Flexible Leader Quotes

Leaders are not, as we are often led to think, people who go along with huge crowds following them. Leaders are people who go their own way without caring, or even looking to see, whether anyone is following them. "Leadership qualities" are not the qualities that enable people to attract followers, but those that enable them to do without them. They include, at the very least, courage, endurance, patience, humor, flexibility, resourcefulness, stubbornness, a keen sense of reality, and the ability to keep a cool and clear head, even when things are going badly. True leaders, in short, do not make people into followers, but into other leaders.

Leadership grows like tall trees. It needs both toughness and flexibility - toughness for accountability - flexibility to adapt changes with a compassionate & caring heart for self and others.

What is needed now is for leaders to become more open, more flexible, less egoistic and less hypocritical. We must loosen our death grip on whatever we believe to be the truth simply because it is how we want the truth to look. We must be honest with ourselves and invite honesty from others.

A great leader has to be flexible, holding his ground on the major principles but finding room for compromises that can bring people together. A great leader has to be savvy at negotiations so we don't drown every bill in pork barrel bridges to nowhere. I know how to stand my ground — but I also know that Republicans and Democrats need to find common ground to stand on as well.

A flexible mind changes itself and builds a better model as it gathers more data about reality.

unlike so many political scientists of the time, Kissinger believed the study of history was essential for an understanding of international relations. The past was never past. History taught complexity and contingency, the way political and military leaders went about selecting among indeterminate options in the particular circumstances they faced and the mistakes they often committed as individuals making individual choices. There was no escaping uncertainty; tragedy was an ever-constant presence in human affairs. One obtained from the past not abstract formulas to be applied mechanically to modern-day problems but a flexible awareness of the human condition that could enrich the decision-making process. “History teaches by analogy, not identity,” Kissinger wrote. “This means that the lessons of history are never automatic.” Needless to say, Kissinger was no more enamored of quantitative thinking than Morgenthau.

Whether in industry or in politics, leaders should be building a new, more flexible order for the imperiled generations to come. To

Be flexible like trees; when the wind blows bend, but do not break.

However, one intriguing shift that suggests there are limits to automation was the recent decision by Toyota to systematically put working humans back into the manufacturing process. In quality and manufacturing on a mass scale, Toyota has been a global leader in automation technologies based on the corporate philosophy of kaizen (Japanese for “good change”) or continuous improvement. After pushing its automation processes toward lights-out manufacturing, the company realized that automated factories do not improve themselves. Once Toyota had extraordinary craftsmen that were known as Kami-sama, or “gods” who had the ability to make anything, according to Toyota president Akio Toyoda.49 The craftsmen also had the human ability to act creatively and thus improve the manufacturing process. Now, to add flexibility and creativity back into their factories, Toyota chose to restore a hundred “manual-intensive” workspaces.

In 1881, being on a visit to Boston, my wife and I found ourselves in the Parker House with the Ingersoll's, and went over to Charleston to hear him lecture. His subject was 'Some Mistakes of Moses,' and it was a memorable experience. Our lost leaders, -- Emerson, Thoreau, Theodore Parker, -- who had really spoken to disciples rather than to the nation, seemed to have contributed something to form this organ by which their voice could reach the people. Every variety of power was in this orator, -- logic and poetry, humor and imagination, simplicity and dramatic art, moral and boundless sympathy. The wonderful power which Washington's Attorney-general, Edmund Randolph, ascribed to Thomas Paine of insinuating his ideas equally into learned and unlearned had passed from Paine's pen to Ingersoll's tongue. The effect on the people was indescribable. The large theatre was crowded from pit to dome. The people were carried from plaudits of his argument to loud laughter at his humorous sentences, and his flexible voice carried the sympathies of the assembly with it, at times moving them to tears by his pathos. {Conway's thoughts on the great Robert Ingersoll}

The lesson is that thriving is not actually about the leader, it’s about the whole flock. Everyone has the potential to lead, and leadership is about listening and being attuned to everyone else. It’s about flexibility. It’s about humility. It’s about trust. It’s about having fun along the way. It is more about holding space for others’ brilliance than being the sole source of answers, more about flexible shape-shifting to meet the oncoming challenges than holding fast to a five-year strategic plan.

In 1999, the anthropologist Christopher Boehm addressed this issue in Hierarchy in the Forest, which reviewed the lifestyles of dozens of small-scale human groups. Perhaps surprisingly, he found that they are egalitarian. Material inequality is kept to a minimum; goods are distributed to everyone. The old and sick are cared for. There are leaders, but their power is kept in check; and the social structure is flexible and nonhierarchical. It looks less like Stalin’s Russia and more like Occupy Wall Street.

Canada is now the oldest continuous democratic federation in the world, in good part because most of our leaders, and certainly the best ones, have respected most of these written and unwritten rules. Other countries – almost all our allies and friends – have suffered civil wars, coups, dictatorships, sharp breaks, because they could not maintain the flexibility and respect for the Other that these rules, in particular the unwritten rules, create.

There are certain men who are sacrosanct in history; you touch on the truth of them at your peril. These are such men as Socrates and Plato, Pericles and Alexander, Caesar and Augustus, Marcus Aurelius and Trajan, Martel and Charlemagne, Edward the Confessor and William of Falaise, St. Louis and Richard and Tancred, Erasmus and Bacon, Galileo and Newton, Voltaire and Rousseau, Harvey and Darwin, Nelson and Wellington. In America, Penn and Franklin, Jefferson and Jackson and Lee. There are men better than these who are not sacrosanct, who may be challenged freely. But these men may not be. Albert Pike has been elevated to this sacrosanct company, though of course to a minor rank. To challenge his rank is to be overwhelmed by a torrent of abuse, and we challenge him completely. Looks are important to these elevated. Albert Pike looked like Michelangelo's Moses in contrived frontier costume. Who could distrust that big man with the great beard and flowing hair and godly glance? If you dislike the man and the type, then he was pompous, empty, provincial and temporal, dishonest, and murderous. But if you like the man and the type, then he was impressive, untrammeled, a man of the right place and moment, flexible or sophisticated, and firm. These are the two sides of the same handful of coins. He stole (diverted) Indian funds and used them to bribe doubtful Indian leaders. He ordered massacres of women and children (exemplary punitive operations). He lied like a trooper (he was a trooper). He effected assassinations (removal of semi-military obstructions). He forged names to treaties (astute frontier politics). He was part of a weird plot by men of both the North and South to extinguish the Indians whoever should win the war (devotion to the ideal of national growth ) . He personally arranged twelve separate civil wars among the Indians (the removal of the unfit) . After all, those were war years; and he did look like Moses, and perhaps he sounded like him.

Our greatest leaders are neither dreamers nor dictators: They are, like Jefferson, those who articulate national aspirations yet master the mechanics of influence and know when to depart from dogma. Jefferson had a remarkable capacity to marshal ideas and to move men, to balance the inspirational and the pragmatic. To realize his vision, he compromised and improvised. The willingness to do what he needed to do in a given moment makes him an elusive historical figure. Yet in the real world . . . his creative flexibility made him a transformative leader.

Yugoslavia marched into hell because its leaders took it there. When Communist dogma lost its already tenuous hold on people’s minds with the fall of the Iron Curtain, the more ideologically flexible and unscrupulous of the fading Communist elite, led by Milošević, switched to nationalism. The leaders packaged it as a new emotional certainty in the face of the chaos and fear left by the collapse of the old order. The challenges of converting a totalitarian state into a democracy, or turning a command economy into a free market, were waved away with colorful flags, hazy nostalgia, and folk music. Political

To make good choices, you need to make sense of the complexity of your environment. The strategy logic flow can point you to the key areas of analysis necessary to generate sustainable competitive advantage. First, look to understand the industry in which you play (or will play), its distinct segments and their relative attractiveness. Without this step, it is all too easy to assume that your map of the world is the only possible map, that the world is unchanging, and that no better possibilities exist. Next, turn to customers. What do channel and end consumers truly want, need, and value-and how do those needs fit with your current or potential offerings? To answer this question, you will have to dig deep-engaging in joint value creation with channel partners and seeking a new understanding of end consumers. After customers, the lens turns inward: what are your capabilities and costs relative to the competition? Can you be a differentiator or a cost leader? If not, you will need to rethink your choices. Finally, consider competition; what will your competitors do in the face of your actions? Throughout the thinking process, be open to recasting previous analyses in light of what you learn in a subsequent box. The basic direction of the process is from left to right, but it also has interdependencies that require a more flexible path through it.

But as a Puerto Rican woman, she belonged to not one but two minority groups. New research suggests that her double minority status may have amplified the costs and the benefits of speaking up. Management researcher Ashleigh Rosette, who is African American, noticed that she was treated differently when she led assertively than were both white women and black men. Working with colleagues, she found that double minority group members faced double jeopardy. When black women failed, they were evaluated much more harshly than black men and white leaders of both sexes. They didn’t fit the stereotype of leaders as black or as female, and they shouldered an unfair share of the blame for mistakes. For double minorities, Rosette’s team pointed out, failure is not an option. Interestingly, though, Rosette and her colleagues found that when black women acted dominantly, they didn’t face the same penalties as white women and black men. As double minorities, black women defy categories. Because people don’t know which stereotypes to apply to them, they have greater flexibility to act “black” or “female” without violating stereotypes. But this only holds true when there’s clear evidence of their competence. For minority-group members, it’s particularly important to earn status before exercising power. By quietly advancing the agenda of putting intelligence online as part of her job, Carmen Medina was able to build up successes without attracting too much attention. “I was able to fly under the radar,” she says. “Nobody really noticed what I was doing, and I was making headway by iterating to make us more of a publish-when-ready organization. It was almost like a backyard experiment. I pretty much proceeded unfettered.” Once Medina had accumulated enough wins, she started speaking up again—and this time, people were ready to listen. Rosette has discovered that when women climb to the top and it’s clear that they’re in the driver’s seat, people recognize that since they’ve overcome prejudice and double standards, they must be unusually motivated and talented. But what happens when voice falls on deaf ears?

LEADING LESSONS Stretch your legs. By this I mean you need to let go of the structure and rigidity of your life and do something different. There’s a saying: You don’t have to be great to start, but you have to start to be great. When I signed on to do Footloose, I learned about commitment on a whole new level. The tools I had called upon in the past to help me win dance competitions were not the ones I needed now. I had to find new ways to win at this as well. I had to let go of what had worked before and figure out new solutions. Flexibility is something all leaders need in their tool belt--the ability to roll with things, to shift gears, to approach something in a new and different way. The only thing certain in life is that life isn’t certain. Leaders know this, expect it, and change their hearts and heads to adapt to the situation.

When Intercession Breaks Through, INTERCESSION. “Awesome things for which we did not look” is a perfect description of genuine revival, because the unpredictable and unusual are the characteristics of great spiritual awakenings. It is of paramount importance that we pray that God will prepare the spiritual leaders for such an “awesome” visitation of the Holy Spirit. Pray that they will: 1) have understanding of the ways of the Spirit and will make room for God; 2) be sensitive and flexible to flow with whatever new thing God wants to do; 3) be taken over by the fear of the Lord and re-leased from the fear of men; 4) recognize that the fear of the Lord is the source of their much needed wisdom; 5) be given a deep desire to be radically real and to repent of all hypocrisy; and that they will not be concerned for “manpleasing” or “reputation.

Leadership is about having clear & grand vision, taking initiatives, possessing courage to question the status quo, ability to set large goals, consistently inspire self & others towards those goals, being self motivated and capability to motivate others, being spirited & strong to surmount any obstacle on the path, humility & openness to listen and learn from others, strength to stand for what he believes is right, while being flexible enough to revisit & review his beliefs, ability to organize & shift paradigms of his own & others, ability to attract, retain, develop & work with bigger leaders than himself, ability to trust others & being trust worthy , to think big & not petty, being above self, kind & giving, ability to sacrifice for others and to be bereft of insecurities & suspicion, ability to take risks, learn from both success & failure, being able to forget & forgive mistakes and mishaps of others, being focused, patient & persistent, to possess an amazing ability to be simple & easy to understand, to communicate & express with clarity and above all, being human.

But what is happiness? The definition most in vogue, fueled by the positive psychology movement, is one of happiness as a state, characterized by pleasure; a banishing of pain, suffering, and boredom; a sense of engagement and meaning through the experience of positive emotions and resilience. This is the dominant version of the new incomes sought and paid in the most widely celebrated “great places to work.” Think of flexible work hours, pool tables and dart boards, dining areas run by chefs serving fabulous and nutritious food at all hours, frequent talks by visiting thought leaders, spaces for naps, unlimited vacation time. However, the research literature on happiness suggests another definition, one that is overlapping but significantly different. The second definition sees happiness as a process of human flourishing. This definition, whose roots go back to Aristotle and the Greeks’ concept of eudaemonia, includes an experience of meaning and engagement but in relation to the satisfactions of experiencing one’s own growth and unfolding, becoming more of the person one was meant to be, bringing more of oneself into the world.

SEVEN CHANGE MASTERY SHIFTS • Change Mastery Shift 1: From Problem Focus to Opportunity Focus. Effective leaders tend to perceive and to innovate on the opportunities inherent in change. • Change Mastery Shift 2: From Short-Term Focus to Long-Term Focus. Effective leaders don’t lose sight of their long-term vision in the midst of change. • Change Mastery Shift 3: From Circumstance Focus to Purpose Focus. Effective leaders maintain a clear sense of purpose, value, and meaning to rise above immediate circumstances. • Change Mastery Shift 4: From Control Focus to Agility Focus. Effective leaders understand that control is a management principle that yields a certain degree of results. However, agility, flexibility, and innovation are leadership principles that sustain results over the long haul. • Change Mastery Shift 5: From Self-Focus to Service. Effective leaders buffer their teams and organizations from the stress of change by managing, neutralizing, and/or transcending their own stress. • Change Mastery Shift 6: From Expertise Focus to Listening Focus. Effective leaders stay open and practice authentic listening to stay connected with others and to consider multiple, innovative solutions. • Change Mastery Shift 7: From Doubt Focus to Trust Focus. Effective leaders are more secure in themselves; they possess a sense that they can handle whatever may come their way; their self-awareness and self-trust are bigger than the circumstances of change.

Hello,” she says. “My name is Amanda Ritter. In this file I will tell you only what you need to know. I am the leader of an organization fighting for justice and peace. This fight has become increasingly more important--and consequently, nearly impossible--in the past few decades. That is because of this.” Images flash across the wall, almost too fast for me to see. A man on his knees with a gun pressed to his forehead. The woman pointing it at him, her face emotionless. From a distance, a small person hanging by the neck from a telephone pole. A hole in the ground the size of a house, full of bodies. And there are other images too, but they move faster, so I get only impressions of blood and bone and death and cruelty, empty faces, soulless eyes, terrified eyes. Just when I have had enough, when I feel like I am going to scream if I see any more, the woman reappears on the screen, behind her desk. “You do not remember any of that,” she says. “But if you are thinking these are the actions of a terrorist group or a tyrannical government regime, you are only partially correct. Half of the people in those pictures, committing those terrible acts, were your neighbors. Your relatives. Your coworkers. The battle we are fighting is not against a particular group. It is against human nature itself--or at least what it has become.” This is what Jeanine was willing to enslave minds and murder people for--to keep us all from knowing. To keep us all ignorant and safe and inside the fence. There is a part of me that understands. “That is why you are so important,” Amanda says. “Our struggle against violence and cruelty is only treating the symptoms of a disease, not curing it. You are the cure. “In order to keep you safe, we devised a way for you to be separated from us. From our water supply. From our technology. From our societal structure. We have formed your society in a particular way in the hope that you will rediscover the moral sense most of us have lost. Over time, we hope that you will begin to change as most of us cannot. “The reason I am leaving this footage for you is so that you will know when it’s time to help us. You will know that it is time when there are many among you whose minds appear to be more flexible than the others. The name you should give those people is Divergent. Once they become abundant among you, your leaders should give the command for Amity to unlock the gate forever, so that you may emerge from your isolation.” And that is what my parents wanted to do: to take what we had learned and use it to help others. Abnegation to the end. “The information in this video is to be restricted to those in government only,” Amanda says. “You are to be a clean slate. But do not forget us.” She smiles a little. “I am about to join your number,” she says. “Like the rest of you, I will voluntarily forget my name, my family, and my home. I will take on a new identity, with false memories and a false history. But so that you know the information I have provided you with is accurate, I will tell you the name I am about to take as my own.” Her smile broadens, and for a moment, I feel that I recognize her. “My name will be Edith Prior,” she says. “And there is much I am happy to forget.” Prior. The video stops. The projector glows blue against the wall. I clutch Tobias’s hand, and there is a moment of silence like a withheld breath. Then the shouting begins.

I WANT TO end this list by talking a little more about the founding of Pixar University and Elyse Klaidman’s mind-expanding drawing classes in particular. Those first classes were such a success—of the 120 people who worked at Pixar then, 100 enrolled—that we gradually began expanding P.U.’s curriculum. Sculpting, painting, acting, meditation, belly dancing, live-action filmmaking, computer programming, design and color theory, ballet—over the years, we have offered free classes in all of them. This meant spending not only the time to find the best outside teachers but also the real cost of freeing people up during their workday to take the classes. So what exactly was Pixar getting out of all of this? It wasn’t that the class material directly enhanced our employees’ job performance. Instead, there was something about an apprentice lighting technician sitting alongside an experienced animator, who in turn was sitting next to someone who worked in legal or accounting or security—that proved immensely valuable. In the classroom setting, people interacted in a way they didn’t in the workplace. They felt free to be goofy, relaxed, open, vulnerable. Hierarchy did not apply, and as a result, communication thrived. Simply by providing an excuse for us all to toil side by side, humbled by the challenge of sketching a self-portrait or writing computer code or taming a lump of clay, P.U. changed the culture for the better. It taught everyone at Pixar, no matter their title, to respect the work that their colleagues did. And it made us all beginners again. Creativity involves missteps and imperfections. I wanted our people to get comfortable with that idea—that both the organization and its members should be willing, at times, to operate on the edge. I can understand that the leaders of many companies might wonder whether or not such classes would truly be useful, worth the expense. And I’ll admit that these social interactions I describe were an unexpected benefit. But the purpose of P.U. was never to turn programmers into artists or artists into belly dancers. Instead, it was to send a signal about how important it is for every one of us to keep learning new things. That, too, is a key part of remaining flexible: keeping our brains nimble by pushing ourselves to try things we haven’t tried before. That’s what P.U. lets our people do, and I believe it makes us stronger.

Never treat your launch team like a core group. It’s not. Your launch team is a time-limited, purpose-driven team. It ends with the debriefing session following your launch. At that meeting, release the launch team members to join a ministry team of their choice. Your launch team will not stay with you over the long haul. Many church planters make the mistake of thinking that the people from their launch team (whom they have grown to love) will be the same people who will grow the church with them in the long term. That is seldom, if ever, the case. While it’s sad to see people go, it’s part of God’s process in growing your church. So, expect it, be prepared for it, and be thankful that you have the opportunity to serve with so many different people at different points along the journey. Preparing a launch team to maximize your first service is first and foremost a spiritual enterprise. Pray and fast—a lot. Don’t be fooled into thinking that being a solid leader undermines the spirit of teamwork. You can lead a team, hold people accountable and ensure that things get done in a way that fosters teamwork and gives glory to God. So get ready. show people your heart before you ask for their hand. People want to know that you care, and they want to be part of something bigger than themselves. If you can articulate your vision in a way that excites people, they’ll want to be on your team. The launch team is not a democracy. Don’t vote. You are the leader. Lead. While it’s true that you want to share the gospel with as many people as possible, you will need to develop a clear picture of the specific demographic your new church is targeting in order to effectively reach the greatest number of people. Diffused light has little impact, but focused light has the ability to cut through steel. Take time to focus so that you are able to reach the specific people God has called you to. 1. Who Are the Key Population Groups Living in My Area? 2. What Population Group Is Not Being Reached Effectively? 3. What Population Group Do I Best Relate To? Healthy organisms grow, and that includes your church. If you feel stagnation setting in, your job is not to push growth any way you can but to identify the barriers that are hindering you and remove them. The only people who like full rooms are preachers and worship leaders. If you ignore this barrier, your church will stop growing. Early on, it’s best to remain flexible. The last thing you want to do is get in a position in which God can’t grow you because you aren’t logistically prepared. What if twice as many people showed up this Sunday? Would you be ready? When a lead pastor isn’t growing: The church stops growing, the sermons are stale, The staff and volunteers stop growing, The passion for ministry wanes. Keeping your church outwardly focused is just as important now as it was during your prelaunch stage. Make sure that you are continually working to expand God’s kingdom, not building your own. A healthy launch is the single greatest indicator of future church health.

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

Knowing your WHY is not the only way to be successful, but it is the only way to maintain a lasting success and have a greater blend of innovation and flexibility.

What can we learn from this imaginative story of time travel? First, that truth is always inconvenient for men in power. It may also be said that truth and power, like love and power, do not mix well. It is a rare man, and a gifted man, who can hold power and credit an unpleasant truth at the same time. It is, in this context, a profound understatement to say that our leaders have no sense of history or foresight. They do not even possess, in themselves, the spiritual or intellectual prerequisites for higher wisdom of any kind. They are political foxes whose thinking is short-term, and whose wisdom is crudely flexible and oriented to the requirements of the day.

The digital board directors need to be independent thinkers, unbiased communicators, wise advisors, flexible facilitators, and global leaders these days.

In practical terms, this means that leaders cannot afford to think in silos. Their approach to problems, issues and challenges must be holistic, flexible and adaptive, continuously integrating many diverse interests and opinions. Emotional intelligence – the heart As a complement to, not a substitute for, contextual intelligence, emotional intelligence is an increasingly essential attribute in the fourth industrial revolution.

Any leader who wants to adopt an infinite mindset must follow five essential practices: Advance a Just Cause Build Trusting Teams Study your Worthy Rivals Prepare for Existential Flexibility Demonstrate the Courage to Lead

Discipleship is not a one-size-fits-all process. It requires flexibility, adaptability, and a willingness to learn and grow with the individuals we are discipling.

Be stubborn about your goals, and flexible about your methods.

Having a clear vision and a solid plan for your business is essential, but it’s equally important to be flexible and adaptable as circumstances evolve. Surround yourself with people who inspire and support your goals, and stay focused on your long-term vision.

In general, though, new leaders are perceived as more credible when they display these characteristics: Demanding but able to be satisfied. Effective leaders get people to make realistic commitments and then hold them responsible for achieving results. But if you’re never satisfied, you’ll sap people’s motivation. Know when to celebrate success and when to push for more. Accessible but not too familiar. Being accessible does not mean making yourself available indiscriminately. It means being approachable, but in a way that preserves your authority. Decisive but judicious. New leaders communicate their capacity to take charge, perhaps by rapidly making some low-consequence decisions, without jumping too quickly into decisions that they aren’t ready to make. Early in your transition, you want to project decisiveness but defer some decisions until you know enough to make the right calls. Focused but flexible. Avoid setting up a vicious cycle and alienating others by coming across as rigid and unwilling to consider multiple solutions. Effective new leaders establish authority by zeroing in on issues but consulting others and encouraging input. They also know when to give people the flexibility to achieve results in their own ways. Active without causing commotion. There’s a fine line between building momentum and overwhelming your group or unit. Make things happen, but avoid pushing people to the point of burnout. Learn to pay attention to stress levels and pace yourself and others. Willing to make tough calls but humane. You may have to make tough calls right away, including letting go of marginal performers. Effective new leaders do what needs to be done, but they do it in ways that preserve people’s dignity and that others perceive as fair.

Coachability and Adaptability Multiple times, I've seen reps who are either too insecure to admit that they cannot perform a new function or too fearful of change. They won’t let anyone coach them. If you're not coachable, you won't learn. If you won’t learn, you won’t adapt. Adaptability is a critical trait in any rapidly growing company. As your product, market, competition, and company changes, you'll need people who are flexible enough to adapt to the changing environment. They'll need to perform new tasks, learn new products, and develop new skills.

It was impossible for me not to notice that the women's movement in Norway during the 1960s and 1970s took a different, more inclusive course from that taken in the United States during the same period. The main goals of feminist leaders here focused on making it possible (and safer) for women to choose not to be mothers, expanding women's access to higher education and jobs and professions that had previously been closed to them, giving women the means to combat sexual harassment and domestic violence, and creating access to political office. Norway's feminists worked on all of these issues but on another vitally important area as well: They demanded legislation that would significantly benefit Norwegian mothers and babies. Paid maternity leave, onsite nursery care in the workplace, flexible schedules for working women, and parental benefits were all part of the legislative advances made in Norway during the 1960s and 1970s. Architects followed suit by designing shopping malls, airports, and other public areas with comfortable, attractive places for nursing women and their children to use.

Global Talent Visa programs around the world: Opportunities similar to Australia's Global Talent Visa Many countries have created programs like Australia's Global Talent Visa as they compete for the best talent to drive economic growth and innovation. These initiatives seek to attract highly skilled workers from a range of industries and provide them with opportunities to live and work in a foreign country. This blog will explore a number of nations with comparable visa policies and highlight their distinctive features, benefits and application procedures if you are considering opportunities outside of Australia. 1. United Kingdom: Global Talent Visa People who have been recognized as leaders or have the potential to be leaders in disciplines like science, engineering, the humanities, medicine, digital technology, and the arts are eligible for the UK Global Talent Visa. Compared to other visa categories, this one has less limits on the successful applicant's ability to live and work in the UK. Key Features: Endorsement required: Applicants must secure endorsement from a recognized body in their field such as UK Research and Innovation or the Royal Society. Flexible work options: Visa holders can work for themselves, start a business or work for any employer in the UK. Processing Path: After three years (or two years for exceptional talent), visa holders can apply for indefinite leave to remain leading to permanent residence. Application process: Get support: Gather evidence of your achievements and submit your application to the approving body. Submitting your visa application: Once confirmed, complete your visa application online and provide the necessary documentation. 2. Canada: Global Talent Stream The Global Talent Stream is part of Canada's Temporary Foreign Worker Program, which aims to attract highly skilled talent in specific occupations. This program is especially beneficial for technology companies that want to hire specialized workers quickly. Key Features: Two categories: Category A: For employers who have been referred by a Designated Partner and are hiring unique talent. Category B: For employers looking to fill positions in high-demand occupations on Canada's Global Talent Occupations List. Expedited processing: Applications are processed within two weeks, making it an attractive option for businesses. Application process: Employer application: Employers must apply for a labor market benefits plan and demonstrate that they need a foreign worker. Worker Application: Once approved, the foreign worker can apply for a work permit. 3. United States of America: Employment-Based Immigration (EB-2 and EB-1 Visas) In the US, the EB-2 and EB-1 visas are for highly skilled individuals. The EB-1 visa is for individuals with exceptional ability, while the EB-2 is for individuals with advanced education or exceptional ability. Key Features: EB-1 Visa: Does not require a job offer, allows self-petition for individuals with exceptional ability in their field. EB-2 Visa: Requires a job offer, but individuals with exceptional ability can apply for a National Interest Waiver (NIW), which allows them to submit their own application. Permanent Residency: Both types of visas provide a pathway to permanent residence in the US. Application process: Eligibility Determination: Assess which visa category you are eligible for based on your qualifications and achievements. File Petition: Submit Form I-140 for EB-1 or EB-2, including supporting documentation. Apply for adjustment of status: If you are already in the US, you can apply for adjustment of status to become a permanent resident. 4. Germany: EU Blue Card The German EU Blue Card is designed to attract highly skilled workers from countries outside the European Union. This program aims to fill labor shortages in specific sectors and provides an attractive option for professionals who want to work in Germany.

The process is simple, but that doesn’t mean it’s easy. The process of becoming coachable and, in turn, being coached, is a journey that demands steadfastness, resilience, and flexibility from you—and the reality is, the leader who is ready is the one who will embark on the challenge.

Organizational cultures that encourage curiosity and questions help people develop themselves. People who ask questions have more self-confidence, as they see the people they question show appreciation and respect for the question and the questioner. When a nonthreatening environment for questions is a daily reality, people become ever more comfortable with themselves, know their strengths better, and are more self-assured. As leaders see their peers and their staff demonstrate greater capability and responsibility in responding to questions and taking more initiative, they can be more relaxed and flexible.

Questions have changed me immensely. I have greater self-confidence and a more relaxed attitude. I don't feel that I always have to have the answers in conversations or in situations where I need to speak at the spur of the moment. I feel this has increased my communication skills, especially listening and persuading. I have more trust in myself and others. Leading with questions has led to more trust, which appears to be a paradox of group life. I have stronger initiative and commitment. I learn more as I have become more directional by more questions. I have more patience and self-control, have greater openness and transparency. I now see myself as more adaptable and flexible. I am optimistic about opportunities [and] more inspirational and have greater vision and cognitive capability. Questions have given me greater understanding of organizational and political realities; I recognize the importance of organizational context and orientation. I am more willing to take risks in creating opportunities. I have a greater empathy with employees, customers, and others and a stronger commitment to develop others. My empowerment orientation is greater.

1. Strategic leaders must change a counterproductive array of long-established beliefs including many laws, regulations and policies, which are based on out-of-date assumptions. 2. Military leaders must drive and sustain a military cultural evolution through effective education and training of the next generation(s) of leaders in a system that is flexible enough to evolve alongside emerging changes in, and lessons from, war, society and technology. 3. Finally, senior leaders must continue to nurture and protect these younger leaders as they go out and put to practice what they have learned, and allow them to evolve.

Agood hymnbook is also clever—or maybe I should say a good hymnbook in the hands of a clever worship leader is a remarkably flexible tool. Through the use of metrical and tune indices, new matchings of tunes and texts can be found that allow for variety and freshness. For instance, in a church with a limited music budget, a modest but eager choir, and minimum arranging skills on the part of the leader, new combinations of tune and text can be turned into fresh, singable, and accessible anthems, and not a penny has been spent on music.

One American political figure saw Russia for the growing menace that it was and was willing to call Putin out for his transgressions. During President Obama’s reelection campaign, Mitt Romney warned of a growing Russian strategic threat, highlighting their role as “our number one geopolitical foe.”[208] The response from President Obama, Secretary Clinton, and other Democrats was not to echo his sentiment, but actually to ridicule Romney and support the Russian government. President Obama hurled insults, saying Romney was “stuck in a Cold War mind warp” [209] and in a nationally televised debate mocked the former governor, saying “the 1980s are now calling to ask for their foreign policy back…” [210] When asked to respond to Romney’s comment, Secretary Clinton refused to rebuke the over-the-top and false Obama campaign attacks. Instead, she delivered a message that echoed campaign talking points arguing that skepticism of Russia was outdated: “I think it’s somewhat dated to be looking backwards,” she said, adding, “In many of the areas where we are working to solve problems, Russia has been an ally.”[211] A month after Secretary Clinton’s statement on Romney, Putin rejected Obama’s calls for a landmark summit.[212] He didn’t seem to share the secretary’s view that the two countries were working together. It was ironic that while Obama and Clinton were saying Romney was in a “Cold War mind warp,”[213] the Russian leader was waging a virulent, anti-America “election campaign” (that’s if you can call what they did in Russia an “election”). In fact, if anyone was in a Cold War mind warp, it was Putin, and his behavior demonstrated just how right Romney was about Russia’s intentions. “Putin has helped stoke anti-Americanism as part of his campaign emphasizing a strong Russia,” Reuters reported. “He has warned the West not to interfere in Syria or Iran, and accused the United States of ‘political engineering’ around the world.”[214] And his invective was aimed not just at the United States. He singled out Secretary Clinton for verbal assault. Putin unleashed the assault Nov. 27 [2011] in a nationally televised address as he accepted the presidential nomination, suggesting that the independent election monitor Golos, which gets financing from the United States and Europe, was a U.S. vehicle for influencing the elections here. Since then, Golos has been turned out of its Moscow office and its Samara branch has come under tax investigation. Duma deputies are considering banning all foreign grants to Russian organizations. Then Putin accused U.S. Secretary of State Hillary Rodham Clinton of sending a signal to demonstrators to begin protesting the fairness of the Dec. 4 parliamentary elections.[215] [Emphasis added.] Despite all the evidence that the Russians had no interest in working with the U.S., President Obama and Secretary Clinton seemed to believe that we were just a Putin and Obama election victory away from making progress. In March 2012, President Obama was caught on a live microphone making a private pledge of flexibility on missile defense “after my election” to Dmitry Medvedev.[216] The episode lent credence to the notion that while the administration’s public unilateral concessions were bad enough, it might have been giving away even more in private. So it shouldn’t have been a surprise that Putin didn’t abandon his anti-American attitudes after he won the presidential “election.” In the last few weeks of Clinton’s tenure as Secretary of State, Putin signed a law banning American adoption of Russian children,[217] in a move that could be seen as nothing less than a slap in the face to the United States. Russia had been one of the leading sources of children for U.S. adoptions.[218] This disservice to Russian orphans in need of a home was the final offensive act in a long trail of human rights abuses for which Secretary Clinton failed to hold Russia accountable.

The secret of leading in a rapidly changing environment is to be committed to living the examined life oneself. Leaders must learn to be flexible and creative in tactics, and adaptable to shifts in culture and style, while holding to guiding principles of vision and ethics as though they were Platonic ideals.

Transition failures happen because new leaders either misunderstand the essential demands of the situation or lack the skill and flexibility to adapt to them.

Operations To execute well there must be accountability, clear goals, accurate methods to measure performance, and the right rewards for people who perform. But now, more than ever before, leaders need to design flexible operating plans. In the past a company might make one or perhaps two profound changes in its operations each year.

Acknowledging what you can't see-getting comfortable with the fact that there are a large number of two-inch events occurring right now, out of our sight, that will affect us for better or worse, in myriad ways- helps promote flexibility...to be truly humble, those leaders must first understand how many of the factors that shape their lives and businesses are-and always will be-out of sight.

distractions, or changes in the demands of the task at hand. Key Words: Begin and Maintain Behavior.             Flexibility: They can exercise the ability to be adaptable, think strategically, and solve problems by creating solutions as things change around them, shifting attention and plans as needed. Key Words: Adapt, Think, and Solve.             Execution and Goal Attainment: They exhibit the ability to execute the plan within the limits of time and other constraints. Key Words: Execute within Time.             Self-regulation: They use self-observation to monitor performance, self-judgment to evaluate performance, and self-regulation to change in order to reach the goal. Key Words: Monitor, Evaluate, Regulate.*

When I say that the fate of any group enterprise, and the individuals within it, are interconnected and interdependent, it may sound trite. But it’s not. What’s more, seeing all of the interdependencies that shape our lives is impossible, no matter how hard or long we look. If we don’t acknowledge how much is hidden, we hurt ourselves in the long run. Acknowledging what you can’t see—getting comfortable with the fact that there are a large number of two-inch events occurring right now, out of our sight, that will affect us for better or worse, in myriad ways—helps promote flexibility. You might say I’m an advocate for humility in leaders. But to be truly humble, those leaders must first understand how many of the factors that shape their lives and businesses are—and will always be—out of sight.

Rather than setting up a separate diversity committee or women’s committee with dedicated resources, I recommend that companies instead assemble small, temporary, twenty-first-century leadership task forces. This is an efficient, flexible team with the knowledge and authority to make decisions and the seniority and business networks to influence key stakeholders. Such a team would emphasize the accountability of business leaders for making change happen.

Hello,” she says. “My name is Amanda Ritter. In this file I will tell you only what you need to know. I am the leader of an organization fighting for justice and peace. This fight has become increasingly more important—and consequently, nearly impossible—in the past few decades. That is because of this.” Images flash across the wall, almost too fast for me to see. A man on his knees with a gun pressed to his forehead. The woman pointing it at him, her face emotionless. From a distance, a small person hanging by the neck from a telephone pole. A hole in the ground the size of a house, full of bodies. And there are other images too, but they move faster, so I get only impressions of blood and bone and death and cruelty, empty faces, soulless eyes, terrified eyes. Just when I have had enough, when I feel like I am going to scream if I see any more, the woman reappears on the screen, behind her desk. “You do not remember any of that,” she says. “But if you are thinking these are the actions of a terrorist group or a tyrannical government regime, you are only partially correct. Half of the people in those pictures, committing those terrible acts, were your neighbors. Your relatives. Your coworkers. The battle we are fighting is not against a particular group. It is against human nature itself—or at least what it has become.” This is what Jeanine was willing to enslave minds and murder people for—to keep us all from knowing. To keep us all ignorant and safe and inside the fence. There is a part of me that understands. “That is why you are so important,” Amanda says. “Our struggle against violence and cruelty is only treating the symptoms of a disease, not curing it. You are the cure. “In order to keep you safe, we devised a way for you to be separated from us. From our water supply. From our technology. From our societal structure. We have formed your society in a particular way in the hope that you will rediscover the moral sense most of us have lost. Over time, we hope that you will begin to change as most of us cannot. “The reason I am leaving this footage for you is so that you will know when it’s time to help us. You will know that it is time when there are many among you whose minds appear to be more flexible than the others. The name you should give those people is Divergent. Once they become abundant among you, your leaders should give the command for Amity to unlock the gate forever, so that you may emerge from your isolation.” And that is what my parents wanted to do: to take what we had learned and use it to help others. Abnegation to the end. “The information in this video is to be restricted to those in government only,” Amanda says. “You are to be a clean slate. But do not forget us.” She smiles a little. “I am about to join your number,” she says. “Like the rest of you, I will voluntarily forget my name, my family, and my home. I will take on a new identity, with false memories and a false history. But so that you know the information I have provided you with is accurate, I will tell you the name I am about to take as my own.” Her smile broadens, and for a moment, I feel that I recognize her. “My name will be Edith Prior,” she says. “And there is much I am happy to forget.” Prior.

I hate interruptions, especially when I have a deadline. Can’t people see I am busy? Jesus was having a busy day. A synagogue official’s daughter lay dying, and he begged Jesus to heal her. What a prime opportunity for Jesus to win over one of the religious leaders! Surely He should have accompanied this important official in haste and with single-minded determination. Jesus did not allow the pressure of a dying child to interfere with another divine appointment arranged by His heavenly Father. Can you imagine the official counting the minutes when Jesus stopped to question the crowd? Yet Jesus had time for both needs, and the official’s child benefited from a more glorious healing than she would have earlier. Just as Jesus trusted His heavenly Father to orchestrate His schedule, we also must trust the Architect of our days. Dear Lord, forgive me for the times I have ignored Your divine appointments. Help me keep my schedule flexible to respond to Your promptings.

He who is flexible masters the day.

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Self-organizing teams form the core of APM. They blend freedom and responsibility, flexibility and structure. In the face of inconsistency and ambiguity, the teams strive to consistently deliver on the product vision within the project constraints. Accomplishing this requires teams with a self-organizing structure and self-disciplined individual team members. Building this kind of team is the core of an agile project leader's job.

good storyteller, build good relationships internally and externally with key ecosystem constituents, take calculated risks, be quickly adaptable and flexible, communicate humbly but firmly, recruit all the time, implement sound business processes, and execute-execute-execute pragmatically within your ecosystem with purpose! If not, success will be just a pipe dream or fleeting experience, as building a start-up successfully is quite difficult. And great ideas don’t just come to you. You must pursue them. Regardless of what your vision for the future is, find ways to keep strengthening your pragmatic combination of mind-set, skill set, direction, strategies, know-how, and execution! If the featured young

Craft does not entail looking up decisions in books, or sticking to universal truths. It’s an instinct for making the right decision on every occasion. Pure eggheads lack it. When we think of the Apollo space program, we rarely picture the rocket scientists. We remember a failed mission, Apollo 13, when three guys jury-rigged their spaceship and got back to earth alive. They were among the most highly trained people ever to leave the ground, but they had little training in the repair of carbon dioxide scrubbers. Still, they were able to combine instructions from the ground with their skill as first-class tinkerers. That’s craft: flexibly wise leadership. All great leaders have it.

The best leaders “activated” their authority to squelch destructive conflict, when discussion and debate became repetitive, and time pressure necessitated immediate decisions. These flexible leaders “flattened” the hierarchy when creativity, problem-solving, and buy-in were top priorities.

Controls are the mechanisms that you use to align with other leaders you work with, and they can range from defining metrics to sprint planning (although I wouldn’t recommend the latter). There is no universal set of controls—depending on the size of team and your relationships with its leaders, you’ll want to mix and match—but the controls structure itself is universally applicable. Some of the most common controls that I’ve seen and used: Metrics26 align on outcomes while leaving flexibility around how the outcomes are achieved. Visions27 ensure that you agree on long-term direction while preserving short-term flexibility. Strategies28 confirm you have a shared understanding of the current constraints and how to address them. Organization design allows you to coordinate the evolution of a wider organization within the context of sub-organizations. Head count and transfers are the ultimate form of prioritization, and a good forum for validating how organizational priorities align across individual teams. Roadmaps align on problem selection and solution validation. Performance reviews coordinate culture and recognition. Etc. There are an infinite number of other possibilities, many of which are specific to your company’s particular meetings and forums. Start with this list, but don’t stick to it!

perspective, and generate new options for actions. Let’s look at the difference between knowledge and questions: Knowledge is past; Questions are future. Knowledge is static; Questions are dynamic. Knowledge is rigid; Questions are flexible. Knowledge limits options; Questions create possibilities. Knowledge requires adaptation; Questions call for innovation. Knowledge is a location; Questions are a journey. Knowledge can be superior; Questions require humility. Knowledge knows; Questions learn.

But I will reiterate that I think queer people are magic, and I do want to have it both ways. I’m very like, Love is love, let’s have all the rights. Let’s have all of the options and opportunities and flexibility that are afforded straight people. Let’s be protected and let’s be like everyone else. And there’s this kind of radical and contrarian part of me that’s like, No. Fuck that, we’re not like them. We are different, and arguably better. I don’t want what makes us different and special to be eroded in our continued quest for equality. Fiercely protecting and celebrating what is special and distinct and unique about queer people as a whole is super-important. And they’re not mutually exclusive. I think we can have both.

Leadership is not about authority; it's about empowering others to find their voice and purpose." "True leaders are negotiators of change, finding common ground amidst diverse perspectives." "Effective negotiation is not about winning, but about finding solutions that bring us closer together." "A leader's strength lies not in commanding, but in inspiring others to act for a common cause." "The art of negotiation is in understanding that every difference is an opportunity for growth." "To lead is to serve, and to serve is to listen with empathy and act with integrity." "Leadership is not about being in charge; it's about taking care of those in your charge." "Great leaders negotiate not with the goal of compromise, but with the vision of shared progress." "In every negotiation, remember that relationships matter more than agreements." "Leadership requires the courage to stand firm in your values and the wisdom to be flexible in your approach.

Weekly planning allows you the flexibility to work around inevitable interruptions and the focus to keep moving your most important goals forward. As you build this habit of the weekly review into your life, the repetition will keep prioritizing your most important goals and relationships.

Your system of value creation has to be flexible and adaptable. Like your strategy, it too has to evolve over time, and respond to—or better yet, anticipate—changes in the business environment or within the firm itself that can make its elements obsolete.

The researcher who led that work went on to study thousands of businesses. She found that the most effective leaders and organizations had range; they were, in effect, paradoxical. They could be demanding and nurturing, orderly and entrepreneurial, even hierarchical and individualistic all at once. A level of ambiguity, it seemed, was not harmful. In decision making, it can broaden an organization’s toolbox in a way that is uniquely valuable. Philip Tetlock and Barbara Mellers showed that thinkers who tolerate ambiguity make the best forecasts; one of Tetlock’s former graduate students, University of Texas professor Shefali Patil, spearheaded a project with them to show that cultures can build in a form of ambiguity that forces decision makers to use more than one tool, and to become more flexible and learn more readily.

If we don’t acknowledge how much is hidden, we hurt ourselves in the long run. Acknowledging what you can’t see—getting comfortable with the fact that there are a large number of two-inch events occurring right now, out of our sight, that will affect us for better or worse, in myriad ways—helps promote flexibility. You might say I’m an advocate for humility in leaders.

Asoka World School is a reputed international school in Kochi affiliated with CBSE. We have a student-friendly environment and has a very interesting syllabus. The STEM enriched curriculum helps to provide an in-depth learning experience for the students. We have a wide range of extracurricular activities for nurturing and developing a child’s creativity and imagination. Asoka World School can be an ideal option for your child. Here are some key reasons why Asoka World School is the best for your kid. Individualized attention in classes: Our student-teacher ratio arrangement is standardised in such a way that teachers are able to give individual attention to each child. Our teachers are well educated, experienced and constantly inspires their students. We follow the golden teacher-student ratio of 1:20. This helps students to gain the concepts of each subject easily hence they become more confident. This also enriches their knowledge, and they get more quality time to interact with their teachers. image Child Safe Environment: At Asoka World School, you will find your child is in extremely safe hands. Our classrooms are aesthetically designed and technologically equipped to disseminate learning through very many fun ways. Asoka World School has a world-class building design, infrastructure, fully integrated wireless network, climate-controlled smart classrooms, security features and no compromise hygiene and safeguarding policy that offers everything you have been dreaming for your child. Updated Curriculums: We have 4 levels of programmes prepared for our children. Foundational - KG - IInd Preparatory - IIIrd - Vth Middle School - VIth - VIIIth Senior School - IXth - XIIth These programs are framed by our school to focus on developing various vital skills in the students. Our teachers adopt a customised teaching approach that can help students of every category. Our flexible curriculum enhances the communication between the teachers and students to a great extent. Our school has result-oriented teaching methods, qualified and responsible teaching staff to help facilitate a learning environment that is both safe and nurturing. As the best CBSE school in Kochi, Asoka World School is a leader in its sector and we hope to continue rising and come out as the best school in Kochi.

1.   Identify your core capabilities as a business. Can you define precisely what gives your company competitive advantage? How easily can it be imitated? How do you deliver value to your customers? Evaluate your business as a set of processes and capabilities. Be clear on the definition, and break down big processes into smaller functions and services. 2.   Identify the services. Think through what the service, and the API for the service, might be. How do you make it a “black box”? In other words, how will you protect it from replication and theft? 3.   Where’s your advantage? How would you offer best-in-class commercial terms? Commercial terms include cost, speed, availability, quality, flexibility, and features. 4.   Can it be profitable? Would these commercial terms and capabilities be viable in the market? Would it be a viable profitable business for you? 5.   Test and evaluate. You have a critical and fact-based understanding of your core capabilities, their gaps, and the potential benefit (or lack thereof) of a platform. Build your agile approach to testing, learning, and building value as you go.

It requires leaders to design organizations that can succeed in mature businesses where success comes from incremental improvement, close attention to customers, and rigorous execution and to simultaneously compete in emerging businesses where success requires speed, flexibility, and a tolerance for mistakes. We refer to this capability as ambidexterity—the ability to do both. If leaders are the linchpin to success, then ambidexterity is the weapon with which they must do battle. We believe ambidexterity is the key to solving the innovator’s dilemma. How leaders and companies can do this is the story we tell here.

That is one opinion," Baon said with a nod. "But, duchess, let me give you one last lesson on leadership. This is your expedition, you determine its outcome. Failure and success—those are words for historians. Your job is to do the best you can with the resources allotted to you. Some of the greatest military victories in history were achieved by men who started their campains with completely different goals in mind. Some of the greatest disasters in history were achieved by men who pursued their goals with such a single-minded focus that they ignored other opportunities that came along. Flexibility is a leader's most useful weapon.

Jackson was a politician, not a philosopher, and politicians generally value power over strict intellectual consistency, which leads a president's supporters to nod sagely at their leader's creative flexibility and drives his opponents to sputter furiously about their nemesis's hyprocrisy.

Friedman’s version diverged from the general departmental approach. Rather than being a closed community, Money and Banking was open to bystanders and visiting scholars. Unlike other workshop leaders, Friedman did not allow the featured scholar to present. Instead, he led a discussion through the paper, page by page. The overall gist of the workshop was simple, according to one participant: “prove it.” In this hothouse environment student research grew into papers, and then dissertations. For Friedman, the workshop became an essential forum to test, refine, and expand his ideas about money, while forming a school of rising scholars steeped in his approach to the subject.33 Friedman saw a direct link between his research, his students, and what he called “an aberrant tradition” of Chicago monetary economics, focused on the quantity theory of money. In a 1956 volume, he celebrated the “subtle and relevant version” of quantity theory developed at Chicago in the Depression era by Simons, Mints, Knight, and Viner. This version of the quantity theory, Friedman argued, was “a flexible and sensitive tool for interpreting movements in aggregate economic activity and for developing relevant policy prescriptions.” Here, he was no doubt referring to the 1933 Chicago plan, the department’s response to the Great Depression.

Jackson was a politician, not a philosopher, and politicians generally value power over strict intellectual consistency, which leads a president's supporters to nod sagely at their leader's creative flexibility and drives his opponents to sputter furiously about their nemesis's hypocrisy.

If I follow the script and play the role assigned to me I'll be a model citizen, with a seamless CV and immaculate presentational skills, exceeding expectations and going the extra mile. I'll show how in this society of endless mobility and boundless opportunity anyone can get to "the top" with a flexible approach, a winning smile and a ruthless eye for profit. And if I ever falter or fluff my lines my Team Leader will be there to remind me: don't worry about other people or look for any big social picture. Forget all that stuff, just look after yourself. Put those books and ideas away now, their time has gone. Just look straight ahead, keep moving, and think positive. Or else.

Effective leaders know that to maintain their edge they need to see their edge – and beyond. They recognize that if they can’t see their own blind spots, patterns and world views, they’ll be making decisions based on erroneous information. Acting on what they believe to be true, rather than on what is actually true, is a great way to guarantee muddy results. Effective leaders know intuitively that self-awareness is the key to creating desirable results. Coaching is all about developing that deeper awareness by revealing what cannot otherwise be seen. As a busy executive or professional, you’re already a life-long learner. But how aware are you? Are you applying your curiosity to yourself? Your patterns? So how does coaching help leaders? Coaching is the one place where you can explore what you truly want – with no fear of being judged or found wanting. You can question your own point of view in confidence, and play with alternate ways of seeing your experience. You get to learn how to think flexibly, learn about your strengths, face your challenges and discover the wisdom you already have. Coaching is the process that supports you in finding your own answers. You learn to be your own best ally by regularly exploring how to make your deeper knowing sustainable across time. Over time, you learn to trust yourself in a new way.

There’s an assumption out there that good leaders are decisive and clear. They know the priorities and don’t let themselves get tangled up in agonizing thoughts about details. If you’re an executive, you want others to see you this way. Decisiveness gives the impression of confidence. And confidence helps others have confidence in you. As an entrepreneur, professional or executive, you know that making decisions is a large part of your daily life. You signed up for this – making decisions, big and small. So what make it difficult for smart, driven executives to be fully decisive? Indecisiveness is not just about decision fatigue or over-responsibility, although they may play a role. It’s about your executive functioning (EF) and how you’re managing it. To make difficult decisions, you need great EF – the brain-based skills for goal-directed behaviour and everything that goes with it. By virtue of where you are in your career, your EF is already well developed. And yet, you’d like to be more decisive. So what’s going on when you feel stuck in indecisiveness? Your particular brand of EF – your brain profile – may be highly comfortable with abstract thinking. Perhaps too comfortable. And that’s what can take you into endless ambivalence. Have you noticed that when you can’t land on a decision, there’s a sense of not quite settling? If you’re accustomed to thinking in the abstract, you may find it uncomfortable to land on a choice. If you want to be muscularly decisive, look at your emotions. Are they heightened? Triggered? If so, your EF will definitely go offline. You’ll experience mental fog, poor focus, and rumination. How do you respond when you’re triggered? Do you put your emotions aside? Do you tell yourself there’s no time during the work day to deal with them? Emotions don’t go away just because you decided not to pay attention to them. They’re still there, bubbling under the surface. If you try to think past the emotions, you won’t be effective. EF functions best when the brain is calm and clear. But emotions are very useful too – when you choose to pay attention to them. They’re a gold mine of information about risks, values, priorities and self-management. You need a balance of emotional information and facts to make a good decision. The most powerful leaders make decisions with a combination of intuition, past experience, emotional intelligence and cognitive flexibility. If you cut off these valuable data sets, the result will be indecisiveness. So how do you become confidently decisive? 1. Check in. Ask yourself: Who do I want to be as I make this decision? In what way may I be too comfortable with the abstract? What might I be resisting? Recognize that No decision IS a decision. Ask yourself: How do I benefit from making no decision? What if no decision is the best decision? Commit to making a decision anyway. Ask yourself: In what way can I make this decision more clear? Who will I be once I’ve made this decision? Accept that some ‘good’ decisions will feel uncomfortable. Ask yourself: What do I believe about what makes a good decision? What will deepen my comfort with what I don’t have control over? You can be a good leader and still be indecisive from time to time. The next time you have a difficult decision to make, draw from both emotional and factual information. And don’t forget to enjoy the afterglow of clarity! With love and gratitude, Lynda

What can we learn from this imaginative story of time travel? First, that truth is always inconvenient for men in power. It may also be said that truth and power, like love and power, do not mix well. It is a rare man, and a gifted man, who can hold power and credit an unpleasant truth at the same time. It is, in this context, a profound understatement to say that our leaders have no sense of history or foresight. They do not even possess, in themselves, the spiritual or intellectual prerequisites for higher wisdom of any kind. They are political foxes whose thinking is short-term, and whose wisdom is crudely flexible and oriented to the requirements of the day. J.R.Nyquist

The key criteria for creating a change story is fourfold. °  The story must be credible and relevant – in Aristotelian poetics, it must have ethos (an authority and understanding of the subject) and logos (it must make rational sense). °  It must be Visual and Visceral – appealing to the auditory, visual and kinaesthetic receivers in our brains. It must seize our hearts as well as impress our heads. In terms of Aristotelian poetics, it must have pathos (it must be felt). °  It must be flexible and scaleable – as easily told around a campfire as across the boardroom table. This implies the use of simple, everyday language and ideas. °  And it must be useful – able to turn vision into action; purpose into practice – acting as a transferor of meaning between one domain and another, between ‘your’ world and ‘mine’, between the ‘leader’ and the ‘led’.

Specifically, women elicit more respect and pride from their followers, communicate their vision more effectively, better empower and mentor their subordinates, approach problem solving in a more flexible and creative way; and are fairer and more objective in their evaluation of direct reports.

Racist power believes in by any means necessary. We, their challengers, typically do not, not even some of those inspired by Malcolm X. We care the most about the moral and ideological and financial purity of our ideologies and strategies and fundraising and leaders and organizations. We care less about bringing equitable results for people in dire straits, as we say we are purifying ourselves for the people in dire straits, as our purifying keeps the people in dire straits. As we critique the privilege and inaction of racist power, we show our privilege and inaction by critiquing every effective strategy, ultimately justifying our inaction on the comfortable seat of privilege. Anything but flexible, we are too often bound by ideologies that are bound by failed strategies of racial change.

Leaders, when you are energizing, communicative, and flexible, you inspire a following that is curious, cooperative, and loyal.

There are principals and values we should never compromise, but to be an effective leader in a democracy, you need flexible strategies and tactics, especially under difficult political conditions

Amazon’s founder, Jeff Bezos, has said that when mapping the future, leaders must “be stubborn on vision but flexible on details.”1 You may have correctly forecast a new trend and set a course of action; now, you must explore the particulars of that course, looking for possible roadblocks.

Although conservatives might accept violence against socialists and trade unionists, they would not tolerate it against the state. For their part, most fascist leaders have recognized that a seizure of power in the teeth of conservative and military opposition would be possible only with the help of the street, under conditions of social disorder likely to lead to wildcat assaults on private property, social hierarchy, and the state’s monopoly of armed force. A fascist resort to direct action would thus risk conceding advantages to fascism’s principal enemy, the Left, still powerful in the street and workplace in interwar Europe. Such tactics would also alienate those very elements—the army and the police—that the fascists would need later for planning and carrying out aggressive national expansion. Fascist parties, however deep their contempt for conservatives, had no plausible future aligning themselves with any groups who wanted to uproot the bases of conservative power. Since the fascist route to power has always passed through cooperation with conservative elites, at least in the cases so far known, the strength of a fascist movement in itself is only one of the determining variables in the achievement (or not) of power, though it is surely a vital one. Fascists did have numbers and muscle to offer to conservatives caught in crisis in Italy and Germany, as we have seen. Equally important, however, was the conservative elites’ willingness to work with fascism; a reciprocal flexibility on the fascist leaders’ part; and the urgency of the crisis that induced them to cooperate with each other. It is therefore essential to examine the accomplices who helped at crucial points. To watch only the fascist leader during his arrival in power is to fall under the spell of the “Führer myth” and the “Duce myth” in a way that would have given those men immense satisfaction. We must spend as much time studying their indispensable allies and accomplices as we spend studying the fascist leaders, and as much time studying the kinds of situation in which fascists were helped into power as we spend studying the movements themselves.

Real leaders demonstrate initiative, decisiveness, and flexibility.

Being flexible and, more important, empathetic, in business partnerships is essential.

1. The coercive style. This “Do what I say” approach can be very effective in a turnaround situation, a natural disaster, or when working with problem employees. But in most situations, coercive leadership inhibits the organization’s flexibility and dampens employees’ motivation. 2. The authoritative style. An authoritative leader takes a “Come with me” approach: she states the overall goal but gives people the freedom to choose their own means of achieving it. This style works especially well when a business is adrift. It is less effective when the leader is working with a team of experts who are more experienced than he is. 3. The affiliative style. The hallmark of the affiliative leader is a “People come first” attitude. This style is particularly useful for building team harmony or increasing morale. But its exclusive focus on praise can allow poor performance to go uncorrected. Also, affiliative leaders rarely offer advice, which often leaves employees in a quandary. 4. The democratic style. This style’s impact on organizational climate is not as high as you might imagine. By giving workers a voice in decisions, democratic leaders build organizational flexibility and responsibility and help generate fresh ideas. But sometimes the price is endless meetings and confused employees who feel leaderless. 5. The pacesetting style. A leader who sets high performance standards and exemplifies them himself has a very positive impact on employees who are self-motivated and highly competent. But other employees tend to feel overwhelmed by such a leader’s demands for excellence—and to resent his tendency to take over a situation. 6. The coaching style. This style focuses more on personal development than on immediate work-related tasks. It works well when employees are already aware of their weaknesses and want to improve, but not when they are resistant to changing their ways.