Initiative And Leadership Quotes

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A bit of advice Given to a young Native American At the time of his initiation: As you go the way of life, You will see a great chasm. Jump. It is not as wide as you think.
Joseph Campbell
Real men don't dance to other people's tune, instead, they play for others to dance.
Michael Bassey Johnson
When eagles are silent, parrots begin to chatter.
Winston S. Churchill
You can buy a man's time, you can buy a man's physical presence at a certain place, you can even buy a measured number of skilled muscular motions per hour or day. But you cannot buy enthusiasm, you cannot buy initiative, you cannot buy loyalty; you cannot buy the devotion of hearts, minds, and souls. You have to earn these things.
Clarence Francis
From my experience, I see a high number of change initiatives fail, so why is it that change experts and leadership coaches continually praise organisations for their great efforts?
Peter F Gallagher
A fractured team is just like a broken arm or leg; fixing it is always painful, and sometimes you have to rebreak it to make it heal correctly. And the rebreak hurts a lot more than the initial break, because you have to do it on purpose P.37
Patrick Lencioni (The Five Dysfunctions of a Team: A Leadership Fable)
You can unlock spiritual things only from within.
Richard Rohr (Adam's Return: The Five Promises of Male Initiation)
Many questions come to mind. How influenced by contemporary religions were many of the scholars who wrote the texts available today? How many scholars have simply assumed that males have always played the dominant role in leadership and creative invention and projected this assumption into their analysis of ancient cultures? Why do so many people educated in this century think of classical Greece as the first major culture when written language was in use and great cities built at least twenty-five centuries before that time? And perhaps most important, why is it continually inferred that the age of the "pagan" religions, the time of the worship of female deities (if mentioned at all), was dark and chaotic, mysterious and evil, without the light of order and reason that supposedly accompanied the later male religions, when it has been archaeologically confirmed that the earliest law, government, medicine, agriculture, architecture, metallurgy, wheeled vehicles, ceramics, textiles and written language were initially developed in societies that worshiped the Goddess? We may find ourselves wondering about the reasons for the lack of easily available information on societies who, for thousands of years, worshiped the ancient Creatress of the Universe.
Merlin Stone (When God Was a Woman)
When a leader takes too much ownership, there is no ownership left for the team or subordinate leaders to take. So the team loses initiative, they lose momentum, they won't make any decision, they just sit around and wait to be told what to do.
Jocko Willink (The Dichotomy of Leadership: Balancing the Challenges of Extreme Ownership to Lead and Win)
Good leaders motivate others by their listening skills. We are to: avoid prejudicial first impressions; become less self-centered; withhold initial criticism; stay calm; listen with empathy; be active listeners; clarify what we hear; and recognize the healing power of listening. Then we are to act on what we hear
John C. Maxwell (Maxwell Leadership Bible, Revised and Updated)
The best way to predict future is to create it." Abraham Lincoln
Gary Chapman (Growing Up Social: Raising Relational Kids in a Screen-Driven World)
The man who goes to the top is the man who has something to say and says it when circumstances warrant. Men who keep silent underdressed are moral cowards.
Richard Llewellyn (How Green Was My Valley)
Everyone wants to be wanted and if all people wait for someone else to invest in them, the world will be stuck in an eternal stalemate: nobody moves and nobody wins.
Laura L.
The FBI rank and file reacted very positively to this and other initiatives, something I could see in their annual anonymous rating of me across the organization.
James Comey (A Higher Loyalty: Truth, Lies, and Leadership)
The use of a good process that engages people is much more desirable, even if it does not initially achieve all the results.
Jeffrey K. Liker (The Toyota Way to Lean Leadership: Achieving and Sustaining Excellence through Leadership Development)
A leaders job is to ELEVATE the team, not delegate the team. Elevate your team to take initiative because real leadership is when you can create a culture of self-leadership within your team
Janna Cachola
[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.
Christine de Pizan (The Treasure of the City of Ladies)
Although leaders and followers are closely linked, it is the leader who often initiates the relationship, creates the communication linkages, and carries the burden for maintaining the relationship.
Peter Northouse
The few individuals who are capable of spontaneous and joyous effort stand out. These are the select men, the nobles, the only ones who are active and not merely reactive, for whom life is a perpetual striving, an incessant course of training.
José Ortega y Gasset
Our elders have failed us, they have not provided leadership, they have not provided counsel, they have been silent and compliant in the face of power. They have said nothing on fracking, climate collapse, the extinction crisis and done even less. The old have, for the most part, betrayed the young. This is as true of witchcraft as it is of our wider culture. It is therefore down to us as individuals to take our lead from the only source of initiation, living spirit, and through it embody the new witchcraft. We must become a witchcraft with a renewed sense of meaning and purpose, of responsibility to the land which is in crisis, or we are nothing more than consumers of the earth which will all too soon eat of us. Those who do not feel the imperative to act on this information demonstrate that they are not orientated, that is, they have no connection to the land and its denizens. Their magic is little more than a cerebral construct, and without being embodied is meaningless.
Peter Grey
Many supporters believe--or want to believe--that Obama will be a transformative political leader in a transformative time. They eagerly await the flowering of peace and social justice policies that will open a new chapter in the abatement of "the structural inequalities that our nation's legacy of discrimination has left behind." Whether Obama, carrying the weight of race on his shoulders in a manner no other United States president ever has, will provide leadership and initiative on these issues is yet to be seen. At every opportunity, we should remind him to try.
Clarence Lusane (The Black History of the White House)
Don’t strive to be a well-rounded leader. Instead, discover your zone and stay there. Then delegate everything else. Admitting a weakness is a sign of strength. Acknowledging weakness doesn’t make a leader less effective. Everybody in your organization benefits when you delegate responsibilities that fall outside your core competency. Thoughtful delegation will allow someone else in your organization to shine. Your weakness is someone’s opportunity. Leadership is not always about getting things done “right.” Leadership is about getting things done through other people. The people who follow us are exactly where we have led them. If there is no one to whom we can delegate, it is our own fault. As a leader, gifted by God to do a few things well, it is not right for you to attempt to do everything. Upgrade your performance by playing to your strengths and delegating your weaknesses. There are many things I can do, but I have to narrow it down to the one thing I must do. The secret of concentration is elimination. Devoting a little of yourself to everything means committing a great deal of yourself to nothing. My competence in these areas defines my success as a pastor. A sixty-hour workweek will not compensate for a poorly delivered sermon. People don’t show up on Sunday morning because I am a good pastor (leader, shepherd, counselor). In my world, it is my communication skills that make the difference. So that is where I focus my time. To develop a competent team, help the leaders in your organization discover their leadership competencies and delegate accordingly. Once you step outside your zone, don’t attempt to lead. Follow. The less you do, the more you will accomplish. Only those leaders who act boldly in times of crisis and change are willingly followed. Accepting the status quo is the equivalent of accepting a death sentence. Where there’s no progress, there’s no growth. If there’s no growth, there’s no life. Environments void of change are eventually void of life. So leaders find themselves in the precarious and often career-jeopardizing position of being the one to draw attention to the need for change. Consequently, courage is a nonnegotiable quality for the next generation leader. The leader is the one who has the courage to act on what he sees. A leader is someone who has the courage to say publicly what everybody else is whispering privately. It is not his insight that sets the leader apart from the crowd. It is his courage to act on what he sees, to speak up when everyone else is silent. Next generation leaders are those who would rather challenge what needs to change and pay the price than remain silent and die on the inside. The first person to step out in a new direction is viewed as the leader. And being the first to step out requires courage. In this way, courage establishes leadership. Leadership requires the courage to walk in the dark. The darkness is the uncertainty that always accompanies change. The mystery of whether or not a new enterprise will pan out. The reservation everyone initially feels when a new idea is introduced. The risk of being wrong. Many who lack the courage to forge ahead alone yearn for someone to take the first step, to go first, to show the way. It could be argued that the dark provides the optimal context for leadership. After all, if the pathway to the future were well lit, it would be crowded. Fear has kept many would-be leaders on the sidelines, while good opportunities paraded by. They didn’t lack insight. They lacked courage. Leaders are not always the first to see the need for change, but they are the first to act. Leadership is about moving boldly into the future in spite of uncertainty and risk. You can’t lead without taking risk. You won’t take risk without courage. Courage is essential to leadership.
Andy Stanley (Next Generation Leader: 5 Essentials for Those Who Will Shape the Future)
start something, with a knowledge to end it.
Krishna Sagar
Lincoln on Grant: "He makes things get. Wherever he is, he makes things move.
Abraham Lincoln
To avoid surprises later, spend enough time to know people initially. Don't just ask the obvious. Go the extra mile... Be creative and unconventional...
Assegid Habtewold (The 9 Cardinal Building Blocks: For continued success in leadership)
If you are to become more sensitive, you must be willing to take a risk. Take the initiative to find a need and take action.
John C. Maxwell (Be A People Person: Effective Leadership Through Effective Relationships)
Leaders should always be the initiators of reconciliation.
Adam J. Livecchi
micromanagement was a form of dictatorship. Just look at governments like the old Soviet Union to see that the results are a loss of productivity, quality and initiative.
George Ilian (100 Valuable Leadership Lessons from 10 U.S. Presidents)
What is new in your fight is the fact that it was initiated, fed, and sustained by students.
David J. Garrow (Bearing the Cross: Martin Luther King, Jr., and the Southern Christian Leadership Conference)
When do I start?" is the most refreshing thing I've heard in this whole war.
Steve Sheinkin (Bomb: The Race to Build—and Steal—the World's Most Dangerous Weapon)
Any goal, no matter what size, can be achieved if it is tackled with courage, initiative, perseverance, and integrity.
Angie Morgan
What we hope for includes the wise human leadership and initiative which will, like that of Joseph in Egypt, bring about fresh and healing policies and actions
N.T. Wright (God and the Pandemic: A Christian Reflection on the Coronavirus and Its Aftermath)
In the heat of leadership, with the adrenaline pumping, it is easy to convince yourself that you are not subject to the normal human frailties that can defeat ordinary mortals. You begin to act as if you are indestructible. But the intellectual, physical, and emotional challenges of leadership are fierce. So, in addition to getting on the being and assess the tolls those changes are taking. If you don't, your seemingly indestructible self can self-destruct. This, by the way, is an ideal outcome for your foes-and even friends who oppose your initiative- because no one has to feel responsible for your downfall. _________ When you take "personal" attacks personally, you unwittingly conspire in one of the common ways you can be taken out of action-you make yourself the issue. Attacks may be personal, understand that they are basically attacks on positions you represent and the role you are seeking to play
Ronald A. Heifetz
But continuing to initiate conversations and be curious about people is fundamental to building valuable relationships, because curiosity creates connections—that is the law of curiosity.
Michelle Tillis Lederman (The 11 Laws of Likability: Relationship Networking . . . Because People Do Business with People They Like)
Industries don’t die by surprise. It’s not as if you didn’t know it was coming. It’s not as if you didn’t know whom to call (or hire). What was missing was leadership—an individual (a heretic) ready to describe the future and build the coalitions necessary to get there. This isn’t about having a great idea (it almost never is). The great ideas are out there, for free, on your neighborhood blog. Nope, this is about taking initiative and making things happen.
Seth Godin (Tribes: We Need You to Lead Us)
The Knights of Labor originated in the late 1860s and early 1870s in Philadelphia, but slowly expanded into the rest of Pennsylvania and finally became a national organization with 750,000 members. It encompassed many trade unions and was organized geographically rather than by occupation. “The Knights attempted to organize all American productive workers into ‘one big union’ regardless of skill, trade, industry, race or sex and were divided into local, district and national assemblies, with a centralized structure”155—although substantial autonomy was granted to local assemblies, which took the initiative in establishing hundreds of cooperative stores and factories. The national leadership was less energetic on this score than local leadership. The overarching purpose of the organization was, as its longtime leader Terence Powderly said, “to associate our own labors; to establish co-operative institutions such as will tend to supersede the wage-system, by the introduction of a co-operative industrial system.”156 To this end, the Knights lobbied politically, engaged in numerous strikes, lent their support to other radical social movements, and, of course, organized co-ops. Masses of workers genuinely believed that they could rise from being “rented slaves” to become cooperators in control of their work and wages, living in revitalized and stabilized communities, no longer subject to periods of unemployment. Cooperation was a religion for some of them.
Chris Wright (Worker Cooperatives and Revolution: History and Possibilities in the United States)
Since males are expected to lead, this is what you must do to appear manly. Simply taking the initiative is not enough though; you must lead women all the way and keep leading them until the end. If you want a woman, it is up to you to go after her, not the other way around. Leadership in the relationship is the male’s role, like it or not — the same way giving birth is the female’s role. You can debate and argue all night that it is unfair, but it does not make any difference. You should never expect women to lead.
W. Anton (The Manual: What Women Want and How to Give It to Them)
All of us struggle to realize something Patrice spent years telling me, as I took on one position or another: "It's not about you, dear." She often needed to remind me that, whatever people were feeling-happy, sad, frightened, or confused-it was unlikely it had anything to do with me. They had received a gift, or lost a friend, or gotten a medical test result, or couldn't understand why their love wasn't calling them back. It was all about their lives, their troubles, their hopes and dreams. Not mine. The nature of human existence makes it hard for us-or at least for me-to come to that understanding naturally. After all, I can only experience the world through me. That tempts all of us to believe everything we think, everything we hear, everything we see, is all about us. I think we all do this. But a leader constantly has to train him- or herself to think otherwise. This is an important insight for a leader, in two respects. First, it allows you to relax a bit, secure in the knowledge that you aren't that important. Second, knowing people aren't focused on you should drive you to try to imagine what they are focused on. I see this as the heart of emotional intelligence, the ability to imagine the feelings and perspective of another "me". Some seem to be born with a larger initial deposit of emotional intelligence, but all of us can develop it with practice.
James Comey (A Higher Loyalty: Truth, Lies, and Leadership)
In the center of the movement, as the motor that swings it onto motion, sits the Leader. He is separated from the elite formation by an inner circle of the initiated who spread around him an aura of impenetrable mystery which corresponds to his “intangible preponderance.” His position within this intimate circle depends upon his ability to spin intrigues among its members and upon his skill in constantly changing its personnel. He owes his rise to leadership to an extreme ability to handle inner-party struggles for power rather than to demagogic or bureaucratic-organizational qualities. He is distinguished from earlier types of dictators in that he hardly wins through simple violence. Hitler needed neither the SA nor the SS to secure his position as leader of the Nazi movement; on the contrary, Röhm, the chief of the SA and able to count upon its loyalty to his own person, was one of Hitler’s inner-party enemies. Stalin won against Trotsky, who not only had a far greater mass appeal but, as chief of the Red Army, held in his hands the greatest power potential in Soviet Russia at the time. Not Stalin, but Trotsky, moreover, was the greatest organizational talent, the ablest bureaucrat of the Russian Revolution. On the other hand, both Hitler and Stalin were masters of detail and devoted themselves in the early stages of their careers almost entirely to questions of personnel, so that after a few years hardly any man of importance remained who did not owe his position to them.
Hannah Arendt (The Origins of Totalitarianism)
In current times when everyone tells us to work smart, they are right. Be idealist, bring grand big ideas, innovate and launch thrilling initiatives but then, work hard. Work real hard because all that has ever been achieved in this world is by true dedication, persistence and consistent hard work".
Khalida Brohi
I AM WRITING IN A time of great anxiety in my country. I understand the anxiety, but also believe America is going to be fine. I choose to see opportunity as well as danger. Donald Trump’s presidency threatens much of what is good in this nation. We all bear responsibility for the deeply flawed choices put before voters during the 2016 election, and our country is paying a high price: this president is unethical, and untethered to truth and institutional values. His leadership is transactional, ego driven, and about personal loyalty. We are fortunate some ethical leaders have chosen to serve and to stay at senior levels of government, but they cannot prevent all of the damage from the forest fire that is the Trump presidency. Their task is to try to contain it. I see many so-called conservative commentators, including some faith leaders, focusing on favorable policy initiatives or court appointments to justify their acceptance of this damage, while deemphasizing the impact of this president on basic norms and ethics. That strikes me as both hypocritical and morally wrong. The hypocrisy is evident if you simply switch the names and imagine that a President Hillary Clinton had conducted herself in a similar fashion in office. I’ve said this earlier but it’s worth repeating: close your eyes and imagine these same voices if President Hillary Clinton had told the FBI director, “I hope you will let it go,” about the investigation of a senior aide, or told casual, easily disprovable lies nearly every day and then demanded we believe them. The hypocrisy is so thick as to almost be darkly funny. I say this as someone who has worked in law enforcement for most of my life, and served presidents of both parties. What is happening now is not normal. It is not fake news. It is not okay.
James Comey (A Higher Loyalty: Truth, Lies, and Leadership)
So if you were ranked first in your initiate class,” I say, “what was Eric’s rank?” -“Second.” “So he was their second choice for leadership.” I nod slowly. “And you were their first.” -“What makes you say that?” “The way Eric was acting at dinner the first night. Jealous, even though he has what he wants.
Veronica Roth (Divergent (Divergent, #1))
We had better want the consequences of what we believe or disbelieve, because the consequences will come! . . . But how can a society set priorities if there are no basic standards? Are we to make our calculations using only the arithmetic of appetite? . . . The basic strands which have bound us together socially have begun to fray, and some of them have snapped. Even more pressure is then placed upon the remaining strands. The fact that the giving way is gradual will not prevent it from becoming total. . . . Given the tremendous asset that the family is, we must do all we can within constitutional constraints to protect it from predatory things like homosexuality and pornography. . . . Our whole republic rests upon the notion of “obedience to the unenforceable,” upon a tremendous emphasis on inner controls through self-discipline. . . . Different beliefs do make for different behaviors; what we think does affect our actions; concepts do have consequences. . . . Once society loses its capacity to declare that some things are wrong per se, then it finds itself forever building temporary defenses, revising rationales, drawing new lines—but forever falling back and losing its nerve. A society which permits anything will eventually lose everything! Take away a consciousness of eternity and see how differently time is spent. Take away an acknowledgement of divine design in the structure of life and then watch the mindless scurrying to redesign human systems to make life pain-free and pleasure-filled. Take away regard for the divinity in one’s neighbor, and watch the drop in our regard for his property. Take away basic moral standards and observe how quickly tolerance changes into permissiveness. Take away the sacred sense of belonging to a family or community, and observe how quickly citizens cease to care for big cities. Those of us who are business-oriented are quick to look for the bottom line in our endeavors. In the case of a value-free society, the bottom line is clear—the costs are prohibitive! A value-free society eventually imprisons its inhabitants. It also ends up doing indirectly what most of its inhabitants would never have agreed to do directly—at least initially. Can we turn such trends around? There is still a wealth of wisdom in the people of this good land, even though such wisdom is often mute and in search of leadership. People can often feel in their bones the wrongness of things, long before pollsters pick up such attitudes or before such attitudes are expressed in the ballot box. But it will take leadership and articulate assertion of basic values in all places and in personal behavior to back up such assertions. Even then, time and the tides are against us, so that courage will be a key ingredient. It will take the same kind of spunk the Spartans displayed at Thermopylae when they tenaciously held a small mountain pass against overwhelming numbers of Persians. The Persians could not dislodge the Spartans and sent emissaries forward to threaten what would happen if the Spartans did not surrender. The Spartans were told that if they did not give up, the Persians had so many archers in their army that they would darken the skies with their arrows. The Spartans said simply: “So much the better, we will fight in the shade!
Neal A. Maxwell
Some in Downing Street say it is now accepted that – unless Cameron falls victim to events – Boris will not get a chance to challenge for the leadership until after the Prime Minister wants to move on. At least initially, Downing Street sources refused to give a ‘moment’s thought’ to Boris not serving a second term as Mayor: ‘We just believe he will win.’ In the Tory high command, thoughts were already turning to a potential Boris v. George Osborne contest after 2016, when it is believed likely that Cameron will step down to ‘pursue other interests’. But as the architect of the Cameron government’s divisive austerity plan, Osborne may find himself ruled out and in any case, chancellors rarely go on to make a success of the top slot. Moreover,
Sonia Purnell (JUST BORIS: A Tale of Blond Ambition)
To be clear, male leadership in marriage does not mean the husband does everything or even that he decides everything. Rather, it means he typically initiates and always leads those shared discussions with his wife by which the various aspects of marriage and family life are decided and planned. The wife's opinion is vitally important, and a godly couple should be a close-knit team. But there should be no area of family life in which the husband does not serve as leader, facilitator, and overseer.
Richard D. Phillips (The Masculine Mandate: God's Calling To Men)
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.
Krishna Saagar
I will choose and display the right attitudes. I will determine and act upon important priorities. I will know and follow healthy guidelines. I will communicate with and care for my family. I will practice and develop good thinking. I will make and keep proper commitments. I will earn and properly manage finances. I will deepen and live out my faith. I will accept and show responsibility. I will initiate and invest in solid relationships. I will plan for and model generosity. I will embrace and practice good values. I will seek and experience improvements.
John C. Maxwell (Good Leaders Ask Great Questions: Your Foundation for Successful Leadership)
One of his first initiatives for the church, for instance, was to set up a “serious evangelistic campaign” that would be carried on throughout his first full year. “This campaign,” he wrote in a letter of recommendation, “shall be carried out by 25 evangelistic teams, each consisting of a captain and at least three other members. Each team shall be urged to bring in at least five new members within the church year. The team that brings in the highest number of members shall be duly recognized at the end of the church year. Each captain shall call his team together at least once a month to discuss findings and possibilities.
Donald T. Phillips (Martin Luther King, Jr., on Leadership: Inspiration and Wisdom for Challenging Times)
Under one or another Democratic administration, 120,000 Japanese Americans were torn from their homes and livelihoods and thrown into detention camps; atomic bombs were dropped on Hiroshima and Nagasaki with an enormous loss of innocent life; the FBI was given authority to infiltrate political groups; the Smith Act was used to imprison leaders of the Trotskyist Socialist Workers Party and later on leaders of the Communist party for their political beliefs; detention camps were established to round up political dissidents in the event of a “national emergency”; during the late 1940s and 1950s, eight thousand federal workers were purged from government because of their political associations and views, with thousands more in all walks of life witchhunted out of their careers; the Neutrality Act was used to impose an embargo on the Spanish Republic that worked in favor of Franco’s fascist legions; homicidal counterinsurgency programs were initiated in various Third World countries; and the Vietnam War was pursued and escalated. And for the better part of a century, the Congressional leadership of the Democratic party protected racial segregation and stymied all antilynching and fair employment bills. Yet all these crimes, bringing ruination and death to many, have not moved the liberals, the social democrats, and the “democratic socialist” anticommunists to insist repeatedly that we issue blanket condemnations of either the Democratic party or the political system that produced it, certainly not with the intolerant fervor that has been directed against existing communism.
Michael Parenti (Blackshirts and Reds: Rational Fascism and the Overthrow of Communism)
Values constitute your personal “bottom line.” They serve as guides to action. They inform the priorities you set and the decisions you make. They tell you when to say yes and when to say no. They also help you explain the choices you make and why you made them. If you believe, for instance, that diversity enriches innovation and service, then you should know what to do if people with differing views keep getting cut off when they offer fresh ideas. If you value collaboration over individualistic achievement, then you’ll know what to do when your best salesperson skips team meetings and refuses to share information with colleagues. If you value independence and initiative over conformity and obedience, you’ll be more likely to challenge something your manager says if you think it’s wrong.
James M. Kouzes (The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations)
The emphasis here will be on strength, not pathology; on challenge, not comfort; on self-differentiation, not herding for togetherness. This is a difficult perspective to maintain in a “seatbelt society” more oriented toward safety than adventure. This book is not, therefore, for those who prefer peace to progress. It is not for those who mistake another’s well-defined stand for coercion. It is not for those who fail to see how in any family or institution a perpetual concern for consensus leverages power to the extremists. And it is not for those who lack the nerve to venture out of the calm eye of good feelings and togetherness and weather the storm of protest that inevitably surrounds a leader’s self-definition. For, whether we are considering a family, a work system, or an entire nation, the resistance that sabotages a leader’s initiative usually has less to do with the “issue” that ensues than with the fact that the leader took initiative.
Edwin H. Friedman (A Failure of Nerve: Leadership in the Age of the Quick Fix)
Grant had a theory about which kinds of circumstances would call for introverted leadership. His hypothesis was that extroverted leaders enhance group performance when employees are passive, but that introverted leaders are more effective with proactive employees. To test his idea, he and two colleagues, professors Francesca Gino of Harvard Business School and David Hofman of the Kenan-Flagler Business School at the University of North Carolina, carried out a pair of studies of their own. In the first study, Grant and his colleagues analyzed data from one of the five biggest pizza chains in the United States. They discovered that the weekly profits of the stores managed by extroverts were 16 percent higher than the profits of those led by introverts—but only when the employees were passive types who tended to do their job without exercising initiative. Introverted leaders had the exact opposite results. When they worked with employees who actively tried to improve work procedures, their stores outperformed those led by extroverts by more than 14 percent. In
Susan Cain (Quiet: The Power of Introverts in a World That Can't Stop Talking)
What, then, does submission and respect look like for a woman in a dating relationship? Here are some guidelines: 1. A woman should allow the man to initiate the relationship. This does not mean that she does nothing. She helps! If she thinks there is a good possibility for a relationship, she makes herself accessible to him and helps him to make conversation, putting him at ease and encouraging him as opportunities arise (she does the opposite when she does not have interest in a relationship with a man). A godly woman will not try to manipulate the start of a relationship, but will respond to the interest and approaches of a man in a godly, encouraging way. 2. A godly woman should speak positively and respectfully about her boyfriend, both when with him and when apart. 3. She should give honest attention to his interests and respond to his attention and care by opening up her heart. 4. She should recognize the sexual temptations with which a single man will normally struggle. Knowing this, she will dress attractively but modestly, and will avoid potentially compromising situations. She must resist the temptation to encourage sexual liberties as a way to win his heart. 5. The Christian woman should build up the man with God's Word and give encouragement to godly leadership. She should allow and seek biblical encouragement from the man she is dating. 6. She should make "helping" and "respecting" the watchwords of her behavior toward a man. She should ask herself, "How can I encourage him, especially in his walk with God?" "How can I provide practical helps that are appropriate to the current place in our relationship?" She should share with him in a way that will enable him to care for her heart, asking, "What can I do or say that will help him to understand who I really am, and how can I participate in the things he cares about?" 7. She must remember that this is a brother in the Lord. She should not be afraid to end an unhealthy relationship, but should seek to do so with charity and grace. Should the relationship not continue forward, the godly woman will ensure that her time with a man will have left him spiritually blessed.
Richard D. Phillips (Holding Hands, Holding Hearts: Recovering a Biblical View of Christian Dating)
The prophet died in the year 632 of our own approximate calendar. The first account of his life was set down a full hundred and twenty years later by Ibn Ishaq, whose original was lost and can only be consulted through its reworked form, authored by Ibn Hisham, who died in 834. Adding to this hearsay and obscurity, there is no agreed-upon account of how the Prophet’s followers assembled the Koran, or of how his various sayings (some of them written down by secretaries) became codified. And this familiar problem is further complicated—even more than in the Christian case—by the matter of succession. Unlike Jesus, who apparently undertook to return to earth very soon and who (pace the absurd Dan Brown) left no known descendants, Muhammad was a general and a politician and—though unlike Alexander of Macedonia a prolific father—left no instruction as to who was to take up his mantle. Quarrels over the leadership began almost as soon as he died, and so Islam had its first major schism—between the Sunni and the Shia—before it had even established itself as a system. We need take no side in the schism, except to point out that one at least of the schools of interpretation must be quite mistaken. And the initial identification of Islam with an earthly caliphate, made up of disputatious contenders for the said mantle, marked it from the very beginning as man-made.
Christopher Hitchens (God Is Not Great: How Religion Poisons Everything)
Situation awareness means possessing an explorer mentality A general never knows anything with certainty, never sees his enemy clearly, and never knows positively where he is. When armies are face to face, the least accident in the ground, the smallest wood, may conceal part of the enemy army. The most experienced eye cannot be sure whether it sees the whole of the enemy’s army or only three-fourths. It is by the mind’s eye, by the integration of all reasoning, by a kind of inspiration that the general sees, knows, and judges. ~Napoleon 5   In order to effectively gather the appropriate information as it’s unfolding we must possess the explorer mentality.  We must be able to recognize patterns of behavior. Then we must recognize that which is outside that normal pattern. Then, you take the initiative so we maintain control. Every call, every incident we respond to possesses novelty. Car stops, domestic violence calls, robberies, suspicious persons etc.  These individual types of incidents show similar patterns in many ways. For example, a car stopped normally pulls over to the side of the road when signaled to do so.  The officer when ready, approaches the operator, a conversation ensues, paperwork exchanges, and the pulled over car drives away. A domestic violence call has its own normal patterns; police arrive, separate involved parties, take statements and arrest aggressor and advise the victim of abuse prevention rights. We could go on like this for all the types of calls we handle as each type of incident on its own merits, does possess very similar patterns. Yet they always, and I mean always possess something different be it the location, the time of day, the person you are dealing with. Even if it’s the same person, location, time and day, the person you’re dealing who may now be in a different emotional state and his/her motives and intent may be very different. This breaks that normal expected pattern.  Hence, there is a need to always be open-minded, alert and aware, exploring for the signs and signals of positive or negative change in conditions. In his Small Wars journal article “Thinking and Acting like an Early Explorer” Brigadier General Huba Wass de Czege (US Army Ret.) describes the explorer mentality:   While tactical and strategic thinking are fundamentally different, both kinds of thinking must take place in the explorer’s brain, but in separate compartments. To appreciate this, think of the metaphor of an early American explorer trying to cross a large expanse of unknown terrain long before the days of the modern conveniences. The explorer knows that somewhere to the west lies an ocean he wants to reach. He has only a sketch-map of a narrow corridor drawn by a previously unsuccessful explorer. He also knows that highly variable weather and frequent geologic activity can block mountain passes, flood rivers, and dry up desert water sources. He also knows that some native tribes are hostile to all strangers, some are friendly and others are fickle, but that warring and peace-making among them makes estimating their whereabouts and attitudes difficult.6
Fred Leland (Adaptive Leadership Handbook - Law Enforcement & Security)
I see many so-called conservative commentators, including some faith leaders, focusing on favorable policy initiatives or court appointments to justify their acceptance of this damage, while de-emphasizing the impact of this president on basic norms and ethics. That strikes me as both hypocritical and wrong. The hypocrisy is evident if you simply switch the names and imagine that a President Hillary Clinton had conducted herself in a similar fashion in office. I've said this earlier but it's worth repeating: close your eyes and imagine these same voices if President Hillary Clinton had told the FBI director, 'I hope you will let it go,' about the investigation of a senior aide, or told casual, easily disprovable lies nearly every day and then demanded we believe them. The hypocrisy is so thick as to be almost darkly funny. I say this as someone who has worked in law enforcement for most of my life, and served presidents of both parties. What is happening now is not normal. It is not fake news. It is not okay. Whatever your politics, it is wrong to dismiss the damage to the norms and traditions that have guided the presidency and our public life for decades or, in many cases, since the republic was founded. It is also wrong to stand idly by, or worse, to stay silent when you know better, while a president so brazenly seeks to undermine public confidence in law enforcement institutions that were established to keep our leaders in check...without these checks on our leaders, without those institutions vigorously standing against abuses of power, our country cannot sustain itself as a functioning democracy. I know there are men and women of good conscience in the United States Congress on both sides of the aisle who understand this. But not enough of them are speaking out. They must ask themselves to what, or to whom, they hold a higher loyalty: to partisan interests or to the pillars of democracy? Their silence is complicity - it is a choice - and somewhere deep down they must know that. Policies come and go. Supreme Court justices come and go. But the core of our nation is our commitment to a set of shared values that began with George Washington - to restraint and integrity and balance and transparency and truth. If that slides away from us, only a fool would be consoled by a tax cut or different immigration policy.
James Comey (A Higher Loyalty: Truth, Lies, and Leadership)
The initial conclusion of the subcommittee was that “needless slaughter” took place on November 11, 1918. However, this finding was beaten back by vocal House members as a slur upon the nation’s wartime leadership. The report that was finally approved found no one culpable for the Armistice Day bloodshed. Throughout
Joseph E. Persico (Eleventh Month, Eleventh Day, Eleventh Hour: Armistice Day, 1918)
Leadership is all about taking initiatives.
Krishna Saagar Rao
You will never have a definite purpose in life, you will never have self-confidence, you will never have initiative and leadership unless you first create these qualities in your imagination and see yourself in possession of them.
Napoleon Hill (Selling You!)
Almost all introverts hate initiating contact. If you are one of these, then you will wait for someone else to talk to you first. This is because you are afraid of rejection. You do not want to get rejected and feel embarrassed or humiliated. This can bring out your self-doubt issues, which in turn can be quite harmful to your mental health.
Daron Callaway (Introverts: The Ultimate Guide for Introverts Who Don’t Want to Change their Quiet Nature but Still Make Friends, Be Sociable, and Develop Powerful Leadership Skills)
Imagine a restaurant that kicks off with splashy mailers and hands out tons of coupons before making sure the kitchen and waitstaff have their act together. Sure, lots of people will come to check it out, but if the meals are pedestrian and the staff is barely competent, not many will come back again—ever. Even if things eventually turn around, it’s unlikely that more coupons or even a few word-of-mouth recommendations will overcome the initial negative experience for those early customers. They weren’t reached; they were inoculated.
Larry Osborne (Sticky Church (Leadership Network Innovation Series))
Faced with the need to confront a player who had performed below our expectation, I might have said: That was rubbish, that.' But then I would follow it up with, 'For a player of your ability. That was for picking them back up from the initial blow. Criticise but balance it out with encouragement. 'Why are you doing that? You're better than that.
Alex Ferguson (Alex Ferguson: My Autobiography)
Today the issues most vulnerable to becoming displacements are, first of all, anything related to safety: product safety, traffic safety, bicycle safety, motorboat safety, jet-ski safety, workplace safety, nutritional safety, nuclear power station safety, toxic waste safety, and so on and so on. This focus on safety has become so omnipresent in our chronically anxious civilization that there is real danger we will come to believe that safety is the most important value in life. It is certainly important as a modifier of other initiatives, but if a society is to evolve, or if leaders are to arise, then safety can never be allowed to become more important than adventure. We are on our way to becoming a nation of “skimmers,” living off the risks of previous generations and constantly taking from the top without adding significantly to its essence. Everything we enjoy as part of our advanced civilization, including the discovery, exploration, and development of our country, came about because previous generations made adventure more important than safety.
Edwin H. Friedman (A Failure of Nerve: Leadership in the Age of the Quick Fix)
Earning is a product of learning. You're only one letter away from earning more.
Richie Norton
Why is this disengagement epidemic becoming the new norm? A few reasons I have witnessed in speaking with companies across the country include . . . • Information overload • Distractions • Stress/overwhelmed • Apathy/detachment • Short attention span • Fear, worry, anxiety • Rapidly changing technology • Entitlement • Poor leadership • Preoccupation • Social media • Interruptions • Multitasking • Budget cuts • Exhaustion • Boredom • Conflict • Social insecurity • Lack of longevity These challenges not only create separation and work dysfunction, but we are seeing it happen in relationships and personal interactions.
Susan C. Young (The Art of Action: 8 Ways to Initiate & Activate Forward Momentum for Positive Impact (The Art of First Impressions for Positive Impact, #4))
Uh-Oh . . . One year I was the guest speaker at an annual conference. The person who coordinated the agenda mistakenly typed my name as “Sue” rather than “Susan.” I felt odd and a little disrespected because they didn’t take the time to ask the spelling of my name. It felt awkward when I saw it on all the tables throughout the ballroom, to say the least. I asked, “Please make sure that you introduce me as Susan because I’ve never been called Sue.” The initial impression was sticky for an instant, but they quickly made it right. The correction was shared and everything turned out fine. Even an innocent and unintentional name error can impact your first impressions. Making a joke about it once I was on stage was a light-hearted way to confirm my real name.
Susan C. Young (The Art of Communication: 8 Ways to Confirm Clarity & Understanding for Positive Impact(The Art of First Impressions for Positive Impact, #5))
As a professional speaker and author, excellent grammar is crucial in my profession. Without the proper use of words and language, I would lose credibility and respect.
Susan C. Young (The Art of Action: 8 Ways to Initiate & Activate Forward Momentum for Positive Impact (The Art of First Impressions for Positive Impact, #4))
My man Daniel sees twenty patients a day, many of whom he has never met before their appointment. With only fifteen to twenty minutes to spare, he has no choice but to use the gift of gab to connect quickly. He said, “Small talk is easier than big talk, especially with someone you do not know. It is an easy stepping stone to help you break the silence for more comfortable conversation. This initial form of communication opens the door for big talk.” Find ways to start small talk with new people and they will be impressed by your friendly disposition and sincere interest.
Susan C. Young (The Art of Communication: 8 Ways to Confirm Clarity & Understanding for Positive Impact(The Art of First Impressions for Positive Impact, #5))
These temperaments were described by the early-twentieth-century German psychiatrist Ernst Kretschmer, the first modern researcher on abnormal personality, who also noted the link between insanity and genius. He recognized the benefit of a little mental abnormality, either in “the initial stages” of severe mental illness, or in “mild, borderline states of mental disease,” which is what I mean by abnormal personalities or temperaments. If we removed the insanity from these people, Kretschmer said, we would convert their genius into merely ordinary talent. Insanity is not a “regrettable . . . accident” but the “indispensable catalyst” of genius.
S. Nassir Ghaemi (A First-Rate Madness: Uncovering the Links Between Leadership and Mental Illness)
Most supervisors, team leaders, and managers are severely unqualified for Digital Transformation initiatives, they do not understand the impact, depth, scope, dynamics nor complexity of it.
@rodrigolobos
Furthermore, Ivarsson had the natural self-confidence that many misinterpret as a leadership quality. In his case, this confidence was based solely on being blessed with a total blindness to his own shortcomings, a quality which would inevitably take him to the top and one day make him–in one way or another–Harry’s superior. Initially, Harry saw no reason to complain about mediocrity being kicked upwards, out of the way of investigations, but the danger with people like Ivarsson was that they could easily get it into their heads that they should intervene and dictate to those who really understood detection work.
Jo Nesbø (Nemesis (Harry Hole, #4))
When the book Lean In came out, urging women to step up their leadership in professional life, my initial response was, Oh brother! Women are already doing everything—now we also have to lean in? But all the talk about leaning in got me thinking about women who have had tremendous effects on this world and yet, like so many, haven’t gotten their due. I decided to adopt a hobby: Wherever I was lucky enough to travel, if a shrine dedicated to a female saint was nearby, I would take myself there and make of it what I could. From my grandfather Cassidy’s side of the family, my Catholic heritage goes back more than a thousand years. That is not an easy ship to jump from when the waters get rough, which they have been lately. In turning my eyes toward the women saints, I have found some fun, a lightness to the landscape where questions sprout everywhere—questions such as: So her body hasn’t decomposed? And she did what? With no money? And everybody said, no, no, no to her, but she did it anyway?
Mary Lea Carroll (Saint Everywhere: Travels in Search of the Lady Saints)
Where did you guys end up?” “Control room,” Zeke says. “My mom used to work there, and she taught me most of what I’ll need to know already.” “I’m in the patrol leadership track…thing,” Shauna says. “Not the most exciting job ever, but at least I’ll get to be outside.” “Yeah, let’s hear you say that in the dead of winter when you’re trudging through a foot of snow and ice,” Lynn says sourly. She stabs at a pile of mashed potatoes with her fork. “I better do well in initiation. I don’t want to get stuck at the fence.” “Didn’t we talk about this?” Uriah says. “Don’t say the ‘I’ word until at most two weeks before it happens. It makes me want to throw up.” I look at the pile of food on his tray. “Stuffing yourself up to your eyeballs with food, though, that’s fine?” He rolls his eyes at me and bends over his tray to keep eating.
Veronica Roth (Four: A Divergent Story Collection (Divergent, #0.1-0.4))
It is a rare company where the head of a line unit—an operating division—will offer the CEO a dramatic proposal for transforming (or eliminating) his own organization. I never had a line of executives outside my office anywhere I worked who were there on their own initiative to tell me what was wrong with their outfit and how they intended to fix it. I am confident the same is true of most CEOs. Leaders have to understand that a bureaucracy is incapable of reforming itself.
Robert M. Gates (A Passion for Leadership: Lessons on Change and Reform from Fifty Years of Public Service)
Serious Pakistanis try to explain away the country’s shortcomings, often attributing them to the bad hand that Pakistan was dealt by the circumstances of its birth, its hostile relationship with India, its being a victim of wars and terrorism initiated by external great powers and its misfortune in lacking leadership. Neither attempts to examine structural and systemic flaws, or is willing to acknowledge collective errors and misplaced priorities that do not go away merely by changing leaders.
Husain Haqqani (Reimagining Pakistan: Transforming a Dysfunctional Nuclear State)
As Schlesinger pointed out, the quintessence of limited nuclear options is "selectivity," not counterforce. Practically speaking, this suggests that limited nuclear strikes should be directed, at least in the initial stage of a conflict, against targets isolated from both the enemy's populace, leadership redoubts, strategic forces and their enabling capabilities, and targets such as general purpose forces, especially those of relevance to the conventional war that would almost certainly accompany (or whose potential would shadow) such a limited nuclear conflict.
Jeffrey A. Larsen (On Limited Nuclear War in the 21st Century)
In short, we need to learn how to participate from a platform of servanthood rather than power. Let me illustrate. In my fifteen years as a global outreach pastor, I observed two types of North American ministries doing global ministry. The first ministry came together, often in North America, and prayerfully asked God for vision for (as a random example) Argentina and how they should initiate their work in Argentina. After developing their vision, they would go to Argentina to recruit Argentine Christians to join their vision. The recruitment would go something like this: "Jorge, this is our vision for Argentina. Would you join us and help us fulfill our vision-what we believe to be God's vision-for Argentina?" Often Jorge would say yes, especially if the North American mission came fully funded and offered him a decent salary. The second ministry might also develop a burden for a specific country (let's stick with Argentina), but when they went and visited Jorge, their approach was different. They would say, "Jorge, we believe that God has given us a burden for Argentina, but we're here to serve. What is your vision for Argentina? And is there anything in our experiences or resources that you could use to fulfill your vision for your country?" Both ministry approaches could have some success, but the former kept the North Americans on the platform of leadership, often dictating the strategy and funding the vision to the point that local leaders became dependent and failed to look for local, indigenous sources of support. This approach could work, especially if it was well funded. But for leaders like Jorge, it was an outsider's plan imposed on his country. After the funding was gone, these ministries often faltered.
Paul Borthwick (Western Christians in Global Mission: What's the Role of the North American Church?)
Leadership Roles in the Decision Making Process The main component in the development of good decision makers falls on the individual and individual efforts. Yes, but the climate for this development comes from the top, in leadership. To achieve the results sought after, if we truly want to call ourselves professionals and prepare for the challenges we face in the future, leaders must LEAD. It is the Leader’s role, to create and nurture the appropriate environment that emboldens decision makers.  Leader development is two way, it falls on the individual, but the organization’s leaders must set the conditions to encourage it.   The aim of leadership is not merely to find and record failures in men, but to remove the cause of failure. ~W. Edwards Deming14               “Leadership can be described as a process by which a person influences others to accomplish an objective, and directs his or her organization in a way that makes it more cohesive and coherent.”15 This is the definition we should subscribe too. However, all too often I have had both frontline personnel and mangers tell me that this cannot be done. This type of training and developing initiative driven personnel will cause more problems for departments and agencies in dealing with liability issues and complaints because control is lost. I wholeheartedly disagree with his sentiment. The opposite is indeed the effect you get. This is not a free reign type of leadership. Matter of fact if done appropriately it will take more effort and time on your part as a leader, because you will be involved. Your training program will be enhanced and the learning that takes place unifies your agencies and all the individuals in it. How? Through the system described above which develops “mutual trust” throughout the organization because the focus is now on results. The “how to” is left to the individuals and the instructors. But a culture must exist to encourage what the Army calls outcome based training.16
Fred Leland (Adaptive Leadership Handbook - Law Enforcement & Security)
Everyone tolerates your dumb questions. By constantly asking, “Why do we do this, and why do we do that?” you’ll uncover some needed improvements. Don’t stop at what you can find on your own. Ask employees what really bugs them about the organization. Ask what gets in the way of doing the best job possible. Promise to look into everything they bring up and get back to them with answers in ten days. Commit yourself to removing three frequently mentioned organizational roadblocks that stand in the way of getting extraordinary things done. Questioning the status quo is not only for leaders. Effective leaders create a climate in which others feel comfortable doing the same. If your organization is going to be the best it can be, everyone has to feel comfortable in speaking up and taking the initiative.
Barry Z. Posner (The Leadership Challenge)
Positive leaders give the frontline broad authority, hence allowing initiative to be the driving factor behind solving problems, by continuously interacting with the environment allowing a fast and fluid decision making cycle on the frontline. Information flows from the bottom, up and influences the organization strategic and operational elements in accordance with the overall commander’s intent.
Fred Leland (Adaptive Leadership Handbook - Law Enforcement & Security)
CIOs need to have egos that are big enough to initiate transformative projects but small enough to let someone else take the credit.
Martha Heller (The CIO Paradox: Battling the Contradictions of IT Leadership)
It doesn’t take much leadership ability to understand why mutual trust and competence are important. The next two aspects of this organizational climate for operational success may be less familiar. Both the concepts of mission and focus allow a superior to make sure that the intent of his subordinates harmonizes with his own, without stifling the subordinates’ initiative and in consequence, without slowing down the organization’s OODA loops. Between individuals, the device the Germans came up with is the mission, which we can consider as a contract, or Auftrag, between superior and subordinate. Back in chapter III, on agility, I described how this works in war. In today’s chaotic, ruthlessly competitive commercial environment, business needs such a device, and a little experimenting should convince
Chet Richards (Certain to Win: The Strategy of John Boyd, Applied to Business)
The essence of leadership is not to portray yourself as some sort of know-it-all, but your ability to develop the people you are working with so they themselves can take the initiative and do the organizational drive.
Pat Chambers
Initial uniformity can be deceiving, warns the author, because parties arrive at that state from so many different motives which will be exposed over time.
Donald R. Hickey (The War of 1812: A Forgotten Conflict)
Which would seem to be a good thing—proposing a solution to a problem that people are hungry to solve—except that my view of silos might not be what some leaders expect to hear. That’s because many executives I’ve worked with who struggle with silos are inclined to look down into their organizations and wonder, “Why don’t those employees just learn to get along better with people in other departments? Don’t they know we’re all on the same team?” All too often this sets off a well-intentioned but ill-advised series of actions—training programs, memos, posters—designed to inspire people to work better together. But these initiatives only provoke cynicism among employees—who would love nothing more than to eliminate the turf wars and departmental politics that often make their work lives miserable. The problem is, they can’t do anything about it. Not without help from their leaders. And while the first step those leaders need to take is to address any behavioral problems that might be preventing executive team members from working well with one another—that was the thrust of my book The Five Dysfunctions of a Team—even behaviorally cohesive teams can struggle with silos. (Which is particularly frustrating and tragic because it leads well-intentioned and otherwise functional team members to inappropriately question one another’s trust and commitment to the team.) To tear
Patrick Lencioni (Silos, Politics and Turf Wars: A Leadership Fable About Destroying the Barriers That Turn Colleagues Into Competitors (J-B Lencioni Series))
Leadership’s role is to develop individuals who understand and practice integrity, courage, initiative, decisiveness, mental agility and personal accountability. These fundamental qualities must be aggressively cultivated which in turn allows for an atmosphere of adaptability at the lowest level, on the street. “I am here now in the situation that requires a decision…”  I AM EMPOWERED, SUPERENPOWERED TO DECIDE and ACT!
Fred Leland (Adaptive Leadership Handbook - Law Enforcement & Security)
Higher commands must shape the ‘decision space’ of subordinate commanders. They must trust and coach. They must encourage cooperation and consultation among lower levels. They must accept bad news and be open for suggestions, lower-level initiatives and critique. It is thus more a question of leadership and appreciation of what is going on and comparing this to what is expected.
Frans P.B. Osinga (Science, Strategy and War: The Strategic Theory of John Boyd (Strategy and History))
Awesome ‪‎Leadership‬ is encouraging others to take initiative,challenge what is status quo improve it and feel pride in their commitment~bns~
Bluenscottish
I probably won’t be seeing you again, will I? I mean, I know the others might come back, but you…” He trails off, but picks up the thought again a moment later. “Just seems like you’ll be happy to leave it behind, that’s all.” “Yeah, you’re probably right.” I look at my shoes. “You sure you won’t come?” “Can’t. Shauna can’t wheel around where you guys are going, and it’s not like I’m gonna leave her, you know?” He touches his jaw, lightly, testing the skin. “Make sure Uri doesn’t drink too much, okay?” “Yeah,” I say. “No, I mean it,” he says, and his voice dips down the way it always does when he’s being serious, for once. “Promise you’ll look out for him?” It’s always been clear to me, since I met them, that Zeke and Uriah were closer than most brothers. They lost their father when they were young, and I suspect Zeke began to walk the line between parent and sibling after that. I can’t imagine what it feels like for Zeke to watch him leave the city now, especially as broken by grief as Uriah is by Marlene’s death. “I promise,” I say. I know I should leave, but I have to stay in this moment for a little while, feeling its significance. Zeke was one of the first friends I made in Dauntless, after I survived initiation. Then he worked in the control room with me, watching the cameras and writing stupid programs that spelled out words on the screen or played guessing games with numbers. He never asked me for my real name, or why a first-ranked initiate ended up in security and instruction instead of leadership. He demanded nothing from me. “Let’s just hug already,” he says. Keeping one hand firm on Caleb’s arm, I wrap my free arm around Zeke, and he does the same. When we break apart, I pull Caleb down the alley, and can’t resist calling back, “I’ll miss you.” “You too, sweetie!” He grins, and his teeth are white in the twilight. They are the last thing I see of him before I have to turn and set out at a trot for the train.
Veronica Roth (Allegiant (Divergent, #3))
If our initial response brings a semblance of control to chaos and helps us realize, get a better picture of what’s going on, then a viable response can be initiated quickly based on a sound strategy and effective methods and tactics to mitigate the situation. If we respond out of emotion and take reckless action, then we lose control of the situation and it becomes more chaotic and only leads to more
Fred Leland (Adaptive Leadership Handbook - Law Enforcement & Security)
leaders don't watch but make things happen-initiate change
Ikechukwu Joseph (The Complete Leader: Jesus Christ the Accomplished Perfect Total Leader (Lesson for Leaders Book 3))
True leaders demonstrate initiatives-They lead the way for others to follow
Ikechukwu Joseph (The Complete Leader: Jesus Christ the Accomplished Perfect Total Leader (Lesson for Leaders Book 3))
When it comes to deciding whether a leader is believable, people first listen to the words, then they watch the actions. They listen to the talk, and then they watch the walk. They listen to the promises of resources to support change initiatives, and then they wait to see if the money and materials follow.
James M. Kouzes (The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations (J-B Leadership Challenge: Kouzes/Posner))
So a leader must possess unwavering determination to overcome obstacles and accomplish his goals—while remaining open to the possibility that he may have to throw out the plan and try something else. That’s a lot to ask of anyone, but the German military saw it as the essence of the leader’s role. “Once a course of action has been initiated it must not be abandoned without overriding reason,” the Wehrmacht manual stated. “In the changing situations of combat, however, inflexibly clinging to a course of action can lead to failure. The art of leadership consists of the timely recognition of circumstances and of the moment when a new decision is required.”7
Philip E. Tetlock (Superforecasting: The Art and Science of Prediction)
They cover a wide spectrum of abilities and traits: being self-aware, trustworthiness, conscientiousness, adaptability, critical thinking, attitude, initiative, empathy, confidence, integrity, self-control, organizational awareness, likability, influence, risk taking, problem solving, leadership, time management, and then some.
Peggy Klaus (The Hard Truth About Soft Skills: Soft Skills for Succeeding in a Hard Wor)
DEFINITE CHIEF AIM; HABIT OF SAVING; SELF CONFIDENCE; IMAGINATION; INITIATIVE; LEADERSHIP; ENTHUSIASM; SELF CONTROL; DOING MORE THAN PAID FOR; PLEASING PERSONALITY; ACCURATE THOUGHT; CONCENTRATION; COOPERATION; FAILURE; TOLERANCE; GOLDEN RULE; THE MASTER MIND.
Napoleon Hill (Think and Grow Rich: The Original 1937 Unedited Edition)
A leaders job is to ELEVATE the team, not delegate the team. Elevate your team to take initiative.
Janna Cachola
I must also underscore the important contribution of Latinas to Hispanic preaching. It is common to see Hispanic women in the púlpito, both in Latin America and in the United States. In part, this is an unlikely by-product of the racism that otherwise tainted missionary endeavors in Latin America and the Caribbean. As missions grew south of the border, missionaries were forced to delegate ministerial duties. Given their initial reticence to entrust pastoral work to locals, male missionaries usually turned to their wives and to single female missionaries. Unwittingly, these women became role models. Church members grew accustomed to female leadership in the local congregation and female presence in the púlpito. This led the second and third generations to appoint women as misioneras (lay preachers) and pastor as (local pastors) even in denominations that traditionally did not ordain women.
Pablo A. Jiménez (Pulpito: An Introduction to Hispanic Preaching)
Effective combat leadership should empower the fighting troops to take initiative and decisive action at the lowest level to support the common goal.
Paul R. Howe (Leadership and Training for the Fight: Using Special Operations Principles to Succeed in Law Enforcement, Business, and War)
When you initiate conversation with others, always respect others' thoughts, feelings and beliefs when they rationally negate your opinions.
Saaif Alam
7. Consolidate improvements and produce more change. Effective change gives leaders freedom and credibility for more change. The reconstruction of the wall was one aspect of the change that Nehemiah implemented. The overriding problem was the disgrace and destruction of the people. After their return from exile, the people did not initially reinstate the worship of God and observance of the Law. Furthermore, there were numerous social injustices that were tolerated and led by the officials and nobles. The completion of the wall was, in itself, a huge short-term win. It only took fifty-two days to complete, but its impact was enormous, as surrounding nations knew it was “accomplished by our God” (6:15–16). The success of the reconstruction allowed Nehemiah to lead bolder changes under the banner of eliminating the disgrace and destruction of the people. 8. Anchor new approaches in the culture. Leaders do not create a new culture in order to make changes; instead, they make changes to create a new culture. Nehemiah inherited a culture of mediocrity, indifference, and oppression. The walls were in ruin, which made the people susceptible to attack at any time. The people were out of fellowship with God. They had lost their sense of identity as God’s chosen people. Nehemiah diagnosed the culture of the people by observing their behavior. He confronted them on the incongruence between how they were living and who they said they were. “We are the people of God!” Every change led to the realization by the people that they were God’s possession, that God was their protector and strength. Every aspect of the change movement was integrated into the unified whole of being the people of God. As the deviant expressions of the church are diagnosed and the inaccurate actual beliefs confronted, right beliefs must be rooted in the culture. Initiating the right behaviors in a church can help change the culture, but the culture will not be crystallized unless the right behaviors are rooted in the right actual beliefs. For example, ministry leaders can initiate mission opportunities for people in the church. These right behaviors can impact the church to think externally, to love the city, to care for those outside the walls of the church. But if leaders are not simultaneously rooting the right behavior in the why behind the mission activity, the actual belief that the people of God are to join God on mission, then the right behaviors will be very fragile and short-lived. Don’t settle for artifact modification; go for cultural transformation. But to get there, the right actions must be connected to the right beliefs.
Eric Geiger (Designed to Lead: The Church and Leadership Development)
Leadership is about being visionary, creative and initiative. It's the urge to make things better wherever and whenever possible.
Barkin Cavdaroglu (Intersection Inc.: Book on Entrepreneurship for Young Individuals.)
The campaign for Pakistan had, in its final stages, become a religious movement even though its leaders initiated it as a formula for resolving post-independence constitutional problems. This created confusion about Pakistan’s raison d’être, which Pakistan’s leadership has attempted to resolve through a state ideology.
Husain Haqqani (Pakistan: Between Mosque and Military)
5. Empower others to act. Leaders seek to empower others and deploy them for action. They seek to remove obstacles that hamper action that is in line with the vision. The rebuilding of the wall was a monumental task that took many people; therefore, it required broadening the base of those committed to the vision. Nehemiah involved many people in the project. He placed people in areas about which they were passionate. For example, several worked on the wall in front of their homes (3:23), likely most burdened for that particular area of the wall. Ministry leaders must empower others to develop leaders. Leadership development must not be only the responsibility of the senior pastor or senior leadership team. Others must be invited to embrace the opportunity to invest their lives in creating and commissioning leaders. 6. Generate short-term wins. Change theorist William Bridges stated, “Quick successes reassure the believers, convince the doubters, and confound the critics.”7 Leaders are wise to secure early wins to leverage momentum. Nehemiah and those rebuilding the wall faced immediate and constant ridicule and opposition; therefore, it was necessary for Nehemiah to utilize short-term wins to maintain momentum. After the initial wave of criticism, Nehemiah noted that the wall was halfway complete (4:6). The reality of the progress created enough energy to overcome the onslaught of negativity. Ministry leaders can create short-term wins by beginning with a few people, by inviting others to be developed. As leaders are discipled, people in the church will take notice. People will begin to see that the church does more than produce programs and events.
Eric Geiger (Designed to Lead: The Church and Leadership Development)
The mindset assessment asks questions that measure characteristics such as awareness, helpfulness, accountability, alignment, collaboration, self-correction, coordination, inclusivity, generosity, transparency, results focus, openness, appreciation, recognition, empowerment, initiative, engagement, and safety. Looking at these various elements and averaging results across industries, we have found that people rate their colleagues in their organizations at an average of 4.8 on the continuum and themselves at 6.8, which is to say that individuals rate themselves as 40 percent better than the rest of the people in their organizations across these characteristics.
The Arbinger Institute (Leadership and Self-Deception: Getting out of the Box)
To solve the bowling ball problem, you need to utilize Newton’s second law of motion in two dimensions: the kinematics of the eventually rolling ball and the conditions of the ball when initially released. For undergraduates, that is a lot to untangle. They often neglect at least one of the puzzle pieces.
Adam Steltzner (The Right Kind of Crazy: A True Story of Teamwork, Leadership, and High-Stakes Innovation)
Core subjects include English, reading, and language arts; world languages; arts; mathematics; economics; science; geography; history; and government and civics. Learning and innovation skills are those possessed by students who are prepared for the 21st century and include creativity and innovation, critical thinking and problem solving, and communication and collaboration. Information, media, and technology skills are needed to manage the abundance of information and also contribute to the building of it. These include information literacy; media literacy; and information, communications, and technology (ICT) literacy. Life and career skills are those abilities necessary to navigate complex life and work environments. These include flexibility and adaptability, initiative and self-direction, social and cross-cultural skills, productivity and accountability, and leadership and responsibility.
Laura M. Greenstein (Assessing 21st Century Skills: A Guide to Evaluating Mastery and Authentic Learning)
The skill of foresight is crucial. The “lead” that a leader has is his ability to foresee an event that must be dealt with before others see it so that he can act on it his way, the right way, while the initiative is his.
Robert K. Greenleaf (The Power of Servant-Leadership)
Signs of Stage Two. People talk as though they are disconnected from organizational concerns, seeming to not care about what’s going on. They do the minimum to get by, showing almost no initiative or passion. They cluster together in groups that encourage passive-aggressive behavior (talking about how to get out of work, or how to shine the boss on) while telling people in charge that they are on board with organizational initiatives. The theme of their communication is that no amount of trying or effort will change their circumstances, and giving up is the only enlightened thing to do. From a managerial perspective, nothing seems to work—team building, training, even selective terminations appear to do nothing to change the prevailing mood. The culture is an endless well of unmet needs, gripes, disappointments, and repressed anger. Go to Chapter 5 and continue reading to the end of the book.
Dave Logan (Tribal Leadership)
Some companies we’ve consulted cut off the Stage Two tail (by firing people), but it always grew back (through new hires). Why? People at Stage Three like to hire those at Stage Two, or others at Three who aren’t as accomplished as they are, so they can dominate the Stage Two position. Stage Three, to be successful, needs people at Stage Two to do the work, but this lower cultural stage will never produce the passion or initiative necessary to provide full support. As a result, people at Stage Three often say, “I don’t get enough support.
Dave Logan (Tribal Leadership)
Leading and managing testers at Google is likely the thing most different from other testing shops. There are several forces at work at Google driving these differences, namely: far fewer testers, hiring competent folks, and a healthy respect for diversity and autonomy. Test management at Google is much more about inspiring than actively managing. It is more about strategy than day-to-day or week-to-week execution. That said, this leaves engineering management in an open-ended and often more complex position than that typical of the places we’ve worked before. The key aspects of test management and leadership at Google are leadership and vision, negotiation, external communication, technical competence, strategic initiatives, recruiting and interviewing, and driving the review performance of the team.
James A. Whittaker (How Google Tests Software)
Only extraordinary leaders take the initiative and seek out this training. Generally, most of today’s officers feel that they don’t need the training, or that it is too easy. Yet these are the same officers who are overwhelmed in the stress of combat while trying to process all the incoming information under chaotic conditions.
Paul R. Howe (Leadership and Training for the Fight: Using Special Operations Principles to Succeed in Law Enforcement, Business, and War)
Collins hadn’t set out to make a point about quiet leadership. When he started his research, all he wanted to know was what characteristics made a company outperform its competition. He selected eleven standout companies to research in depth. Initially he ignored the question of leadership altogether, because he wanted to avoid simplistic answers. But when he analyzed what the highest-performing companies had in common, the nature of their CEOs jumped out at him. Every single one of them was led by an unassuming man like Darwin Smith. Those who worked with these leaders tended to describe them with the following words: quiet, humble, modest, reserved, shy, gracious, mild-mannered, self-effacing, understated. The lesson, says Collins, is clear. We don’t need giant personalities to transform companies. We need leaders who build not their own egos but the institutions they run.
Susan Cain (Quiet: The Power of Introverts in a World That Can't Stop Talking)
The creation of this digital collection, which brings together the entire body of research materials related to William F Cody's personal and professional life, will enable a variety of audiences to consider the impact of William F. Cody the cultural entrepreneur on American life and provide contextualizing documents from other sources, including audio-visual media that exist for the final years of his life. It will allow more scholars to study the man within his times, will provide new resources to contextualize studies of other regional and national events and persons, and will encourage digital edition visitors to explore and learn more about these vital decades of American expansion and development. The digital edition of the Papers will differ significantly from the print edition by including manuscript materials, photographs, and film and sound recordings, and it will offer navigational and search options not possible in the print edition. As Griffin's volume reveals, it took many people to make Buffalo Bill's Wild West happen. Likewise, there are many people whose combined efforts have made this documentary project a reality. All of the generous donors and talented scholars who have contributed to the success of this effort will be noted in due course. But in this, the first publication, it is appropriate to acknowledge that big ideas are carried to fruition only by sound and steady leadership. The McCracken Research Library was fortunate at the advent of the papers project that in its board chair it had such a leader. Maggie Scarlett was not only an early supporter of this documentary editing project but also its first true champion. It was through her connections (and tenacity) that the initial funds were raised to launch the project. Whether seeking support from private donors, the Wyoming State Legislature, federal granting agencies, or the United States Congress, Maggie led the charge and thereby secured the future of this worthy endeavor. Thus, this reissue of Griffin's account is a legacy not only to William Cody but also to all of those who have made this effort and the larger undertaking possible. In that spirit, though these pages rightfully belong to Charles Eldridge Griffin and to Mr. Dixon, if this volume were mine to dedicate, it would be to Maggie. Kurt Graham
Charles Eldridge Griffin (Four Years in Europe with Buffalo Bill (The Papers of William F. Buffalo Bill Cody))
Leadership begins and ends with hunger. The hunger of an individual to risk his or her own personal comfort and affluence and attack the status quo is not only the initiation of leadership but also its sustaining force.
Chris Brady (Leadership Lessons from the Age of Fighting Sail)
Matthew is a smart, articulate leader. However, he often found himself frustrated and out ahead of his organization, struggling to bring a cross-functional team along with him and his ideas. He was also struggling to be heard. He had great ideas, but he was simply talking too much and taking up too much space in team meetings. I was working with him to prepare a critical leadership forum for his division. He was eagerly awaiting the opportunity to share his views about the strategy for advancing the business to the next level. Instead of encouraging him, I gave him a challenge. I gave him five poker chips, each worth a number of seconds of talk time. One was worth 120 seconds, the next three worth 90 seconds, and one was worth just 30. I suggested he limit his contribution in the meeting to five comments, represented by each of the chips. He could spend them whenever he wished, but he only had five. After the initial shock and bemusement (wondering how he could possibly convey all his ideas in five comments), he accepted the challenge. I watched as he carefully restrained himself, filtering his thoughts for only the most essential and looking for the right moment to insert his ideas. He played his poker chips deftly and achieved two important outcomes: 1) he created abundant space for others. Instead of it being Matthew’s strategy session, it became a forum for a diverse group to voice ideas and co-create the strategy, and 2) Matthew increased his own credibility and presence as a leader. By exercising some leadership restraint, everyone was heard more, including Matthew as the leader.
Liz Wiseman (Multipliers: How the Best Leaders Make Everyone Smarter)
Warren’s actions on Little Round Top on July 2 demonstrated clearly how a senior leader in the heat of crisis should recognize a threat, assess its danger, form a workable plan, and follow it through to execution. A century later, his decision making on July 2 became a standard example of sound command initiative used in U.S. Army leadership manuals.
Carol Reardon (A Field Guide to Gettysburg, Second Edition Expanded Ebook: Experiencing the Battlefield through Its History, Places, and People)
The first was the rapidity of the improvisation of order out of chaos.” He described how people took initiative, without leadership or coordination,
Rebecca Solnit (A Paradise Built in Hell: The Extraordinary Communities That Arise in Disaster)
His father considered that bones and muscles were “sufficient to make a man” and that time in school was “doubly wasted.” In rural areas, the only schools were subscription schools, so it not only cost a family money to give a child an education, but the classroom took the child away from manual labor. Accordingly, when Lincoln reached the age of nine or ten, his own formal education was cut short. Left on his own, Abraham had to educate himself. He had to take the initiative, assume responsibility for securing books, decide what to study, become his own teacher.
Doris Kearns Goodwin (Leadership: In Turbulent Times)
GANDHI WOULD LEARN, however, that empathy had its limits, an insight previously reached by the psychiatrist/philosopher Karl Jaspers, famous for making empathy central to his thinking. Jaspers boldly resisted Nazism and was one of the few prominent anti-Nazi philosophers who stayed in Germany after Hitler took power. In both his psychiatric and political experience, Jaspers discovered the limits of empathy. In psychiatry, he found that the inability to empathize was a sign of psychosis, the loss of touch with reality that characterizes bizarre delusions or hallucinations. The psychotic’s inability to empathize with others is mirrored by our inability to empathize with his delusions. If you firmly believe that your entrails are being invaded by Martians, no matter how much I try to understand your life and feelings and thoughts, I cannot make sense of—or empathize with—your delusion. Just as Jaspers argued that there are limits to empathy in psychiatry, he found that he could not empathize with the Nazi evil; it was the political equivalent of a delusion—a pure falsehood with which he could not conceivably empathize. His discovery would be repeated by Gandhi’s experience during the last decade of his life, and, initially, with the same challenge: Adolf Hitler.
S. Nassir Ghaemi (A First-Rate Madness: Uncovering the Links Between Leadership and Mental Illness)
... employees who take advantage of opportunities in a fast-moving, 24/7 business environment, without waiting for a leader to tell them what to do, are increasingly vital to organizational success. To understand how to maximize these employees' contributions is an important tool for all leaders.
Susan Cain (Quiet: The Power of Introverts in a World That Can't Stop Talking)
Strong leadership teams are already in place within cities. A natural order is already present, in governments and local business and philanthropic entities. Every city has strong, caring leaders working on numerous committees and initiatives to fuel their local economic growth — let’s call it the city GDP — and to create good jobs.
Jim Clifton (The Coming Jobs War)
Too often, senior managers convey that everything is important. They start new initiatives without stopping other activities, or they start too many initiatives at the same time. They overwhelm and disorient the very people who need to take responsibility for the work.
Harvard Business School Press (HBR's 10 Must Reads on Leadership)
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.
Harvard Business School Press (HBR's 10 Must Reads on Leadership)
By this time, around 0745, unknown others were doing the same, whether NCOs or junior officers or, in some cases, privates. Staying on the beach meant certain death; retreat was not possible; someone had to lead; men took the burden on themselves and did. Bingham put it this way: “The individual and small-unit initiative carried the day. Very little, if any, credit can be accorded company, battalion, or regimental commanders for their tactical prowess and/or their coordination of the action.
Stephen E. Ambrose
Successful leaders know how to line up support for their initiatives and create the right environment for change and innovation.
Bonnie Marcus (The Politics of Promotion: How High-Achieving Women Get Ahead and Stay Ahead)
Superior execution is vital to sustaining the success initiated by an innovative service concept. An innovator’s service quality is usually more difficult to imitate than its service concept. This is because quality service comes from inspired leadership throughout an organization, a customer-minded corporate culture, excellent service-system design, the effective use of information and technology, and other factors that develop slowly in a company, if at all.
Leonard L. Berry (Marketing Services: Competing Through Quality)
Leadership today requires leaders who are able to tap into the resources of the group—leaders who can release the initiative and leadership in everyone.”[1]
Nelson Searcy (Engage: A Guide to Creating Life-Transforming Worship Services)
self-initiated and feeds upon itself. You will develop your abilities faster by learning to make and keep promises or commitments. Start by making a small promise to yourself; continue fulfilling that promise until you have a sense that you have a little more control over yourself. Now take the next level of challenge.
Stephen R. Covey (Principle-Centered Leadership)
• Associated with Habit 3: Put First Things First is the endowment of willpower. At the low end of the continuum is the ineffective, flaky life of floating and coasting, avoiding responsibility and taking the easy way out, exercising little initiative or willpower. And at the top end is a highly disciplined life that focuses heavily on the highly important but not necessarily urgent activities of life. It’s a life of leverage and influence.
Stephen R. Covey (Principle-Centered Leadership)
Under Scheer’s leadership, the Germans had maintained the initiative in the North Sea throughout the year of Jutland, but his six sorties had resulted in just one battle, a tactical victory that had not altered the strategic situation.
Lawrence Sondhaus (The Great War at Sea: A Naval History of the First World War)
Many supervisors will tell you what they want are people with energy, initiative, and imagination, but in reality, they feel threatened by people who have different views from theirs, and thus discourage or diminish those who carry bad news or make mistakes. Those who expect to harness the power and muscle of stallions must be self-confident, open-minded, intellectually honest, and also humble.
Lim Siong Guan (The Leader, The Teacher & You: Leadership Through The Third Generation)
Jimmy and Grace returned to Detroit in late August, in time to participate in the final work to relaunch Correspondence. On September 21–22 the organization held a national convention in Detroit attended by the full membership across the country, just as they had done with the initial founding of the paper. During the convention Jimmy and Lyman were elected as the cochairmen of the organization. 77 This reflected a solidification of Jimmy’s leadership of the organization. In title Jimmy and Lyman shared responsibility, but in practice, with Jimmy there in Detroit and Lyman in Los Angeles, “90% of the burden of national leadership rest[ ed] with” Jimmy, as Glaberman described the situation. In a letter to C. L. R., Glaberman reported that Jimmy had been “the key figure in the convention” and “he remains that today. He consciously and vigorously took over the direction of the organization and his leadership was accepted by everyone.” Given the many activities and spaces in which Jimmy had taken responsibility for building the organization—leading editorial committees and reaching out to workers in his neighborhood and at Chrysler—Glaberman expressed concern that Jimmy not overextend himself: “The organization looks to him to give direction on all these things and he is not very cooperative when any attempt is made to slow him down.” 78
Stephen M. Ward (In Love and Struggle: The Revolutionary Lives of James and Grace Lee Boggs (Justice, Power, and Politics))
For a variety of reasons, staffers always want to take new initiatives, do new things that excite them. But if those new things fail to serve your business’ goals, their time and energy are lost at your expense because money and efforts are diverted uselessly to non-essential tasks!
Life Hacks Books (Leadership Development: If Steve Jobs was Coaching You: Charismatic Leadership Lessons Borrowed from Steve Jobs for High Potential People and Leaders. (The Leadership Series Book 1))
Lucitta knew Russian politics, and discussed how Trotsky was compelled by Stalin’s régime to deny many of his beliefs. It seemed that Mella, believing in one’s own personal independence, developed an interest in Trotsky’s philosophy. Basically, Trotsky believed that an international revolution should be initiated by the people, and that Communism wouldn’t succeed if it were only in one country surrounded by capitalistic states. Stalin countered that Marxism should be concentrated and strengthened under strong leadership in one country, which was the case in Russia. It didn’t help Trotsky’s cause within the Communist Party, when he contended that Stalinism in reality was “Tyranny disguised as Communism.
Hank Bracker
Be the initiator of things you wish to see, but can’t see. Be the originator of things you wish you feel but can’t feel.
Israelmore Ayivor (Leaders' Frontpage: Leadership Insights from 21 Martin Luther King Jr. Thoughts)
But Frances was beginning to feel that somewhere along the line, property, business, and all that contributes to the creation of wealth, must give back to government enough to guarantee adequate safeguarding of human welfare. The question would be, how to protect human beings against homelessness, starvation, and dependent old age without breaking down human initiative. She was seeing this as one fundamental problem of the government of the future; seeing too that somewhere leaders must arise who will be able to cope with this problem—honest leaders who will see the problem in its many-sidedness, and at last be able to solve it constructively.
May Martin Van Wye (Eve's Tower)
The two fundamental skills of any leader are creativity and initiative. Creativity to find solutions and initiative to take action on them.
Ben Tolosa (Masterplan Your Success)
Leadership has an impact on people's commitment, their desire to stay or leave, their willingness to put forth more discretionary effort, and their inclination to take personal initiative and responsibility. Bad leaders have a dampening effect on these things, and exemplary leaders have just the opposite effect. What sort of difference do you want to achieve through your leadership? The choice is yours.
James M. Kouzes (Learning Leadership: The Five Fundamentals of Becoming an Exemplary Leader)
From this basis, Boyd sets out to develop a normative view on a design for command and control. As in Patterns of Conflict, he starts with some ‘samples from historical environment’, offering nine citations from nine practitioners, including from himself (see Box 6.1):6 Sun Tzu (around 400 BC) Probe enemy strength to unmask his strengths, weaknesses, patterns of movement and intentions. Shape enemy’s perception of world to manipulate/undermine his plans and actions. Employ Cheng/Ch’I maneuvers to quickly and unexpectedly hurl strength against weaknesses. Bourcet (1764–71) A plan ought to have several branches . . . One should . . . mislead the enemy and make him imagine that the main effort is coming at some other part. And . . . one must be ready to profit by a second or third branch of the plan without giving one’s enemy time to consider it. Napoleon (early 1800s) Strategy is the art of making use of time and space. I am less chary of the latter than the former. Space we can recover, time never. I may lose a battle, but I shall never lose a minute. The whole art of war consists in a well-reasoned and circumspect defensive, followed by rapid and audacious attack. Clausewitz (1832) Friction (which includes the interaction of many factors, such as uncertainty, psychological/moral forces and effects, etc.) impedes activity. Friction is the only concept that more or less corresponds to the factors that distinguish real war from war on paper. In this sense, friction represents the climate or atmosphere of war. Jomini (1836) By free and rapid movements carry bulk of the forces (successively) against fractions of the enemy. N.B. Forrest (1860s) Git thar the fustest with the mostest. Blumentritt (1947) The entire operational and tactical leadership method hinged upon . . . rapid concise assessment of situations, . . . and quick decision and quick execution, on the principle: each minute ahead of the enemy is an advantage. Balck (1980) Emphasis upon creation of implicit connections or bonds based upon trust, not mistrust, that permit wide freedom for subordinates to exercise imagination and initiative – yet harmonize within intent of superior commanders. Benefit: internal simplicity that permits rapid adaptability. Yours truly Operate inside adversary’s observation-orientation-decision-action loops to enmesh adversary in a world of uncertainty, doubt, mistrust, confusion, disorder, fear, panic, chaos . . . and/or fold adversary back inside himself so that he cannot cope with events/efforts as they unfold.
Frans P.B. Osinga (Science, Strategy and War: The Strategic Theory of John Boyd (Strategy and History))
An apostle is not a title! To be “apostolic” simply explains that you are gifted with a specific function, which includes your commission to pioneer new frontiers as well as to take leadership initiative with wisdom and passion. A gift can never be mistaken with reward! Your gift does not define you; so don’t let people call you Mr. Prophet!
François Du Toit (The Mirror Bible)
Opportunity, Buffett knew, is where you find it. If you don’t try something, you can’t succeed. Energy and initiative count as much as talent and luck. Winners win because they work hard and hold onto their money.
Will Peters (Leadership Lessons: Warren Buffett, Walt Disney, Thomas Edison, Katharine Graham, Steve Jobs, and Ray Kroc)
According to an CFR article published in 2017, members were not happy with the prospect of a Donald Trump presidency. “The Trump administration seems determined to muddle through its foreign policy without initial guiding principles, benchmarks for progress, or the means of adjudicating between competing objectives, and with a wildly improvisational leadership style that has no precedent in recent history.
Jim Marrs (The Illuminati: The Secret Society That Hijacked the World)
Initially, a start-up is dependent upon its founders for vision, leadership, direction, and management. It requires their guidance on a daily basis. As the start-up begins to realize some order of success, or begins to struggle, its future quickly moves beyond the brilliance of its founding leadership. It now requires the capability and capacity of its collective leadership. When present and functioning effectively, collective leadership removes the single point of failure—dependency on the founder—that many start-ups experience and expands the capacity and capability of the organization to lead its growth.
Bob Anderson (Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results)
I see many so-called conservative commentators, including some faith leaders, focusing on favorable policy initiatives or court appointments to justify their acceptance of this damage, while deemphasizing the impact of this president on basic norms and ethics. That strikes me as both hypocritical and morally wrong. [...] What is happening now is not normal. It is not fake news. It is not okay.
James B. Comey (A Higher Loyalty: Truth, Lies, and Leadership)
... anybody can put on the hat of `the boss` to bring out about important decisions, launch new initiatives, hold under-performing colleagues to account, help resolve conflicts, or take over leadership if results are bad and action is needed.
Frederic Laloux (Reinventing organizations)
The short version of it is, he and a squad of special operations troops flew into a village in southern Afghanistan in two Blackhawks, with a gunship flying support. They were targeting a house where two Taliban leadership guys were hiding out with their bodyguards. They landed, hit the house, there was a short fight there, they killed one man, but they’d caught the Taliban guys while they were sleeping. They controlled and handcuffed the guys they were looking for, and had five of their bodyguards on the floor. Then the village came down on them like a ton of bricks. Instead of just being the two guys with their bodyguards, there were like fifty or sixty Taliban in there. There was no way to haul out the guys they’d arrested—there was nothing they could do but run. They got out by the skin of their teeth.” “What about Carver?” Lucas asked. “Carver was the last guy out of the house. Turns out, the Taliban guys they’d handcuffed were executed. So were the bodyguards, and two of them were kids. Eleven or twelve years old. Armed, you know, but . . . kids.” “Yeah.” “An army investigator recommended that Carver be charged with murder, but it was quashed by the command in Afghanistan—deaths in the course of combat,” Kidd said. “The investigator protested, but he was a career guy, a major, and eventually he shut up.” “Would he talk now? I need something that would open Carver up.” “I don’t think so,” Kidd said. “He’s just made lieutenant colonel. He’s never going to get a star, but if he behaves, he could get his birds before he retires.” “Birds?” “Eagles. He could be promoted to colonel. That’s a nice retirement bump for guys who behave. But, there’s another guy. The second-to-the-last guy out. He’s apparently the one who saw the executions and made the initial report. He’s out of the army now. He lives down in Albuquerque.
John Sandford (Silken Prey (Lucas Davenport #23))
The metaphor of the early American explorer fits policing and the complex problems we face on the street daily. As we search for peaceful outcomes to the situations we encounter numerous unknowns despite the similarities, in the types of incidents and crises we observe day to day. Standard operating procedures, policy and procedure practices are all very useful when we have standard problem and things go as we plan but what happens when things deviate from the standard and go outside the normal patterns? Here is where we must rely on resilience and adaptation, our ability and knowhow. Experienced people using their insights, imagination and initiative to solve complex problems as our ancestors, the early American explores did.  As we interact with people in dynamic encounters, the explorer mentality keeps us in the game; it keeps us alert and aware. The explorer mentality has us continually learning as we accord with a potential adversary and seek to understand his intent to the best of our ability. An officer who possesses the explorer mentality understands that an adversary has his own thoughts objectives and plans, many which he cannot hear, such as: “I will do what I am asked,” “I will not do what I am asked,” “I will escape,” “I will fight,” “I will assault,” “I will kill,” “I will play dumb until...,” “I will stab,” “I will shoot,” “he looks prepared I will comply,” “he looks complacent I will not comply, etc.” The explorer never stops learning and is ever mindful of both obvious and subtle clues of danger and or cooperation.
Fred Leland (Adaptive Leadership Handbook - Law Enforcement & Security)
Even if the creative brilliance sparks only once, it needs to be accelerated and developed so it has self-sustaining strategies to continue adding value to both the initiator and those it serves.
Archibald Marwizi (Making Success Deliberate)
if you are aware of a problem, it’s your responsibility to make a concerted effort to create a positive change. Quit pointing your finger and making excuses, and try being a catalyst by demonstrating and initiating the appropriate behavior. Determine not to be a reactor but an initiator.
John C. Maxwell (Be A People Person: Effective Leadership Through Effective Relationships)
A $10,000 investment in Dell at its 1988 initial public offering would have yielded a fortune of ~$6 million at the stock’s peak.
Heather Simmons (Reinventing Dell)
If they are looking for a rewarding long term business with a plumber to perform tasks There are many companies who are working to decide what kind of vocational schools, replacement or installation of higher education institutions. For your education initiative must be the only option that is able to provide intensive plumber work relevant by the classic Nationwide Plumbing Code. After completing the program, each providing accreditation to another relevant effort and hard work as a plumber. The program includes training in the relevant programs to install and configure resources. It also includes mechanical design, troubleshooting, piping plans and key ingredients. Bacteriology and sanitation is also part of an important program for plumbers exercise. Although few plumbing works carried out in the classroom, the most important part of the class exercise is comfortable on the stage. The most important bands in principle were supposed to be a plumber in the direction of the company to do the exercises. It is organized in such a way that the student really easy, because you need a plumber's apprentice as an assistant purchasing palms running plumbing parts training. The student gets serious compensated despite the hour discovery replacement rate. He always takes four-year students to get the name of the certificate. In this position, the plumber will be held against the craftsman marketing consultant. When the full study plumbing, plumber charges may choose the next action plan for the office or a plumber, or may be may decide to acquire its own plumber in person in the office. System officeholder has more tasks and also includes all However, more flexibility. He came to power to decide employment opportunities for leadership simply do not want to take, and it can also maintain services in other management plumbers enough to have a lot less work if you need a cute hat.
Boiler Service
If it is true that Paul is not the initiator of the Christian mission to Gentiles, it is equally true that he had no intention of breaking with the Jerusalem leadership. His relationship with Jewish Christianity is often misconstrued, says Beker, who adds: (Liberal scholarship) portrayed Paul as the lonely genius who, after the apostolic council in Jerusalem and his quarrel with Peter and Barnabas in Antioch…breaks entirely with Jerusalem. He is described as one who turns his back on Judaism and Jewish Christianity and is intent on making Christianity an entirely Gentile religion based on a law-free gospel (1980: 331). On several occasions Paul, in fact, clearly reveals his passionate desire to remain in full fellowship with the Jerusalem church, particularly as represented by the three “pillars” (Gal 2:9); in 1 Corinthians 15:11 he even claims that he is preaching the same gospel they preach (cf Haas 1971:46-51; Dahl 1977a:71f; Senior and Stuhlmueller 1983:164). Paul is not the “second founder” of Christianity, the person who turned the religion of Jesus into the religion about Christ. He did not invent the gospel about Jesus as the Christ—he inherited it (cf Beker 1980:341).
David J. Bosch (Transforming Mission: Paradigm Shifts in Theology of Mission (American Society of Missiology Book 16))
Positive empowering beliefs will enable you to solidify a vision and mission that can bring you to a life of relevance and significant impact. Remember whatever you believe is true - to you. These beliefs must be programmed into your mind – by you (though you will still get input outside your own initiative).
Archibald Marwizi (Making Success Deliberate)
Behaviours and habits are therefore the end result of the entire value chain and cannot be changed in a sustainable manner by scratching the surface - you have to dig deeper. This is why jail time, threats and sanctions without appropriate rehabilitation programs will not change a person unless they embark on a personal journey/program to initiate the process of change from the inner core – how the programs in their brain are wired to influence their beliefs.
Archibald Marwizi (Making Success Deliberate)
one of the most powerful definitions of leadership: “Leadership is taking the initiative for the benefit of others.
Eric Mason (Manhood Restored: How the Gospel Makes Men Whole)
Delegating work, responsibility, and authority is difficult in a company because it means letting others make decisions which involve spending the owner-manager's money. At a minimum, you should delegate enough authority to get the work done, to allow assistants to take initiative, and to keep the operation moving in your absence.
Meir Liraz (How to Improve Your Leadership and Management Skills - Effective Strategies for Business Managers)
To act outside the narrow confines of your job description when progress requires it lies close to the heart of leadership, and to its danger. Your initiative in breaking the boundaries of your authorization might pay off for your organization or community. In retrospect, it might even be recognized as crucial for success. Along the way, however, you will face resistance and possibly the pain of disciplinary action or other rebukes from senior authority for breaking the rules. You will be characterized as being out of place, out of turn, or too big for your britches.
Martin Linsky (Leadership on the Line: Staying Alive Through the Dangers of Leading)
If you have not yet learned from experience, you will eventually discover that leaders: • Are easy targets to criticize • Attract unwarranted skepticism • Cannot satisfy every expectation • Initiate change (which makes people feel insecure) • Experience betrayal, denial, and abandonment
Floyd McClung (Leading Like Jesus: 40 Leadership Lessons From the Upside-Down Kingdom)
Throughout the history of the church, Christians have tended to elevate the importance of one over the other. For the first 1,500 years of the church, singleness was considered the preferred state and the best way to serve Christ. Singles sat at the front of the church. Marrieds were sent to the back.4 Things changed after the Reformation in 1517, when single people were sent to the back and marrieds moved to the front — at least among Protestants.5 Scripture, however, refers to both statuses as weighty, meaningful vocations. We’ll spend more time on each later in the chapter, but here is a brief overview. Marrieds. This refers to a man and woman who form a one-flesh union through a covenantal vow — to God, to one another, and to the larger community — to permanently, freely, faithfully, and fruitfully love one another. Adam and Eve provide the clearest biblical model for this. As a one-flesh couple, they were called by God to take initiative to “be fruitful . . . fill the earth and subdue it” (Genesis 1:28). Singles. Scripture teaches that human beings are created for intimacy and connection with God, themselves, and one another. Marriage is one framework in which we work this out; singleness is another. While singleness may be voluntarily chosen or involuntarily imposed, temporary or long-term, a sudden event or a gradual unfolding, Christian singleness can be understood within two distinct callings: • Vowed celibates. These are individuals who make lifelong vows to remain single and maintain lifelong sexual abstinence as a means of living out their commitment to Christ. They do this freely in response to a God-given gift of grace (Matthew 19:12). Today, we are perhaps most familiar with vowed celibates as nuns and priests in the Roman Catholic or Orthodox Church. These celibates vow to forgo earthly marriage in order to participate more fully in the heavenly reality that is eternal union with Christ.6 • Dedicated celibates. These are singles who have not necessarily made a lifelong vow to remain single, but who choose to remain sexually abstinent for as long as they are single. Their commitment to celibacy is an expression of their commitment to Christ. Many desire to marry or are open to the possibility. They may have not yet met the right person or are postponing marriage to pursue a career or additional education. They may be single because of divorce or the death of a spouse. The apostle Paul acknowledges such dedicated celibates in his first letter to the church at Corinth (1 Corinthians 7). Understanding singleness and marriage as callings or vocations must inform our self-understanding and the outworking of our leadership. Our whole life as a leader is to bear witness to God’s love for the world. But we do so in different ways as marrieds or singles. Married couples bear witness to the depth of Christ’s love. Their vows focus and limit them to loving one person exclusively, permanently, and intimately. Singles — vowed or dedicated — bear witness to the breadth of Christ’s love. Because they are not limited by a vow to one person, they have more freedom and time to express the love of Christ to a broad range of people. Both marrieds and singles point to and reveal Christ’s love, but in different ways. Both need to learn from one another about these different aspects of Christ’s love. This may be a radically new concept for you, but stay with me. God intends this rich theological vision to inform our leadership in ways few of us may have considered. Before exploring the connections between leadership and marriage or singleness, it’s important to understand the way marriage and singleness are commonly understood in standard practice among leaders today.
Peter Scazzero (The Emotionally Healthy Leader: How Transforming Your Inner Life Will Deeply Transform Your Church, Team, and the World)
Unilever Sustainable Living Plan’ (USLP) in 2010. USLP is Unilever’s ambitious initiative to “decouple our growth from our environmental impact, while at the same time increasing our positive social impact.” Its 2020 goal is to “improve health and well-being, reduce environmental impact and source 100% of our agricultural raw materials sustainably and enhance the livelihoods of people across our value chain.
Benedict Paramanand (CK Prahalad: The Mind of the Futurist - Rare Insights on Life, Leadership & Strategy)
Boss may be on, but leader can be anyone.
Ameya Agrawal
Multiple research studies find evidence that we actively search for information that matches our expectations.[1] This occurs not just when we feel passionately about one answer but also when we have made public our initial guesses or thoughts. We’ve
John Austin (Unquestioned Brilliance: Navigating a Fundamental Leadership Trap)
leaders don't watch things but make things happen-initiate change
Ikechukwu Joseph (Jesus Christ: Beyond the Miracles,the Character (Lesson for Leaders Book 1))
Wieland hosted a “quilt-in” at her New York City loft and invited friends, including Canadian expatriates, to help sew La raison avant la passion as a gift for Trudeau.58 The following year, she hosted a huge party attended by Canadian expatriates, various New York artists and writers, and Trudeau himself. Throughout the late 1960s, Wieland had both an artistic and personal relationship with Trudeau. This was unusual because very few artists, if any, had such a close relationship with the prime minister and because what appears to be Wieland’s fascination with Trudeau was, I would argue, far more complex than simple adoration. It seems clear that Wieland had initially been both fascinated by Trudeau-the-person and supportive of his campaign for Liberal leader. She formed a group in New York City, for example, called Canadians Abroad for Trudeau, and, in a 1986 interview, she told Barbara Stevenson that she had initially supported his leadership campaign.59 After Trudeau became prime minister in 1968, however, Wieland’s opinion shifted as she increasingly expressed skepticism towards him and his governing philosophy to the point that, by 1986, she referred to him as a “psychopath.”60 Wieland
Lynda Jessup (Negotiations in a Vacant Lot: Studying the Visual in Canada (McGill-Queen's/Beaverbrook Canadian Foundation Studies in Art History))
Tactical use of the media can be equated to power behind your skill or special ability. It is in the power of the media to help market your brand. You just need to look at Hollywood, European football, Bollywood, Nollywood, Global fashion & modeling, showbiz and even humanitarian efforts, to appreciate that the making and destroying of stars, initiatives and legends is to a greater extent influenced by the role played by the media.
Archibald Marwizi (Making Success Deliberate)
The Boyd Cycle; a clear understanding of the observation, orientation, decision and action "OODA Loop" is a key first step. In the training we conduct through LESC or Adaptive-Leader when we conduct it with law enforcement and security professionals, this tactical decision making and threat assessment tool is a prerequisite that gives us the clear initiative in detecting crime and danger. The Boyd Cycle is a mental tool that helps us first understand how conflict unfolds, as well as, allows us to observe keenly through "all our senses" including intuition.
Fred Leland (Adaptive Leadership Handbook - Law Enforcement & Security)
Change in leadership brands must be influenced and proactively effected at a personal level, it can never be forced from outside with sustainable effectiveness. Saddam Hussein, Muammar al Gaddafi and Hosni Mubarak are all political trophies, yet the effects of the military or “civil” initiatives that toppled them, are nothing to be proud of considering what continues to happen in countries like Iraq, Libya, Egypt and Syria, after the use of force to bring political change.
Archibald Marwizi (Making Success Deliberate)
people with higher narcissism scores were more likely to emerge as leaders during four-person initially leaderless group discussions.
Jeffrey Pfeffer (Leadership BS: Fixing Workplaces and Careers One Truth at a Time)
The Sumerian pantheon was headed by an "Olympian Circle" of twelve, for each of these supreme gods had to have a celestial counterpart, one of the twelve members of the Solar System. Indeed, the names of the gods and their planets were one and the same (except when a variety of epithets were used to describe the planet or the god's attributes). Heading the pantheon was the ruler of Nibiru, ANU whose name was synonymous with "Heaven," for he resided on Nibiru. His spouse, also a member of the Twelve, was called ANTU. Included in this group were the two principal sons of ANU: E.A ("Whose House Is Water"), Anu's Firstborn but not by Antu; and EN.LIL ("Lord of the Command") who was the Heir Apparent because his mother was Antu, a half sister of Anu. Ea was also called in Sumerian texts EN.KI ("Lord Earth"), for he had led the first mission of the Anunnaki from Nibiru to Earth and established on Earth their first colonies in the E.DIN ("Home of the Righteous Ones")—the biblical Eden. His mission was to obtain gold, for which Earth was a unique source. Not for ornamentation or because of vanity, but as away to save the atmosphere of Nibiru by suspending gold dust in that planet's stratosphere. As recorded in the Sumerian texts (and related by us in The 12th Planet and subsequent books of The Earth Chronicles), Enlil was sent to Earth to take over the command when the initial extraction methods used by Enki proved unsatisfactory. This laid the groundwork for an ongoing feud between the two half brothers and their descendants, a feud that led to Wars of the Gods; it ended with a peace treaty worked out by their sister Ninti (thereafter renamed Ninharsag). The inhabited Earth was divided between the warring clans. The three sons of Enlil—Ninurta, Sin, Adad—together with Sin's twin children, Shamash (the Sun) and Ishtar (Venus), were given the lands of Shem and Japhet, the lands of the Semites and Indo-Europeans: Sin (the Moon) lowland Mesopotamia; Ninurta, ("Enlil's Warrior," Mars) the highlands of Elam and Assyria; Adad ("The Thunderer," Mercury) Asia Minor (the land of the Hittites) and Lebanon. Ishtar was granted dominion as the goddess of the Indus Valley civilization; Shamash was given command of the spaceport in the Sinai peninsula. This division, which did not go uncontested, gave Enki and his sons the lands of Ham—the brown/black people—of Africa: the civilization of the Nile Valley and the gold mines of southern and western Africa—a vital and cherished prize. A great scientist and metallurgist, Enki's Egyptian name was Ptah ("The Developer"; a title that translated into Hephaestus by the Greeks and Vulcan by the Romans). He shared the continent with his sons; among them was the firstborn MAR.DUK ("Son of the Bright Mound") whom the Egyptians called Ra, and NIN.GISH.ZI.DA ("Lord of the Tree of Life") whom the Egyptians called Thoth (Hermes to the Greeks)—a god of secret knowledge including astronomy, mathematics, and the building of pyramids. It was the knowledge imparted by this pantheon, the needs of the gods who had come to Earth, and the leadership of Thoth, that directed the African Olmecs and the bearded Near Easterners to the other side of the world. And having arrived in Mesoamerica on the Gulf coast—just as the Spaniards, aided by the same sea currents, did millennia later—they cut across the Mesoamerican isthmus at its narrowest neck and—just like the Spaniards due to the same geography—sailed down from the Pacific coast of Mesoamerica southward, to the lands of Central America and beyond. For that is where the gold was, in Spanish times and before.
Zecharia Sitchin (The Lost Realms (The Earth Chronicles, #4))
A Change in Culture, Top down and Bottom up! There can be no true problem solving without decentralization of control and individual initiative. To change from a culture of “tell me what to do to one that breeds and nurtures creativity, innovation, adaptation and time critical decision making,” we must move, really move from centralized control to a decentralized form of leadership. We have been talking about decentralized control in policing for years now, since the onset of “community policing” initiatives. True! But that's the problem we have been “talking about it, and that is all.” We need to be practicing it. Get beyond the talk and walking the talk if we truly want to see results that meet the challenges we face in policing. Yes there have been some organizations in law enforcement who have taken this approach seriously and the results show the value of frontline decision making. It takes constant practice to master these cultures!   The action taken by leadership needs to be more than written mission statements and words.  It takes action, action over time through learning, education, and training. Not just in the formal sense but in the real world sense of learning from everything we do at all levels of the organization and throughout the community on a daily bases.
Fred Leland (Adaptive Leadership Handbook - Law Enforcement & Security)
You must always keep in mind that it is impossible to control exactly how the adversary(s) will respond to your actions. So the goal is to control the adversary’s mindset with both direct and/or indirect action which takes decision making and adaptability. Interaction, Insight and imagination are needed to adapt tactics and apply them in an initiative driven way to the particular problem at hand.
Fred Leland (Adaptive Leadership Handbook - Law Enforcement & Security)
The United States policing style of dealing with conflict and crisis requires intelligent leaders with a penchant for boldness and initiative down to the lowest levels. Boldness is an essential moral trait in a leader for it generates power beyond the physical means at hand. Initiative, the willingness to act on one’s own judgment, is a prerequisite for boldness. These traits carried to excess can lead to rashness, but we must realize that errors by frontline street cops stemming from over boldness are a necessary part of learning.  We should deal with such errors leniently; there must be no “zero defects” mentality. Abolishing “zero defects” means that we do not stifle boldness or initiative through the threat of punishment. It does not mean that leaders do not council subordinates on mistakes; constructive criticism is an important element of learning. Nor does it give subordinates free license to act stupidly or recklessly. Not only must we not stifle boldness or initiative, but we must continue to encourage both traits in spite of mistakes. On the other hand, we should deal severely with errors of inaction or timidity. We will not accept lack of orders as justification for inaction; it is each police officers duty to take initiative as the situation demands. We must not tolerate the avoidance of responsibility or necessary risk.
Fred Leland (Adaptive Leadership Handbook - Law Enforcement & Security)
In the late 1990s, Parachute was the market leader with more than 50 per cent market share. Fresh from its success in taking market share in toothpaste away from Colgate using Pepsodent, HUL entered the coconut oil category to take on Marico. Dadiseth, the then chairman of HUL, had warned Mariwala to sell Marico to HUL or face dire consequences. Mariwala decided to take on the challenge. Even the capital markets believed that Marico stood no chance against the might of HUL which resulted in Marico’s price-to-earnings ratio dipping to as low as 7x, as against 13x during its listing in 1996. As part of its plans to take on Marico, HUL relaunched Nihar in 1998, acquired Cococare from Redcon and positioned both brands as price challengers to Parachute. In addition, HUL also increased advertising and promotion spends for its brands. In one quarter in FY2000, HUL’s advertising and promotional (A&P) spend on coconut oil alone was an amount which was almost equivalent to Marico’s full year A&P budget (around Rs 30 crore). As Milind Sarwate, former CFO of Marico, recalls, ‘Marico’s response was typically entrepreneurial and desi. We quickly realized that we have our key resource engine under threat. So, we re-prioritized and focused entirely on Parachute. We gave the project a war flavour. For example, the business conference on this issue saw Mariconians dressed as soldiers. The project was called operation Parachute ki Kasam. The leadership galvanized the whole team. It was exhilarating as the team realized the gravity of the situation and sprang into action. We were able to recover lost ground and turn the tables, so much so that eventually Marico acquired the aggressor brand, Nihar.’ Marico retaliated by relaunching Parachute: (a) with a new packaging; (b) with a new tag line highlighting its purity (Shuddhata ki Seal—or the seal of purity); (c) by widening its distribution; and (d) by launching an internal sales force initiative. Within twelve months, Parachute regained its lost share, thus limiting HUL’s growth. Despite several relaunches, Nihar failed against Parachute. Eventually, HUL dropped the brand Nihar off its power brand list before selling it off to Marico in 2006. Since then, Parachute has been the undisputed leader in the coconut oil category. This leadership has ensured that when one visits the hair oil section in a retail store, about 80 per cent of the shelves are occupied by Marico-branded hair oil.
Saurabh Mukherjea (The Unusual Billionaires)
Grandfather Louis became the colony’s number one teacher. He was asked again and again by the younger birds to tell them the story of the First Great Change. He was initially reluctant, fearing that he would sound like an old-timer boasting about past successes—real or imagined. But eventually, he saw the importance of telling the chicks more about the specific steps the colony had taken, and were taking, to cope with change and the various acts of leadership by many that had helped the colony move forward. Although Louis never said so explicitly, he felt the most remarkable change of all was in how so many members of the colony had grown less afraid of change. The army of volunteers was now an irresistible force of change.
John P. Kotter (Our Iceberg Is Melting: Changing and Succeeding Under Any Conditions)
A great way to relate with your woman from a position of leadership is to take charge and initiate without her permission. Instead of constantly supplicating and asking for her approval, be a man and act accordingly to meet her needs as well as yours.
Bruce Bryans (The Authentic Alpha: How To Secure A Woman's Loyalty, Increase Attraction, And Bring Order To Your Relationship)
Those classy bastards used platinum for me,” I mused. “Gotta love the dwarves. Do you know what these symbols are supposed to be?” “Those are your initials, sir,” the man informed me. “See? M and F.” I squinted, and now I could tell the strange platinum symbols did in fact spell out my initials. “Well, that’s badass, but it’s not exactly appropriate,” I muttered as I looked at the guy. “I mean, you’re not mine, you’re serving the Order of the Elementa at this point.” “Under your leadership,” the man countered. “I guess,” I allowed. Then I smirked. “You know, it could just as easily stand for Mother Fuckers.
Éric Vall (Metal Mage 12 (Metal Mage, #12))
In two years of research the best example of self-disruption I can find is Netflix. Netflix’s transition to streaming from DVD rental by mail was not nearly as smooth as many would like to remember it, but in hindsight it appears genius. Netflix was founded in 1997 as a DVD mail service and pretty rapidly rose to take huge market share from local video stores who could not compete with its vast range of titles. People soon appreciated the appeal of no late fees, the ability to have several movies out at the same time, as well as its unlimited consumption tariff. Always keen to keep abreast of the latest technology, in 2007 Netflix spent about $40 million to build data centres and to cover the cost of licensing for the initial streaming titles (Rodriguez, 2017). When internet speeds allowed, it introduced streaming as an additional service for its existing subscribers. Monthly fees remained the same, but those with more expensive tariffs were given access to more hours of streamed content. While it added something for free, it also helped give people a reason to upgrade to more expensive plans. Growth was impressive, the video libraries of streamed content rose, the share price rose impressively from $3 in 2007 to over $42 in 2011, and life was good. In September 2011 Netflix made a very bold move. It created two tariffs, and moved all its US subscribers onto two separate plans: the original DVD-by-mail service was to be called Qwikster; the other was a streaming service for a lower monthly fee. The market was shocked, and by December the stock price was below $10 and the company was in pieces. The company rapidly lost higher revenue DVD subscribers and within nine months profits were down by 50 per cent (Steel, 2015). And yet slowly things changed. First, the lower prices suddenly appealed to a much wider market, bringing in far more paying customers, allowing Netflix to buy more content and to slowly raise prices. Then Netflix started making its own original content, clearing out global streaming rights, and then at a flick of a switch it was able to expand globally. If Netflix had not disrupted itself it would be a very different company. It would rely on a massive physical distortion system, with very high costs. It would probably have lost out massively to YouTube and would have withered away as a mail-order DVD supplier. Instead, Netflix’s share price is now nearly $200, five times more than it was when it bravely self-disrupted, it operates in 190 countries, makes nearly $9 billion in revenue from over 110 million customers (Feldman, 2017). Today DVDs represent only 4 per cent of Netflix’s users. It seems that in 2011, when Wall Street was demanding the resignation of Reed Hastings for reinventing the business, they were wrong. From this you can see the pressure this approach places on leaderships, the confidence you need to have, the degree to which this antagonizes the market and everyone around you. This move takes balls. The confidence, conviction, and aggression, to change before you have to create your own future, is remarkable.
Tom Goodwin (Digital Darwinism: Survival of the Fittest in the Age of Business Disruption (Kogan Page Inspire))
A striking result of this experiment was the consistency with which the subjects differentiated the roles of task specialist and socioemotional specialist (or process specialist). The task specialist typically took the initiative in conversation, defined the nature of the objective, and kept the discussion focused on the requirements of the task. His success might be measured by the extent to which he devised a viable plan of action and elicited sufficient agreement (not necessarily unanimity) within the group to realize that plan. The socioemotional specialist typically listened and responded more to others, endorsed their suggestions, encouraged their participation, and sometimes relieved tension with jokes. He was usually better liked than the task specialist. His success might be gauged as a function of the group’s ability to maintain a sense of corporate identity and purpose. Virtually all groups expressed these distinct functions, and significantly, they were nearly always performed by different individuals.
Walter Isaacson (Profiles in Leadership: Historians on the Elusive Quality of Greatness)
Constantly looking for direction from adults and approval from their peers is a recipe for producing gullible adults who will not take the initiative to look deeper into issues and decide for themselves what needs to be done. They will hesitate to make life decisions because they have made very few in the past.
Ginny Seuffert (Your Children Can Change the World!: How homeschoolers can prepare their children for leadership in society, in business, and in government)
I’d also designate twelve additional days as “growth days,” holding intensive sessions with leadership teams to help them think through various growth or operations initiatives.
David Cote (Winning Now, Winning Later: How Companies Can Succeed in the Short Term While Investing for the Long Term)
Rather than worrying, figure out what you can change. Rather than panicking, which takes a significant amount of energy and is destructive anyway, start thinking about how to solve the issue that provoked the initial worry.
Michael Contento (The Bottom Line: What You Need For Success In Business, Leadership And Life)
Actions Summary The following list of new institutions, policies and actions is my best effort at envisaging what is required for Australia to survive the climate emergency. • A National Target and Plan for 95% or more of electricity to be supplied by renewables by 2030. • State plans to electrify all transport, beginning with the swift retirement of non-electric buses and including a plan for 50% of all new car sales to be EVs by 2030. • Implement planned changes to how we work and live so as to minimise unnecessary travel. • A plan for clean hydrogen to replace bunker fuel in shipping. • A plan for the adoption of e-fuels for aviation, with an aim to have all domestic flights running on e-fuel by 2030. • A National Commission for Climate Adaptation, with a Coastal Defence Fund and a Commission for Primary Production operating under its umbrella. • A National Initiative on Drawdown Innovation to provide leadership in early stage research and fund some on-ground projects. • The Federal Government to help convene a Global Working Group on Geoengineering.
Tim Flannery (The Climate Cure: Solving the Climate Emergency in the Era of COVID-19)
No president since World War II has contributed more to the militarization of the United States than President Bush,” wrote intelligence expert Melvin A. Goodman in 2013. “Under his leadership from 2001 to 2009, the United States fought two unsuccessful wars, experienced a financial crisis, initiated irreversible tax cuts that burden the US economy and compromised the rule of law at home and abroad. President Bush’s militarization of foreign and national security policy included the creation of an entrenched national security state.
Howard Bryant (Full Dissidence: Notes from an Uneven Playing Field)
Models of leader attributes that dominated in the early part of the 20th century emphasized leader traits. Several surveys and reviews of this literature identified a number of dispositional qualities that distinguished leaders from nonleaders, including intelligence, originality, dependability, initiative, desire to excel, sociability, adaptability, extroversion, and dominance. However, no single personal quality was strongly and consistently correlated with leadership.
Christopher Peterson (Character Strengths and Virtues: A Handbook and Classification)
The LBDQ-VII is one of the earliest and most widely used instruments of leadership behavior. It emerged from the Ohio State leadership research teams and evolved to its present form to cover 12 aspects of leadership behavior. These were representation, demand reconciliation, tolerance of uncertainty, persuasiveness, initiating structure, tolerance of freedom, role assumption, consideration, production emphasis, predictive accuracy, integration, and superior orientation.
Christopher Peterson (Character Strengths and Virtues: A Handbook and Classification)
Companies prefer to work with individuals who demonstrate initiative, are persevering, self-confident, and have proven people leadership skills.
Germany Kent