meant that he was destined to become, if he wasn’t already, a captain. Mates, however, were expected to temper their fishiness with a more personal, even outgoing, approach. After breaking in the green hands at the onset of the voyage—when they gained their well-deserved reputations as “spit-fires”—mates worked to instill a sense of cooperation among the men. This required them to remain sensitive to the crew’s changeable moods and to keep the lines of communication open. Nantucketers recognized that the positions of captain and first mate required contrasting personalities. Not all mates had the necessary edge to become captains, and there were many future captains who did not have the patience to be successful mates. There was a saying on the island: “[I]t is a pity to spoil a good mate by making him a master.” Pollard’s behavior, after both the knockdown and the whale attack, indicates that he lacked the resolve to overrule his two younger and less experienced officers. In his deference to others, Pollard was conducting himself less like a captain and more like the veteran mate described by the Nantucketer William H. Macy: “[H]e had no lungs to blow his own trumpet, and sometimes distrusted his own powers, though generally found equal to any emergency after it arose. This want of confidence sometimes led him to hesitate, where a more impulsive or less thoughtful man would act at once. In the course of his career he had seen many ‘fishy’ young men lifted over his head.” Shipowners hoped to combine a fishy, hard-driving captain with an approachable and steady mate. But in the labor-starved frenzy of Nantucket in 1819, the Essex had ended up with a captain who had the instincts and soul of a mate, and a mate who had the ambition and fire of a captain. Instead of giving an order and sticking with it, Pollard indulged his matelike tendency to listen to others. This provided Chase—who had no qualms about speaking up—with the opportunity to impose his own will. For better or worse, the men of the Essex were sailing toward a destiny that would be determined, in large part, not by their unassertive captain but by their forceful and fishy mate.

Sometimes, however, unmet attachment needs have a positive impact on future relationships, if those later friendships are experienced as second chances. Eager to love and be loved, eager to meet those basic needs for caring and affiliation, children can make up for those unmet needs by being outgoing, having strong leadership qualities, and becoming devoted friends. So insecurely attached children are not doomed to a life of desperation, withdrawal, clinging, aggression, or insecurity, but they may need some additional help negotiating the complex terrain of the social world. The deeper a child’s unmet need, the harder it may be to ever have it filled later on. Expecting rejection, neglect, or smothering, the child may respond to peers with passivity, withdrawal, or aggression. Children who are afraid to assert their own needs may follow along with whatever the friend or the group says.

Situation awareness means possessing an explorer mentality A general never knows anything with certainty, never sees his enemy clearly, and never knows positively where he is. When armies are face to face, the least accident in the ground, the smallest wood, may conceal part of the enemy army. The most experienced eye cannot be sure whether it sees the whole of the enemy’s army or only three-fourths. It is by the mind’s eye, by the integration of all reasoning, by a kind of inspiration that the general sees, knows, and judges. ~Napoleon 5   In order to effectively gather the appropriate information as it’s unfolding we must possess the explorer mentality.  We must be able to recognize patterns of behavior. Then we must recognize that which is outside that normal pattern. Then, you take the initiative so we maintain control. Every call, every incident we respond to possesses novelty. Car stops, domestic violence calls, robberies, suspicious persons etc.  These individual types of incidents show similar patterns in many ways. For example, a car stopped normally pulls over to the side of the road when signaled to do so.  The officer when ready, approaches the operator, a conversation ensues, paperwork exchanges, and the pulled over car drives away. A domestic violence call has its own normal patterns; police arrive, separate involved parties, take statements and arrest aggressor and advise the victim of abuse prevention rights. We could go on like this for all the types of calls we handle as each type of incident on its own merits, does possess very similar patterns. Yet they always, and I mean always possess something different be it the location, the time of day, the person you are dealing with. Even if it’s the same person, location, time and day, the person you’re dealing who may now be in a different emotional state and his/her motives and intent may be very different. This breaks that normal expected pattern.  Hence, there is a need to always be open-minded, alert and aware, exploring for the signs and signals of positive or negative change in conditions. In his Small Wars journal article “Thinking and Acting like an Early Explorer” Brigadier General Huba Wass de Czege (US Army Ret.) describes the explorer mentality:   While tactical and strategic thinking are fundamentally different, both kinds of thinking must take place in the explorer’s brain, but in separate compartments. To appreciate this, think of the metaphor of an early American explorer trying to cross a large expanse of unknown terrain long before the days of the modern conveniences. The explorer knows that somewhere to the west lies an ocean he wants to reach. He has only a sketch-map of a narrow corridor drawn by a previously unsuccessful explorer. He also knows that highly variable weather and frequent geologic activity can block mountain passes, flood rivers, and dry up desert water sources. He also knows that some native tribes are hostile to all strangers, some are friendly and others are fickle, but that warring and peace-making among them makes estimating their whereabouts and attitudes difficult.6

Notice that Jesus knows exactly who he is asking to lead his community: a sinner. As all Christian leaders have been, are, and will be, Peter is imperfect. And as all good Christian leaders are, Peter is well aware of his imperfections. The disciples too know who they are getting as their leader. They will not need—or be tempted—to elevate Peter into some semi-divine figure; they have seen him at his worst. Jesus forgives Peter because he loves him, because he knows that his friend needs forgiveness to be free, and because he knows that the leader of his church will need to forgive others many times. And Jesus forgives totally, going beyond what would be expected—going so far as to establish Peter as head of the church.11 It would have made more earthly sense for Jesus to appoint another, non-betraying apostle to head his church. Why give the one who denied him this important leadership role? Why elevate the manifestly sinful one over the rest? One reason may be to show the others what forgiveness is. In this way Jesus embodies the Father in the Parable of the Prodigal Son, who not only forgives the son, but also, to use a fishing metaphor, goes overboard. Jesus goes beyond forgiving and setting things right. A contemporary equivalent would be a tenured professor stealing money from a university, apologizing, being forgiven by the board of trustees, and then being hired as the school’s president. People would find this extraordinary—and it is. In response, Peter will ultimately offer his willingness to lay down his life for Christ. But on the shore of the Sea of Galilee, he can’t know the future. He can’t understand fully what he is agreeing to. Feed your sheep? Which sheep? The Twelve? The disciples? The whole world? This is often the case for us too. Even if we accept the call we can be confused about where God is leading us. When reporters used to ask the former Jesuit superior general Pedro Arrupe where the Jesuit Order was going, he would say, “I don’t know!” Father Arrupe was willing to follow, even if he didn’t know precisely what God had in mind. Peter says yes to the unknowable, because the question comes from Jesus. Both Christ’s forgiveness and Peter’s response show us love. God’s love is limitless, unconditional, radical. And when we have experienced that love, we can share it. The ability to forgive and to accept forgiveness is an absolute requirement of the Christian life. Conversely, the refusal to forgive leads ineluctably to spiritual death. You may know families in which vindictiveness acts like a cancer, slowly eating away at love. You may know people whose marriages have been destroyed by a refusal to forgive. One of my friends described a couple he knew as “two scorpions in a jar,” both eagerly waiting to sting the other with barbs and hateful comments. We see the communal version of this in countries torn by sectarian violence, where a climate of mutual recrimination and mistrust leads only to increasing levels of pain. The Breakfast by the Sea shows that Jesus lived the forgiveness he preached. Jesus knew that forgiveness is a life-giving force that reconciles, unites, and empowers. The Gospel by the Sea is a gospel of forgiveness, one of the central Christian virtues. It is the radical stance of Jesus, who, when faced with the one who denied him, forgave him and appointed him head of the church, and the man who, in agony on the Cross, forgave his executioners. Forgiveness is a gift to the one who forgives, because it frees from resentment; and to the one who needs forgiveness, because it frees from guilt. Forgiveness is the liberating force that allowed Peter to cast himself into the water at the sound of Jesus’s voice, and it is the energy that gave him a voice with which to testify to his belief in Christ.

Experienced investigators always avoid conducting interviews with subjects who know more about the facts than they do. That knowledge imbalance favors the subject, not the investigator. Especially in white-collar crime cases, investigators prefer to master all of the facts before questioning the subject, so that interrogators can ask smart questions and so the subject can be confronted, as necessary, with documents or statements made by other witnesses.

We are experiencing a dangerous time in our country, with a political environment where basic facts are disputed, fundamental truth is questioned, lying is normalized, and unethical behavior is ignored, excused, or rewarded.

Looking back at Paul’s words in Ephesians 4, a leader makes a verse-11 contribution to the body of Christ. And the fruit of that verse-11 contribution is seen in the evidence described in verse 12: The saints are equipped for the work of service in building up the body.

We are experiencing a dangerous time in our country, with a political environment where basic facts are disputed, fundamental truth is questioned, lying is normalized, and unethical behavior is ignored, excused, or rewarded. This is not just happening in our nation’s capital, and not just in the United States. It is a troubling trend that has touched institutions across America and around the world—boardrooms of major companies, newsrooms, university campuses, the entertainment industry, and professional and Olympic sports.

Passage Four: From Functional Manager to Business Manager This leadership passage is often the most satisfying as well as the most challenging of a manager’s career, and it’s mission-critical in organizations. Business mangers usually receive significant autonomy, which people with leadership instincts find liberating. They also are able to see a clear link between their efforts and marketplace results. At the same time, this is a sharp turn; it requires a major shift in skills, time applications, and work values. It’s not simply a matter of people becoming more strategic and cross-functional in their thinking (though it’s important to continue developing the abilities rooted in the previous level). Now they are in charge of integrating functions, whereas before they simply had to understand and work with other functions. But the biggest shift is from looking at plans and proposals functionally (Can we do it technically, professionally, or physically?) to a profit perspective (Will we make any money if we do this?) and to a long-term view (Is the profitability result sustainable?). New business managers must change the way they think in order to be successful. There are probably more new and unfamiliar responsibilities here than at other levels. For people who have been in only one function for their entire career, a business manager position represents unexplored territory; they must suddenly become responsible for many unfamiliar functions and outcomes. Not only do they have to learn to manage different functions, but they also need to become skilled at working with a wider variety of people than ever before; they need to become more sensitive to functional diversity issues and communicating clearly and effectively. Even more difficult is the balancing act between future goals and present needs and making trade-offs between the two. Business managers must meet quarterly profit, market share, product, and people targets, and at the same time plan for goals three to five years into the future. The paradox of balancing short-term and long-term thinking is one that bedevils many managers at this turn—and why one of the requirements here is for thinking time. At this level, managers need to stop doing every second of the day and reserve time for reflection and analysis. When business managers don’t make this turn fully, the leadership pipeline quickly becomes clogged. For example, a common failure at this level is not valuing (or not effectively using) staff functions. Directing and energizing finance, human resources, legal, and other support groups are crucial business manager responsibilities. When managers don’t understand or appreciate the contribution of support staff, these staff people don’t deliver full performance. When the leader of the business demeans or diminishes their roles, staff people deliver halfhearted efforts; they can easily become energy-drainers. Business managers must learn to trust, accept advice, and receive feedback from all functional managers, even though they may never have experienced these functions personally.

The Declaration of Independence says that ‘all men are created equal; that they are endowed by their Creator with certain unalienable rights; that among these are life, liberty, and the pursuit of happiness.’ Raised within the Judeo-Christian value system, we are taught from childhood ‘Do not judge others lest you be judged,’ ‘Do unto others what you want others to do unto you,’ and ‘Hear no evil, see no evil, speak no evil.’ We in America have taken this a little further and have become deaf to evil, blind to evil, and incapable of speaking out against evil because as long as it does not affect us, it is none of our business. The Declaration of Independence says that ‘all men are created equal; that they are endowed by their Creator with certain unalienable rights; that among these are life, liberty, and the pursuit of happiness.’ We the people are entitled to equal rights under the law and should have the same opportunity to pursue our dreams, whatever those dreams may be; but it is not said anywhere that we as people are created equal in the material or societal and cultural sense by our creator. Societies and cultures are not created and do not develop equally. This harsh judgment may make you wince. It is not politically correct to say that our Western societies are better than the Muslim Arab societies, but we are, we have been, and we always will be, not because of our wealth but because of the way we think and live, and the values we hold dear and pass on to our future generations. It infuriates me to hear self-loathing Americans, who have never experienced life in an oppressive culture or under an oppressive leadership such as is found in the Middle East, badmouth and put down our culture, government, and country in general. They find all sorts of things wrong with America and think it is insulting to non-Americans to acknowledge that our Western culture is in any way better than others. They are so concerned about hurting ‘feelings,’ and nobody wants to be accused of being a holier-than-thou type. They should get out and see the world and how Arab Muslim leaders are really messing up other people’s lives and getting away with it. Just as it’s time to hold people accountable for their actions, it’s time to hold societies and cultures accountable for theirs also. It is by not judging others that you end up with evil people like bin Laden, Saddam Hussein, and suicide bombers driven by the ideology that you are worthless infidels who should be killed as Allah ordered

The more you concentrate on what you discover that you will be good for you to pursue, the more experienced you will be while doing it.

You can only manage your thoughts, not your emotions. What are the emotions you're experiencing right now? What are the associated thoughts? Can you alter your thoughts? Practice! It's possible...

A high-pitched voice may sound less authoritative, more youthful, and less experienced, whereas, a lower pitched voice may be perceived as being more authoritative, confident, and credible. It is unfortunate that listeners will make assumptions based on these differences before even knowing the depth and value of your message. Play with your ranges and find a comfortably low pitch. Practice it to see if it makes a difference in conveying more authority and brilliance.

When regarding the Final Empire in its entirety, one certain fact is unmistakable. For a nation ruled by a self-proclaimed divinity, the empire has experienced a frightening number of colossal leadership errors. Most of these have been successfully covered up, and can only be found in the metalminds of Feruchemists or on the pages of banned texts. However, one only need look to the near past to note such blunders as the Massacre at Devanex, the revision of the Deepness Doctrine, and the relocation of the Renates peoples. The Lord Ruler does not age. That much, at least, is undeniable. This text, however, purports to prove that he is by no means infallible. During the days before the Ascension, mankind suffered chaos and uncertainty caused by an endless cycle of kings, emperors, and other monarchs. One would think that now, with a single, immortal governor, society would finally have an opportunity to find stability and enlightenment. It is the remarkable lack of either attribute in the Final Empire that is the Lord Ruler’s most grievous oversight.

and experienced executives than our competitors,

Definite Pessimism A definite pessimist believes the future can be known, but since it will be bleak, he must prepare for it. Perhaps surprisingly, China is probably the most definitely pessimistic place in the world today. When Americans see the Chinese economy grow ferociously fast (10% per year since 2000), we imagine a confident country mastering its future. But that’s because Americans are still optimists, and we project our optimism onto China. From China’s viewpoint, economic growth cannot come fast enough. Every other country is afraid that China is going to take over the world; China is the only country afraid that it won’t. China can grow so fast only because its starting base is so low. The easiest way for China to grow is to relentlessly copy what has already worked in the West. And that’s exactly what it’s doing: executing definite plans by burning ever more coal to build ever more factories and skyscrapers. But with a huge population pushing resource prices higher, there’s no way Chinese living standards can ever actually catch up to those of the richest countries, and the Chinese know it. This is why the Chinese leadership is obsessed with the way in which things threaten to get worse. Every senior Chinese leader experienced famine as a child, so when the Politburo looks to the future, disaster is not an abstraction. The Chinese public, too, knows that winter is coming. Outsiders are fascinated by the great fortunes being made inside China, but they pay less attention to the wealthy Chinese trying hard to get their money out of the country. Poorer Chinese just save everything they can and hope it will be enough. Every class of people in China takes the future deadly seriously.

There are no blueprints for how to lead in a world that was already deeply inequitable and that has, since March 2020, experienced both a pandemic and a collective outcry against systemic racism.

Following the practice of the times, the grand princes and, later, the kings of Poland acquired the right of patronage; that is, they could appoint Orthodox bishops and even the metropolitan himself. Thus, the crucial issue of the leadership of the Orthodox faithful was left in the hands of secular rulers of another, increasingly antagonistic, church… The results were disastrous. With lay authorities capable of appointing bishops, the metropolitan's authority was undermined. And with every bishop acting as a law unto himself, the organizational discipline of the Orthodox church deteriorated rapidly. Even more deleterious was the corruption that lay patronage engendered… Under the circumstances, Orthodoxy's cultural contributions were limited. Schools, once one of the church's most attractive features, were neglected. Unqualified teachers barely succeeded in familiarizing their pupils with the rudiments of reading, writing, and Holy Scriptures. The curriculum of the schools had changed little since medieval times. The fall of Constantinople to the Ottomans in 1453 added to the intellectual and cultural stagnation by depriving the Orthodox of their most advanced and inspiring model. Lacking both external and internal stimuli, Orthodox culture slipped into ritualism, parochialism, and decay. The Poles, meanwhile, were enjoying a period of cultural growth and vitality. Benefiting from the West's prodigious outbursts of creative energy, they experienced the Renaissance with its stimulating reorientation of thought.

Structured methods for learning Method Uses Useful for Organizational climate and employee satisfaction surveys Learning about culture and morale. Many organizations do such surveys regularly, and a database may already be available. If not, consider setting up a regular survey of employee perceptions. Useful for managers at all levels if the analysis is available specifically for your unit or group. Usefulness depends on the granularity of the collection and analysis. This also assumes the survey instrument is a good one and the data have been collected carefully and analyzed rigorously. Structured sets of interviews with slices of the organization or unit Identifying shared and divergent perceptions of opportunities and problems. You can interview people at the same level in different departments (a horizontal slice) or bore down through multiple levels (a vertical slice). Whichever dimension you choose, ask everybody the same questions, and look for similarities and differences in people’s responses. Most useful for managers leading groups of people from different functional backgrounds. Can be useful at lower levels if the unit is experiencing significant problems. Focus groups Probing issues that preoccupy key groups of employees, such as morale issues among frontline production or service workers. Gathering groups of people who work together also lets you see how they interact and identify who displays leadership. Fostering discussion promotes deeper insight. Most useful for managers of large groups of people who perform a similar function, such as sales managers or plant managers. Can be useful for senior managers as a way of getting quick insights into the perceptions of key employee constituencies. Analysis of critical past decisions Illuminating decision-making patterns and sources of power and influence. Select an important recent decision, and look into how it was made. Who exerted influence at each stage? Talk with the people involved, probe their perceptions, and note what is and is not said. Most useful for higher-level managers of business units or project groups. Process analysis Examining interactions among departments or functions and assessing the efficiency of a process. Select an important process, such as delivery of products to customers or distributors, and assign a cross-functional group to chart the process and identify bottlenecks and problems. Most useful for managers of units or groups in which the work of multiple functional specialties must be integrated. Can be useful for lower-level managers as a way of understanding how their groups fit into larger processes. Plant and market tours Learning firsthand from people close to the product. Plant tours let you meet production personnel informally and listen to their concerns. Meetings with sales and production staff help you assess technical capabilities. Market tours can introduce you to customers, whose comments can reveal problems and opportunities. Most useful for managers of business units. Pilot projects Gaining deep insight into technical capabilities, culture, and politics. Although these insights are not the primary purpose of pilot projects, you can learn a lot from how the organization or group responds to your pilot initiatives. Useful for managers at all levels. The size of the pilot projects and their impact will increase as you rise through the organization.

We operate on the belief that every business is unique and requires tailored strategies. This is why we focus on understanding your business before offering solutions. We offer a unique approach to consulting, have a diverse experienced team, and specialize in many types of business verticals. Our services include business strategy, leadership development, operational efficiency, market analysis, customer engagement, and financial planning.

Regardless of what you did in your prime, your memory and legacy will be built on how people experienced you last.

As Plutarch said of Socrates: [He] did not set up desks for his students, sit in a teacher’s chair, or reserve a prearranged time for lecturing and walking with his pupils. No, he practiced philosophy while joking around (when the chance arose) and drinking and serving on military campaigns and hanging around the marketplace with some of his students, and finally, even while under arrest and drinking the hemlock. He was the first to demonstrate that our lives are open to philosophy at all times and in every aspect, while experiencing every emotion, and in each and every activity. As with teaching and leadership and philosophy, so too with parenting. You can be a parent anywhere. You can be a parent every minute of every day to anybody and everybody. You can be that parent in the same way that Socrates taught—by example, by getting down to their level, by being open, and by adapting to the situation at hand.

Curiosity questions when experiencing strong emotions: What am I feeling? (In my heart? In my body?) What are these strong feelings telling me? What parts of my stuff (e.g., my life experiences, my identity, my deeper assumptions) might be making me susceptible to having such a strong reaction here? What is there to learn from my reaction? How can I explore it? What might this strong reaction stop me from seeing or hearing or thinking about?

If you are a boy who has just had his tenth birthday, your next one seems an eternity away. That’s because the single year that stretches ahead amounts to 10 per cent of the time you have been on earth. It’s a different sensation when you turn 50, because the distance to your 51st birthday amounts to just 2 per cent of the time you have been alive. As you get older and more experienced, you start to think about how you allocate time.

We’ve made the mistake of trying to copy the methodology of “success” rather than the process behind the methodology.

He was experienced enough to spot the downside of doing the right thing.

The book led another CEO to institute a new way of tackling problems in the company. Whereas before, he would go to the person he thought was causing the problem and demand that that person fix it, the CEO began to consider how he himself might have contributed to the problem. He then convened a meeting including each person in the chain of command down to the level where the problem was manifest. He began the meeting by identifying the problem. He laid out all the ways he thought he had negatively contributed to the culture that had produced the problem and proposed a plan to rectify his contributions to the problem. He invited the person directly below him to do the same thing. And so on down the line. By the time it got to the person most immediately responsible for the problem, that person publicly took responsibility for his contributions to the problem and then proposed a plan for what he would do about it. In this way, a problem that had gone on literally for years was solved nearly overnight when the leaders stopped simply assigning responsibility and began holding themselves strictly accountable. This is now the model in that company for solving every problem encountered. This level of personal accountability in an organization should be every leader’s dream. What our experience tells us, and what we try to communicate in this book, is that in order to move from merely dreaming about a culture of responsibility-taking and accountability to actually experiencing it, the accountability has to start with the leader—whether that leader is the CEO, a division VP, a line manager, or a parent. The most effective leaders lead in this single way: by holding themselves more accountable than all.

And even in this digital age, when face-to-face contact seems to be diminishing—and this change is the source of many of the leadership problems being experienced these days—it is the interaction between leaders and constituents that turns opportunities into successes. The key to unlocking greater leadership potential can be found when you seek to understand the desires and expectations of your constituents and when you act on them in ways that correspond to their image of what an exemplary leader is and does.

Baron Steuben, well schooled in the iron régime of Frederick the Great, came over from Prussia, joined Washington at Valley Forge, and day after day drilled and manœuvered the men, laughing and cursing as he turned raw countrymen into regular soldiers. From France came young Lafayette and the stern De Kalb, from Poland came Pulaski and Kosciusko;—all acquainted with the arts of war as waged in Europe and fitted for leadership as well as teaching. Lafayette came early, in 1776, in a ship of his own, accompanied by several officers of wide experience, and remained loyally throughout the war sharing the hardships of American army life. Pulaski fell at the siege of Savannah and De Kalb at Camden. Kosciusko survived the American war to defend in vain the independence of his native land. To these distinguished foreigners, who freely threw in their lot with American revolutionary fortunes, was due much of that spirit and discipline which fitted raw recruits and temperamental militiamen to cope with a military power of the first rank. The Soldiers.—As far as the British soldiers were concerned their annals are short and simple. The regulars from the standing army who were sent over at the opening of the contest, the recruits drummed up by special efforts at home, and the thousands of Hessians bought outright by King George presented few problems of management to the British officers. These common soldiers were far away from home and enlisted for the war. Nearly all of them were well disciplined and many of them experienced in actual campaigns. The armies of King George fought bravely, as

If your feeding on the Word of God is only happening when the pastor preaches, then you will suffer from malnourishment. When people become so focused on teaching lessons rather than teaching students, churches can become places where lessons are delivered, but no real change comes about. When members are taught how to budget and manage their money wisely they are more capable of supporting the church’s ministries. When individuals take on leadership roles, they need to be accountable, not only to God, but also to others at the church. The success or failure of your ministry depends on this. So many people would have a better opinion of Christians if they felt that the believers did not have a “holier than thou” attitude. Attract unbelievers; be honest and open. If you have experienced tough problems, and you know that God made a way for you, don’t keep this good news to yourself. Share your testimony; it just might change someone’s life. People like to know that others care about them. You may never know how much a kind word, a discussion, a visit, a brief note, a birthday card or some much needed friendship can influence someone who is not used to thoughtful gestures. It is hard to motivate people to act if they do not see the person leading them setting the proper example. Whenever only one person is responsible for making all of the major decisions for an organization, problems can arise; this is true of churches as well.

So, what is a mentor?   Like leadership, there are dozens of definitions out there describing a mentor. The dictionaries would say a mentor is:   an experienced advisor and supporter; a trainer; a counselor, tutor, teacher, coach.   Look in the mirror; are you one of these? If so, then you are a mentor to someone.

The degree of pain we are experiencing at any time almost always includes two variables: the stimulus “causing” the discomfort, and the threshold for tolerance—that is, the capacity to overcome or perhaps reduce the sensation itself.

If one has never personally experienced war, one cannot understand in what the difficulties constantly mentioned really consist, nor why a commander should need any brilliance and exceptional ability. Everything looks simple; the knowledge required does not look remarkable, the strategic options are so obvious that by comparison the simplest problem of higher mathematics has an impressive scientific dignity. Once war has actually been seen the difficulties become clear; but it is extremely hard to describe the unseen, all-pervading element that brings about this change of perspective. ~Carl von Clausewitz 1   -          Why did you make that decision officer? -          Why did you go in the front door, instead of the back or side? -          Why did you not have the subject come outside to you? -          Why instead did you not set up a perimeter, containing the adversary and attempt to negotiate? -          Why did you do a face to face negotiation, with the subject armed with a knife, you know that is dangerous, don’t you? -          Did you have to take him down with force? -          Why didn’t you talk him out, use OC spray or taser him instead? -          Why didn’t you take a passenger side approach on that car stop? -          Why did you walk up on the vehicle to engage instead of having the subject walk back to you? -          Why didn’t you see the gun, weren’t you watching deadly hands? -          Couldn’t you have chosen another option? -          What in the hell were you thinking? -          The bad guy had a gun why didn’t you shoot? -          Why didn’t you wait for back-up? -          You knew something bad was happening there, why, did you wait, for back-up? -          Why didn’t you do this or do that?   These are all questions anyone who has been in law enforcement for any amount of time and has experienced a violent encounter has been asked or has even asked himself.  We law enforcement professionals what/if, if/then, or when/then ourselves so much in an effort to prepare and become more effective on the streets you cannot help but question the decisions we make. This questioning and reviewing of our decisions is, in the aftermath of an encounter helpful to us. This process of review known as an AAR or decision making critique teaches us valuable lessons helping us to adapt more effective methods and tactics to apply on the street.  BUT when in the heat of the moment, face to face with an adversary second guessing ourselves can be dangerous and risk lives, our own, and to those we are there to assist.

Experienced and secure business people are not impressed by who you know as much as what you know.

Since leaders do inevitably shape the culture of the church, the vital question is whether we are shaping that culture into a living expression of the reign of God or an expression of a different agenda. Many will have experienced the pain of merely human priorities that were stamped onto a church by a few powerful personalities, or will have encountered situations in which the politics of denominational leadership drove the agenda of a church’s life with little regard for Jesus’ own priorities. How much better it is when such leadership power and influence are used to enable the church humbly to seek the Lord’s agenda and to cooperate in the work of fulfilling it.

In spite of the variety of definitions of mentoring (and the variety of names it is given, from coaching or counselling to sponsorship) all the experts and communicators appear to agree that it has its origins in the concept of apprenticeship, when an older, more experienced individual passed down his knowledge of how the task was done and how to operate in the commercial world. I’m afraid I disagree. The effect of coaching is not dependent on “an older, more experienced individual passing down his knowledge.” Coaching requires expertise in coaching but not in the subject at hand. That is one of its great strengths.

EXPERIMENT That our beliefs about the capability of others have a direct impact on their performance has been adequately demonstrated in a number of experiments from the field of education. In these tests teachers are told, wrongly, that a group of average pupils are either scholarship candidates or have learning difficulties. They teach a set curriculum to the group for a period of time. Subsequent academic tests show that the pupils’ results invariably reflect the false beliefs of their teachers about their ability. It is equally true that the performance of employees will reflect the beliefs of their managers. For example, Fred sees himself as having limited potential. He feels safe only when he operates well within his prescribed limit. This is like his shell. His manager will only trust him with tasks within that shell. The manager will give him task A, because he trusts Fred to do it and Fred is able to do it. The manager will not give him task B, because he sees this as beyond Fred’s capability. He sees only Fred’s performance, not his potential. If he gives the task to the more experienced Jane instead, which is expedient and understandable, the manager reinforces or validates Fred’s shell and increases its strength and thickness. He needs to do the opposite, to help Fred venture outside his shell, to support or coach him to success with task B. To use coaching successfully we have to adopt a far more optimistic view than usual of the dormant capability of all people. Pretending we are optimistic is insufficient because our genuine beliefs are conveyed in many subtle ways of which we are not aware.

If you hold a leadership position but are not equipping the saints for the work of service, then you are not a leader.

Unless you acknowledge your vulnerability for sin, you won’t pray against it and you’ll end up experiencing defeat. The most effective weapon the enemy has against you - is you

To be fully in service to something one has experienced as real is the essence of leadership in a nonhierarchical age. A leader is the holder of a story, someone whose experience of its reality is deep enough so that she can hold the belief on behalf of others.

There are three alternatives to real leadership. One is drift, which is pretty much what this country has experienced for the past decade. Business as usual, though, would likely bring about the second alternative: crisis. It could come in many forms, including an economic disaster imposed by a world that tires of lending dollars to the United States. A third alternative—faux leadership in the form of populism that would deepen social divisions without fixing problems—would be the worst of all outcomes.

Do you sense a depression in the body of Christ in America, as if something is badly wrong? We’re losing influence within our culture as the anti-Christian sentiment grows, yet you’d never know it in most churches—the smoke, lights, loud music and preaching rolls on as if all is well…Too often people come to the church, are deeply disappointed and as a result are turned off from the gospel. The church promises solutions but only offers lip service. We’ve become excellent at giving people a show on Sunday but lousy at showing them how to actually live…I recently spoke with two businessmen friends about why it’s hard to find a good church. Both are successful financially and are passionate believers. On the surface, they’re what every pastor needs. Yet after being active in a local church, they both became disillusioned with what they saw and how they were treated. As they recounted stories of how pastors felt threatened by their powerful personalities and positions, I felt sorry for my friends (for never experiencing the community they sought) and for the insecure leaders they served. Countless other mature Christians have been so wounded by leadership that they stay home on Sunday and “go to church” by watching Charles Stanley or Jack Hayford. They get a good message, some good music and an opportunity to “tithe” to that ministry. Sometimes this is a transitional period. Too often it’s not. But this isn’t Christian community. Aren’t we supposed to assemble with other believers? Aren’t we supposed to bring a hymn or a Scripture or a prophetic word when we meet? In larger churches this need is met in small groups or in various ministries of the church. There are many examples of healthy churches where this happens. But too often it isn’t…Until this happens, people—like my businessmen friends—will feel as if they’re drifting. They’ll never really find their place in the body of Christ. And sooner or later, they will ‘vote with their feet’ by going somewhere else—or worse still, nowhere.

The shelves are filled with books about improving the process of leadership; discussions of how to hone its art are few. Checklists and processes do not challenge our ability to think, they do not force us to defend our ideas or look new ones in the face. They demand no depth. Defining leadership as an art rather than as a process does not mean that leadership cannot be taught. It merely means that gaining a greater understanding of leadership requires intellectual courage. Just as we develop physical courage by experiencing and functioning under physical fear and moral courage by making the choice of right amidst the pressure to do otherwise, so we develop intellectual courage through the discomfort and ambiguity of experiencing ideas that challenge our depth and perspective. Leaders develop intellectual courage by continuously sharpening the saber through education, and in doing so they hone within themselves the art of leadership.

The metaphor of the early American explorer fits policing and the complex problems we face on the street daily. As we search for peaceful outcomes to the situations we encounter numerous unknowns despite the similarities, in the types of incidents and crises we observe day to day. Standard operating procedures, policy and procedure practices are all very useful when we have standard problem and things go as we plan but what happens when things deviate from the standard and go outside the normal patterns? Here is where we must rely on resilience and adaptation, our ability and knowhow. Experienced people using their insights, imagination and initiative to solve complex problems as our ancestors, the early American explores did.  As we interact with people in dynamic encounters, the explorer mentality keeps us in the game; it keeps us alert and aware. The explorer mentality has us continually learning as we accord with a potential adversary and seek to understand his intent to the best of our ability. An officer who possesses the explorer mentality understands that an adversary has his own thoughts objectives and plans, many which he cannot hear, such as: “I will do what I am asked,” “I will not do what I am asked,” “I will escape,” “I will fight,” “I will assault,” “I will kill,” “I will play dumb until...,” “I will stab,” “I will shoot,” “he looks prepared I will comply,” “he looks complacent I will not comply, etc.” The explorer never stops learning and is ever mindful of both obvious and subtle clues of danger and or cooperation.

During the nineteenth century, corps commander was the highest level of command to still require skills of an operator for success. A corps commander was still able to see a problem develop and to dispatch soldiers or artillery to solve it on the spot. But at the army level of command the dynamics were for the first time different. The army commander was much more distant from the battle and consequently had no ability to act immediately or to control soldiers he could not see. The distance of the army commander from the action slowed responses to orders and created friction such that the commander was obliged to make decisions before the enemy’s actions were observed. Civil War army commanders were now suddenly required to exhibit a different set of skills. For the first time, they had to think in time and to command the formation by inculcating their intent in the minds of subordinates with whom they could not communicate directly. Very few of the generals were able to make the transition from direct to indirect leadership, particularly in the heat of combat. Most were very talented men who simply were never given the opportunity to learn to lead indirectly. Some, like Generals Meade and Burnside, found themselves forced to make the transition in the midst of battle. General Lee succeeded in part because, as military advisor to Jefferson Davis, he had been able to watch the war firsthand and to form his leadership style before he took command. General Grant was particularly fortunate to have the luck of learning his craft in the Western theater, where the press and the politicians were more distant, and their absence allowed him more time to learn from his mistakes. From the battle of Shiloh to that of Vicksburg, Grant as largely left alone to learn the art of indirect leadership through trial and error and periodic failure without getting fired for his mistakes. The implications of this phase of military history for the future development of close-combat leaders are at once simple, and self-evident. As the battlefield of the future expands and the battle becomes more chaotic and complex, the line that divides the indirect leader from the direct leader will continue to shift lower down the levels of command. The circumstances of future wars will demand that much younger and less experienced officers be able to practice indirect command. The space that held two Civil War armies of 200,000 men in 1863 would have been controlled by fewer than 1,000 in Desert Storm, and it may well be only a company or platoon position occupied by fewer than 100 soldiers in a decade or two. This means younger commanders will have to command soldiers they cannot see and make decisions without the senior leader’s hand directly on their shoulders. Distance between all the elements that provide support, such as fires and logistics, will demand that young commanders develop the skill to anticipate and think in time. Tomorrow’s tacticians will have to think at the operational level of war. They will have to make the transition from “doers” to thinkers, from commanders who react to what they see to leaders who anticipate what they will see. To do all this to the exacting standard imposed by future wars, the new leaders must learn the art of commanding by intent very early in their stewardship. The concept of “intent” forms the very essence of decentralized command.

I think mentoring is simply an inborn passion and not something you can learn in a classroom. It can only be mastered by observation and practice. I also realized that most mentees select you, and not the other way round. The mentor’s role is to create a sense of comfort so that people can approach you and hierarchy has no role to play in that situation. The mentee has to believe that when they share anything, they are sharing as an equal and that their professional well-being is protected, that they won’t be ridiculed or their confidentiality breached. As a mentor you have to create that comfort zone. It is somewhat like being a doctor or a psychiatrist, but mentoring does not necessarily have to take place only in the office. For example, if I was travelling I would often take along a junior colleague to meet a client. I made sure they had a chance to speak and then afterwards I would give them feedback and say, ‘You could have done this or that’. Similarly, if I observed somebody when they were giving a pitch or a talk, I would meet them afterwards or send them an e-mail to say ‘well done’ or coach them about how they could have done better. This trait of consciously looking for the bright spark amongst the crowd has paid me rich dividends. I spotted N. Chandrasekaran (Chandra), TCS’s current Chief Executive, when he was working on a project in Washington, DC in the early 1990s; the client said good things about him so I asked him to come and meet me. We took it from there. Similarly urging Maha and Paddy to move out of their comfort zones and take up challenging corporate roles was a successful move. From a leadership perspective I believe it is important to have experienced a wide range of functions within an organization. If a person hasn’t done a stint in HR, finance or operations, or in a particular geography or more than one vertical, they stand limited in your learning. A general manager needs to know about all functions. You don’t have to do a deep dive—a few months exploring a function is enough so long as you have an aptitude to learn and the ability to probe. This experience is very necessary today even from a governance perspective.

It is weird to me on how people will come to church frequently and have absolutely no desire or intention to change anything about their life based on what they experienced in the church.

I have been drawn to the story of Moses, because his hard-won strength of soul forged in his private encounters with God gave him the staying power he needed for the long haul of leadership. He made it all the way to the finish line of his life in leadership not because he knew how to think about leadership and conceptualize it in clever ways. He lasted because he allowed his leadership challenges to catalyze and draw him into a level of reliance on God that he might not have pursued had it not been for his great need for God which he experienced most profoundly in the crucible of leadership. He literally had no place else to go!

China can grow so fast only because its starting base is so low. The easiest way for China to grow is to relentlessly copy what has already worked in the West. And that’s exactly what it’s doing: executing definite plans by burning ever more coal to build ever more factories and skyscrapers. But with a huge population pushing resource prices higher, there’s no way Chinese living standards can ever actually catch up to those of the richest countries, and the Chinese know it. This is why the Chinese leadership is obsessed with the way in which things threaten to get worse. Every senior Chinese leader experienced famine as a child, so when the Politburo looks to the future, disaster is not an abstraction. The Chinese public, too, knows that winter is coming. Outsiders are fascinated by the great fortunes being made inside China, but they pay less attention to the wealthy Chinese trying hard to get their money out of the country. Poorer Chinese just save everything they can and hope it will be enough. Every class of people in China takes the future deadly seriously.

We know from research (and common sense) that people who understand and manage their own and others’ emotions make better leaders. They are able to deal with stress, overcome obstacles, and inspire others to work toward collective goals. They manage conflict with less fallout and build stronger teams. And they are generally happier at work, too. But far too many managers lack basic self-awareness and social skills. They don’t recognize the impact of their own feelings and moods. They are less adaptable than they need to be in today’s fast-paced world. And they don’t demonstrate basic empathy for others: they don’t understand people’s needs, which means they are unable to meet those needs or inspire people to act. One of the reasons we see far too little emotional intelligence in the workplace is that we don’t hire for it. We hire for pedigree. We look for where someone went to school, high grades and test scores, technical skills, and certifications, not whether they build great teams or get along with others. And how smart we think someone is matters a lot, so we hire for intellect. Obviously we need smart, experienced people in our companies, but we also need people who are adept at dealing with change, understand and motivate others, and manage both positive and negative emotions to create an environment where everyone can be at their best.

Neurochemical incentive and reward lies in employees experiencing the right amount of challenge that allows them to maintain confidence and optimism that they can successfully meet expectations and receive the corresponding neurochemical reward.

Albert Fortna, an experienced entrepreneur recognized for pioneering business ventures and commitment to mentoring, boasts a solid business background. His successful establishment and management of multiple companies highlight his entrepreneurial prowess and leadership abilities.

Paperback 204 pages ISBN: 9780996871839 Available in print, digital and audiobook formats If you have ever experienced infighting, such as a team ora department pitting itself against another team or department; if you have ever worked for a micromanaging and overbearing boss; if you have ever navigated the changes that come with a merger or other significant restructuring process, then you have had a front-row seat to organizational drama. David Emerald’s 3 Vital Questions: Transforming Workplace Drama was written for you! “It is impossible to describe what a profound impact the 3 Vital Questions have had on my life, personally and professionally.” —Chris Nagel, Director of Leadership & Team Development, Cleveland

In my experience, the process of achieving the goal became joy-filled. Identifying your priceless does that. It keeps us up late and wakes us up early. There’s no separation between work and play when we love our craft. I was experiencing that, thanks to this sport. Despite my immaturity and lack of experience, my work ethic, and no fear of failing elevated me. I took chances, made mistakes, and fell short. I was obsessed with building Hofstra into a national powerhouse. Sometimes I handled things wrong, and sometimes I tried to do too much at once. But I learned and kept working. Wrestling was my life, and at some point, my god.

Following Jesus doesn’t just mean we get to avoid hell. Following Jesus means we get to be part of experiencing heaven coming to earth today.

It is doubtful whether God can bless a man greatly until he has hurt him deeply.”3 Deep suffering often has a distinct, poignant effect on our lives. It did for me. The chosen suffering for me was deep, but not deep enough. Maybe I wasn’t tough enough to initiate the type of pain that unchosen suffering caused me. Welcome to unchosen suffering. Unchosen suffering brought me to my knees. It’s a pain inflicted upon us by circumstances outside our control. You wouldn’t choose this suffering if given the option. It causes deep wounds and ropey scars on your soul. Not every type of unchosen suffering drops us but the one I experienced did. Nothing prepares anyone for this sudden life alteration. It’s a jolting, shocking pain. At thirty-six years old, I found out through personal experience, and it would change the way I thought and the way I walked on this planet.

As we look at the current state of leadership, if we think all these problems have been created by “the other side,” we’re missing the point. If we want a better culture, a better country, and a better world, we need to look in the mirror and recognize our own contributions to the division we’re experiencing. We need to have a change of heart and mind in how we treat people. Instead of widening the chasm between us, we need to build bridges and move toward others while looking for common ground. The way to do that is to become a leader who takes the high road. That is what this book is about.

I strongly disapprove of the use of fitness sessions to punish players. Fitness enables you to enjoy the game, and it should never be seen or experienced in a negative light.

Freedom of choice is about time. Don’t be in a hurry to die. Take time to pay attention to what you’re experiencing.

Today we are privileged to have at our continual disposal not only the indwelling presence of the Holy Spirit, but also the Word of God — an invincible combination in the arsenal that the Bible calls “the weapons of our warfare” (see 2 Corinthians 10:4,5). Why, then, don’t we see the same level of God’s resurrection power and glory consistently manifested in our midst today that the Early Church experienced? Although there may be many answers to this question, one answer is certain: Far too many Christians today have come to lean on their own understanding and intellectual abilities at the expense of consulting the Holy Spirit for His guidance in their lives. They assume they already know what He wants them to do. And because they don’t depend on and yield to the leadership of the Holy Spirit the way the Early Church did, they miss opportunity after opportunity to see His power released in their lives.

Alice Heath, a student of Richard’s at the Harvard Kennedy School and one of his current teaching assistants, experienced this maxim very clearly when she started working with state child welfare agencies, whose mission is to prevent child abuse and neglect. The children and families they work with face very tough circumstances. Unfortunately, there is often no policy choice that a child welfare agency’s leadership can make that is likely to completely prevent abuse or neglect. “Completely preventing abuse or neglect would likely require draconian measures that would not be good for anyone. The best an agency can do is make the choice that has a higher probability of a better outcome relative to the other choices. Even with the best decisions there will still, sadly, be a high chance that some children suffer abuse and neglect. I have seen state legislators and commentators fail to understand this idea over and over, reading every tragic incident as a decision-making failure rather than the result of a set of choices where the best option is not a good option. As a result, state child welfare directors too often have very short terms and agencies lack stable leadership, which only makes things worse for the children and families who need help.

Bolitho shook his head. "The enemy's weakness does not lie in his ships, or in his courage either. It is leadership. Two-thirds of their trained and experienced officers were butchered in the Terror. And they'll not regain their confidence while they are bottled up in harbour by our blockade." He knew Draffen was deliberately drawing him out but continued, "Each time they break out and engage our squadrons they learn a little more, grow steadily more confident, even if a sea victory is denied them. Blockade is no longer the answer, in my opinion. It hurts the innocent as much as those for whom it is intended. Clearcut, decisive action is the solution. Hit the enemy whenever and wherever you can, the size of the actions is almost immaterial.

Experienced entrepreneurs understand how to treat risk as a decision for a benefit, accepting a future loss with a determinable probability of occurrence and an uncertain magnitude.

We have no idea what anyone else is dealing with until we get to know them, listen to them, and try to understand what they are experiencing.

The fact is that Planet Earth is overloaded with highly qualified and uber experienced folk who are rubbish in the triple wisdom- have a dim idea of who they are, can’t manage themselves well and are middling at managing others. They rose up the ranks powered by mostly technical skills but now that’s far less important. They have entered their comfort zones but what got them here most certainly won’t get them there and what will take them further are some tough behavioral changes.

If you want to survive in the ministry, you must witness the rejection that Jesus experienced. You must reflect on His ministry. You must not allow the carnality in your own heart to entice you to find a way to be more successful in ministry than Jesus was.

We have more money, better technology, and more talented and experienced executives than our competitors, and yet we are behind. What we lack is teamwork, and I can promise you all that I have no greater priority as CEO than making you, I mean, us, more effective as a group.

The world of affairs, as I have experienced it, is a very ambiguous one. The problem of preparing people to serve and be served by this society is, as Chesterton says, that the world is nearly reasonable but not quite. It is not illogical, yet it is a trap for logicians.

Experienced Professional Certified Coach (PCC). I specialize in personal leadership – the key to becoming all of who you are meant to be. I partner with you to increase your personal agency and strategic decision-making.

If you don’t know how to respond to someone who experienced loss, try putting yourself in that person’s shoes. Ask yourself how you would respond if you were in her situation. Ask yourself what you would want to hear and what you wouldn’t want to hear. It’s possible you wouldn’t want to hear anything. You might just want someone to sit and grieve with you.

Now, like anything related to relationships there are no absolute absolutes. Some men may find themselves in situations in which women simply do not test them in any capacity. That’s not necessarily a good thing, and here’s why. The only women who won’t test you at all are: 1. Women who have zero romantic interest in you, and… 2. Highly aggressive or experienced women who already have (and prefer) control over you. Women test men because they seek both love and leadership from them. Therefore, if she has no romantic or emotional interest in you, you won’t be tested. And if she’s not interested in a relationship dynamic in which you lead her you probably won’t be tested either.

Vision Cast. Once the church culture is assessed, the hard work really begins. The leadership of the local church must take the next, daring step: casting a new vision for a healthy culture that makes disciples and reproduces leaders. As a vision is shared for developing leaders, the vision must be rooted in biblical conviction. The church must hear that she is on the planet to make disciples, that the mission is urgent, and that God has called His people as missionaries into all spheres of life. Changing culture is changing the fundamental narrative of a local body of believers. Casting vision is all the more challenging when sin must be confronted. For Christians, our unwanted behaviors are often not just unhelpful or nonstrategic; often what needs to be addressed is actually sin. This makes forming culture a gut-wrenching experience. We are not simply moving people past their previous mistakes and misunderstandings. Rather, culture change through vision-casting in the local church often means walking the church through corporate repentance. Churches, and church leaders, cannot be simple pragmatists attempting to get the most effective behaviors to produce the greatest return. Instead, we are worshippers, living under the kind rule of our Sovereign Father. The local church needs brave culture leaders. We need to paint wonderful pictures of future obedience, while leading our churches to repent of our past failures. In order to move our people into a new season of obedience, grief is an appropriate response. This grief in Scripture is not just an individual activity; it’s a corporate activity, led by church leaders. Peter preached the first gospel message with an aim of producing grief over sin. He accused them of crucifying and killing Jesus (Acts 2:23, 36). Their response? “They were cut to the heart . . . and said, ‘Brothers, what must we do?’” (v. 37). They experienced grief of sin, which produced repentance (v. 38).9 The path forward for the Christian church is through the road of repentance. The content of this vision will become a roadmap. What theological convictions need to be changed, added, or forgotten? What will it look like once the new convictions are embraced?

DDO leaders understand that we make the greatest progress on the toughest business issues if we can overcome ways of thinking and acting that serve only to protect us from conflict and embarrassment. Leaders create the conditions, conversational routines, and leadership support for their members to gain immediate access to the core business issues, and to work through the understandable pain that can arise from breaking silences, confronting one’s weaknesses directly, or openly experiencing interpersonal disagreement.

Compassion isn’t just good, it’s good for business, and a 2004 paper argues that compassion at an individual level, such as what Bill and Mark demonstrated, can turn into “organizational compassion” when team members collectively notice, feel, and respond to pain experienced by team members. This happens when the organization “legitimates” that empathy, for example when leaders like Bill or Mark take the lead in helping individual team members. Compassion can start at the top.

people who experienced losses during childhood correlate with people being more resilient as adults.

Experienced campers know that you need to put more wood on the fire to keep it going. Experienced leaders know that the fires of enthusiasm can't continue without regular and consistent action.

Experienced people tend to keep doing the same things they’ve always done and then defend their way if someone does the same job differently and better...instead of continuing their learning and leadership.

experiencing fewer problems and frustrations in their day-to-day work, the work force will become even more engaged in the improvement process