Extensive Leadership Quotes

If done "as God wants.' then leadership will surely include intercessory prayer. The saintly Bishop Azariah of India once remarked to Bishop Stephen Neill that he found time to pray daily, by name, for every leader in his extensive diocese. Little wonder that during his thirty years of eldering there, the diocese tripled its membership and greatly increase in spiritual effectiveness

[The wives of powerful noblemen] must be highly knowledgeable about government, and wise – in fact, far wiser than most other such women in power. The knowledge of a baroness must be so comprehensive that she can understand everything. Of her a philosopher might have said: "No one is wise who does not know some part of everything." Moreover, she must have the courage of a man. This means that she should not be brought up overmuch among women nor should she be indulged in extensive and feminine pampering. Why do I say that? If barons wish to be honoured as they deserve, they spend very little time in their manors and on their own lands. Going to war, attending their prince's court, and traveling are the three primary duties of such a lord. So the lady, his companion, must represent him at home during his absences. Although her husband is served by bailiffs, provosts, rent collectors, and land governors, she must govern them all. To do this according to her right she must conduct herself with such wisdom that she will be both feared and loved. As we have said before, the best possible fear comes from love. When wronged, her men must be able to turn to her for refuge. She must be so skilled and flexible that in each case she can respond suitably. Therefore, she must be knowledgeable in the mores of her locality and instructed in its usages, rights, and customs. She must be a good speaker, proud when pride is needed; circumspect with the scornful, surly, or rebellious; and charitably gentle and humble toward her good, obedient subjects. With the counsellors of her lord and with the advice of elder wise men, she ought to work directly with her people. No one should ever be able to say of her that she acts merely to have her own way. Again, she should have a man's heart. She must know the laws of arms and all things pertaining to warfare, ever prepared to command her men if there is need of it. She has to know both assault and defence tactics to insure that her fortresses are well defended, if she has any expectation of attack or believes she must initiate military action. Testing her men, she will discover their qualities of courage and determination before overly trusting them. She must know the number and strength of her men to gauge accurately her resources, so that she never will have to trust vain or feeble promises. Calculating what force she is capable of providing before her lord arrives with reinforcements, she also must know the financial resources she could call upon to sustain military action. She should avoid oppressing her men, since this is the surest way to incur their hatred. She can best cultivate their loyalty by speaking boldly and consistently to them, according to her council, not giving one reason today and another tomorrow. Speaking words of good courage to her men-at-arms as well as to her other retainers, she will urge them to loyalty and their best efforts.

It was not feasible to lose time in making careful surveys or extensive preliminary studies of possible control methods; learn how to get rid of Anopheles gambiae by actually getting rid of Anopheles gambiae.

A product leader is ultimately responsible for the success or failure of a product and, by extension, the company itself. The impact of that cannot be underestimated.

In fact, extensive informal networks are so important that if they do not exist, creating them has to be the focus of activity early in a major leadership initiative.

It is incumbent on leadership to reevaluate areas where women have been relegated to serve that are not based on biblical prohibitions but rather on cultural practices that may be extensions of sexism and misogyny.

Four key elements of some mental illnesses—mania and depression—appear to promote crisis leadership: realism, resilience, empathy, and creativity. These aren’t just loosely defined character traits; they have specific psychiatric meanings, and have been extensively studied scientifically. I use these terms in their scientific, not their commonsense, meanings.

If the people merely have the right to vote, but no right of extensive participation, in other words, if they are awakened only at election time but go into hibernation afterwards, this is token democracy. Reviewing our experience with people's democracy since the founding of the PRC, we have made it clear that in such a vast and populous socialist country, extensive deliberation under the leadership of the CPC on major issues affecting the economy and the people's quality of life embodies the unity of democracy and centralism. Chinese socialist democracy takes two important forms: in one the people exercise their right to vote in elections, and in the other, people from all sectors of society undertake extensive deliberations before major decisions are made. In China, these two forms do not cancel one another out, nor are they contradictory; they are complimentary. They constitute institutional features and strengths of Chinese socialist democracy.

The First Intifada, as it became known, erupted spontaneously all over the Occupied Territories, ignited when an Israeli army vehicle struck a truck in the Jabalya refugee camp in the Gaza Strip, killing four Palestinians. The uprising spread very quickly, although Gaza was the crucible and remained the most difficult area for Israel to bring under control. The intifada generated extensive local organization in the villages, towns, cities, and refugee camps, and came to be led by a secret Unified National Leadership. The flexible and clandestine grassroots networks formed during the intifada proved impossible for the military occupation authorities to suppress.

The setting of SMART goals has been written about extensively over the decades, but will only be as useful as the extent to which its principles are used.

Leaders sometimes wonder why they or their organization fail to achieve success, never seem to reach their potential. It’s often because they don’t understand or can’t instill the concept of what a team is all about at its best: connection and extension. This is a fundamental ingredient of ongoing organizational achievement. (Of course, incompetence as a leader is also a common cause of organizational failure.) Combat soldiers talk about whom they will die for. Who is it? It’s those guys right next to them in the trench, not the fight song, the flag, or some general back at the Pentagon, but those guys who sacrifice and bleed right next to them. “I couldn’t let my buddies down,” is what all soldiers say. Somebody they had never seen before they joined the army or marines has become someone they would die for. That’s the ultimate connection and extension.

conceptual heart. But we have incorporated new research and revised our case examples extensively to keep up with the latest

Begin to invest in productive capacity, and the ability to see people flying or shining on the platform you have set for them in support of your vision. You need to draw the best out of them so that the reach and impact of your vision becomes phenomenal. See them as your extension, the multiplication of the tentacles of your vision and mission – sometimes when they shine, they are not trying to replace you at all, they are trying to be a “little you” somewhere you cannot be, as you focus on other key strategic issues elsewhere.

We called it the Maturity Extension Program. The press, not quite accurately, nicknamed it “Operation Twist,” after a Fed program of the same name during the early 1960s. Back then, under the leadership of William McChesney Martin, the Fed bought longer-term securities and sold shorter-term securities in an attempt to “twist the yield curve”—that is, lower long-term interest rates (to stimulate spending and investment) and raise short-term rates (to protect the value of the dollar, supposedly).‡ This time, our goal wasn’t to move short-term and long-term rates in opposite directions but to bring long rates closer to rock-bottom short rates. With so many reserves already in the banking system and our promise to hold rates at zero at least through mid-2013, we saw little danger that selling short-term securities would lead to a significant rise in short-term rates. Thus, we expected our purchases under the Maturity Extension Program to have effects similar to those of our purchases under QE2.

As it turned out, my church sent their youth to summer camps more to gain a vision of social justice than of personal religious experience. I was elected to represent Oklahoma at a regional church youth camp in Fayetteville, Arkansas. There the national youth leadership outlined their plan for the future and taught us about the labor movement, grasping capitalists and the need for total disarmament. From then on my intellectual trajectory was poised for leaping much further to the political left. That meant Henry Wallace and the Farmer Labor wing go of the Democratic Party. Those hurdles happened abruptly, and my course was set early. The national Methodist youth movement was a world of its own, with extensive organization and strong political convictions. It was designed for propaganda that promoted social change according to the Social Gospel vision pouring out of the theological schools. My distant ideological mentors for that dream were socialist candidate Norman Thomas, pacifist pioneer A. J. Muste and British Hyde Park Donald Soper. I got this indoctrination second- and third-hand from reading and from going to youth conferences on all levels--local, district, conference, jurisdictional and national levels. As a teenage I was not sufficiently self-critical to see any unintended consequences and such talk was not encouraged.

In their groundbreaking book, Tribal Leadership, management consultants Dave Logan, John King, and Halee Fischer-Wright lay out the five stages of tribal development, which they formulated after conducting extensive research on small to midsize organizations.

The Marxist Mapam leader Simha Flapan,7 not an academic scholar, was the first historian to challenge the myths surrounding the 1948 war.8 Most of his theses were confirmed and elaborated upon by the other three historians. The New Historians disclosed how the Zionist leadership nominally accepted the UN Partition Plan but covertly agreed with King Abdullah to divide the area designed for a Palestinian state between Transjordan and Israel. Motivated to prevent the founding of a Palestinian state, Britain and the US supported the extension of the state of Israel into areas that were granted to the Palestinians; furthermore, they encouraged the rule of the Hashemites over the rest of the West Bank.

the extent to which Mormons wish to continue to dissociate themselves from any of the three major branches of Christianity makes it harder for them to credibly claim to be Christian at the same time. Imagine a young man raised in a not overly devout LDS home today who begins to go around describing a vision he had received in which he saw three identical looking men who identified themselves as Father, Son, and Holy Ghost. They instructed him to associate with no existing church but to await further revelation. Eventually an angel guides him to dig up silver tiles that are covered with writing he cannot read but looks a little like pictographs on totem poles. Later he announces he has been enabled by God’s Spirit to translate them. They tell the story of a group of Mormons who migrated to the Yukon in the late nineteenth century and who mingled with the Inuit there until they were all killed off except for one who had buried these tiles with their story engraved on them. Later God reveals to this young man extensive instructions for the founding of a new group restoring the original Mormonism of Joseph Smith, which had begun to be corrupted by Brigham Young, lost its moorings considerably in the mid-twentieth century, was reformed and improved by LDS church president Ezra Taft Benson but still needs a full restoration. After all, Joseph Smith died before he could pass on his authority to his divinely ordained successor, so no existing Mormons have true priesthood authority. The Salt Lake City-based Mormons, the rural Utah fundamentalist Mormons, and the Community of Christ (formerly the Reorganized Church of Jesus Christ of Latter-day Saints) are all illegitimate, and it is time to restore original Mormonism under the leadership of this upstart young man. Anyone who wants to be in God’s best graces has to be baptized into the new church this man is organizing, which is to be called the Restored Church of our Holy Lord Jesus Christ of Last-day Disciples. Existing Mormon baptisms are not good enough for membership in his church. Indeed, this new Restored Church is the one true church on the entire planet. At the same time, it wants to call itself Mormon and be treated as fully Mormon by the Quorum of the Twelve and the First Presidency in Salt Lake City, by all the renegade fundamentalist Mormons, and by the Community of Christ. What is the likelihood that anyone in these three groups would agree? Yet that is very close to how the rest of Christendom perceives, rightly or wrongly, the desires of the Church of Jesus Christ of Latter-day Saints.

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.

Amazon’s Leadership Principles6 Customer Obsession. Leaders start with the customer and work backwards. They work vigorously to earn and keep customer trust. Although leaders pay attention to competitors, they obsess over customers. Ownership. Leaders are owners. They think long term and don’t sacrifice long-term value for short-term results. They act on behalf of the entire company, beyond just their own team. They never say, “that’s not my job.” Invent and Simplify. Leaders expect and require innovation and invention from their teams and always find ways to simplify. They are externally aware, look for new ideas from everywhere, and are not limited by “not invented here.” As we do new things, we accept that we may be misunderstood for long periods of time. Are Right, A Lot. Leaders are right a lot. They have strong judgment and good instincts. They seek diverse perspectives and work to disconfirm their beliefs. Learn and Be Curious. Leaders are never done learning and always seek to improve themselves. They are curious about new possibilities and act to explore them. Hire and Develop the Best. Leaders raise the performance bar with every hire and promotion. They recognize exceptional talent, and willingly move them throughout the organization. Leaders develop leaders and take seriously their role in coaching others. We work on behalf of our people to invent mechanisms for development like Career Choice. Insist on the Highest Standards. Leaders have relentlessly high standards—many people may think these standards are unreasonably high. Leaders are continually raising the bar and drive their teams to deliver high-quality products, services, and processes. Leaders ensure that defects do not get sent down the line and that problems are fixed so they stay fixed. Think Big. Thinking small is a self-fulfilling prophecy. Leaders create and communicate a bold direction that inspires results. They think differently and look around corners for ways to serve customers. Bias for Action. Speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk-taking. Frugality. Accomplish more with less. Constraints breed resourcefulness, self-sufficiency, and invention. There are no extra points for growing headcount, budget size, or fixed expense. Earn Trust. Leaders listen attentively, speak candidly, and treat others respectfully. They are vocally self-critical, even when doing so is awkward or embarrassing. Leaders do not believe their or their team’s body odor smells of perfume. They benchmark themselves and their teams against the best.

Geriatric or other life extension for the powerful poses a similar threat to a sentient species as that found historically in the dominance of a self-perpetuating bureaucracy. Both assume prerogatives of immortality, collecting more and more power with each passing moment. This is power which draws a theological aura about itself: the unassailable Law, the God-given mandate of the leader, manifest destiny. Power held too long within a narrow framework moves farther and farther away from the adaptive demands of changed conditions. The leadership grows ever more paranoid, suspicious of inventive adaptations to change, fearfully protective of personal power and, in the terrified avoidance of what it sees as risk, blindly leads its people into destruction. ―BuSab Manual

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.

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

Edward IV’s policy of ‘Regional Governance’ (1461–71): During Edward IV’s first reign, Somerset politics was still influenced by the Stourton and Hungerford affinities which may have sought the patronage of Edward’s courtier, Humphrey Stafford. He was the only son of the Beaufort-Stourton client William Stafford by Katherine Chideock, and it was because of his Chideock inheritance (principally focussed in Somerset, Dorset, and Wiltshire) that he was destined to be a leading member of the Somerset gentry. In the later 1450s, Stafford may have been associated with the earl of Wiltshire whose first wife was his cousin (pp. 192–3). The Bonville-FitzWaryn alliance had dominated Devon politics throughout the 1440s and 1450s (see Chapter 5) but on Bonville’s death in 1461, his sole heir was his infant great-granddaughter, Cecily. Naturally, a child could not provide adequate leadership to the Bonville-FitzWaryn connection. Moreover, Bonville’s allies, Lord FitzWaryn and Sir Philip Courtenay, were also both entering their sixties (both were deceased before 1470), and similarly could not provide the dynamic direction that was required. Into this leadership void, stepped Lord Stafford (p. 207). …[Humphrey, Lord] Stafford [of Southwick] became a crucial national–regional power-broker–one of the pillars upon which rested the pediment of Yorkist government (p. 210). It seems clear that Lord Stafford’s land-holding, office-holding, and clientele suggest that he acted as a political core for the south-west region. Stafford’s inheritances already made him a significant figure in Somerset and Dorset but, favoured by Edward IV, he was granted extensive lands forfeited by Lancastrians throughout the south-west, such as the estates of the earldom of Devon. In addition to his own properties, Stafford was showered with many offices in Somerset and Dorset, as well as other positions of immense significance in the region–in particular, his endowment with the most important duchy of Cornwall offices ensured that he dominated Cornwall (p. 221). It seems quite understandable to find that, as a figure of local, regional, and national importance, Lord Stafford’s associations were regional in nature: he was connected to major figures from each county… (pp. 221–2).

Work reveals worth. Your work is an extension of you. Where your work is found is where your worth is defined

Amazon Leadership Principle—Bias for Action: Speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk-taking.

Meanwhile King ‘Abdullah of Transjordan had his own ambitions to dominate as much as possible of Palestine, having done his best to come to terms with both the Zionists and his British backers over his plans for the country. As Avi Shlaim reports in Collusion Across the Jordan, his account of this era, extensive clandestine contact took place between King ‘Abdullah and Jewish Agency leaders (later Israeli prime ministers) Moshe Sharett and Golda Meir.30 As the United Nations moved toward partition of Palestine, the king repeatedly met with them secretly in the hope of reaching an accord in which Jordan would incorporate the part of Palestine to be designated for its Arab majority. The king confidently gave them his assurances that the Palestinians would come around and assent to his rule.* Thus ‘Abdullah, unlike Iraq’s Nuri, had no use for any form of independent Palestinian leadership or for a body like the Arab Office that would serve as their diplomatic arm.

Kennon Smith in their delineating of critical issues in education through the studio. Central to their investigation is a connection with other fields of design and bringing common essential characteristics to the field of instructional design. Design and narrative meet in two chapters. In the first, Katherine Cennamo relates her experiences in pairing two design forms in a multidisciplinary design studio. Not all design work is alike and different cultures exist in different disciplines. At the same time, there are lessons to be learned through this innovative studio environment. Subsequently, Wayne Nelson and David Palumbo present the crossover of an interactive design firm to engagement with instructional design. Blending processes and ideas from product design and user-experience design informs their work, beginning from their entertainment-oriented experience and moving toward an educational product. How people design—whether they are instructional designers, architects, or end users—is a valuable base for practice and education. Chapters by Lisa Yamagata-Lynch and Craig Howard examine the design process using different methods of inquiry, but both help us in our quest for understanding. While Yamagata-Lynch uses Cultural Historical Activity Theory to examine design from an end-user point of view, Howard builds on an extensive use of the case study method to examine our own practices of instructional design. As we have seen in these chapters, instructional design is a diverse field and, while the specific subject matter is important, it is but one component of education. Wayne Nelson outlines the possible scope of research and practice and finds ways to integrate the field beyond traditional educational research. The qualitative and subjective aspects of instructional design must also be addressed. The specific elements of message design, judgment, and ethics are presented in chapters by M.J. Bishop, Nilufer Korkmaz and Elizabeth Boling, and Stephanie Moore. Each is critical in a holistic understanding of the field of instructional design, touching on such questions as how we convey meaning and information, our judgment of quality in our work, and our responsibilities as designers. We began the symposium with the idea of the value of design thinking, and Gordon Rowland, in his chapter, presents a method for improving the use of design in learning and thinking. Design is “a unique and essential form of inquiry,” and Rowland’s method can advance the use of design as a full-fledged educational component. Examining design and education encourages us to address larger, more systemic issues. Marcia Ashbaugh and Anthony Piña examine leadership thinking and how it could infuse and direct instructional design. How to improve the practice of design inquiry extends to the full field of education and to leadership in higher education. Paul Zenke’s chapter examines the role of university leadership as designers. Challenges abound in the modern age for higher education, and the application of design thinking and transformation is sorely needed. Our story, the chapters of this book, began with detailed views of the work of instructional design

William Burton catalyzes positive change as the Director of Schools for Lake County Schools in Tiptonville, TN. With a background as a United States Army Veteran and extensive experience in education leadership, he brings a unique perspective to the table.

Josh Chu is a seasoned technology executive with a rich background in software engineering, data science, and team leadership. Holding a Bachelor's degree in Computer Science from the University of Minnesota, he has consistently thrived in roles demanding strong technical leadership. Josh boasts a remarkable track record of expanding teams, securing funding, and overseeing extensive data projects. His proficiency extends across enterprise software, SaaS, engineering, and data science, rendering him a prime candidate for a technical leadership position. Josh is a dynamic leader known for propelling innovation and fostering growth, setting the stage for a successful future.

The Obama team’s deliberations were, as usual, extensive, thoughtful, and very slow.

Located far beyond the reach of government authorities, the Zaporozhian Sich continued to flourish even after the death of its founder. Any Christian male, irrespective of his social background, was free to come to this island fortress, with its rough wood-and-thatch barracks, and to join the Cossack brotherhood. He was also free to leave at will. Women and children, regarded as a hindrance in the steppe, were barred from entry. Refusing to recognize the authority of any ruler, the Zaporozhians governed themselves according to traditions and customs that evolved over the generations. All had equal rights and could participate in the frequent, boisterous councils (rady) in which the side that shouted loudest usually carried the day. These volatile gatherings elected and, with equal ease, deposed the Cossack leadership, which consisted of a hetman or otaman who had overall command, adjutants (osavuly), a chancellor (pysar), a quartermaster (obozny), and a judge (suddia). Each kurin, a term that referred to the Sich barracks and, by extension, to the military unit that lived in them, elected a similar subordinate group of officers, or starshyna. During campaigns, the authority of these officers was absolute, including the right to impose the death penalty. But in peacetime their power was limited. Generally, the Zaporozhians numbered about 5000-6000 men of whom about 10% served on a rotating basis as the garrison of the Sich, while the rest were engaged in campaigns or in peacetime occupations. The economy of the Sich consisted mainly of hunting, fishing, beekeeping, and salt making at the mouth of the Dnieper. Because the Sich lay on the trade route between the Commonwealth and the Black Sea, trade also played an important role.

At OBSS   An unexpected occurrence did come of this escapade, even though I didn’t care for the program. Andy, you may or may not be aware that Outward Bound teaches interpersonal and leadership skills, not to mention wilderness survival. The first two skillsets were not unlike our education at the Enlightened Royal Oracle Society (E.R.O.S.) or the Dale Carnegie course in which I had participated before leaving Malaya for school in England. It was the wilderness survival program I abhorred. Since I wasn’t rugged by nature (and remain that way to this day), this arduous experience was made worse by your absence. In 1970, OBSS was under the management of Singapore Ministry of Defence, and used primarily as a facility to prepare young men for compulsory ’National Service,’ commonly known as NS. All young and able 18+ Singaporean male citizens and second-generation permanent residents had to register for National Service compulsorily. They would serve either a two-year or twenty-two-month period as Full Time National Servicemen after completing the Outward Bound course. Pending on their individual physical and medical fitness, these young men would enter the Singapore Armed Forces (SAF), Singapore Police Force (SPF), or the Singapore Civil Defense Force (SCDF). Father, through his extensive contacts, enrolled me into the twenty-one-day Outward Bound summer course. There were twenty boys in my class. We were divided into small units under the guidance of an instructor. During the first few days at the base camp, we trained for outdoor recreation activities such as adventure racing, backpacking, cycling, camping, canoeing, canyoning, fishing, hiking, kayaking, mountaineering, horseback riding, photography, rock climbing, running, sailing, skiing, swimming, and a variety of sporting activities.

Water Pumps Manufacturers | CRI CRI is known for its leadership in the water pumping industry. Five decades of extensive experience that stemmed out from inimitable workmanship and profound endurance has now put the name alongside Trust, Potential and best Performer. CRI Water pumps are exemplary of quality and performance.

Influence, not position, is at the core of leadership. When a person without leadership capacity is given a leadership title or position, the result isn’t a complete lack of influence, but rather a greatly limited power base. This is true in life and in the Bible.