Leaders Find Solutions Quotes

Don’t always complain the way isn’t there. If you can’t find the way, create it.

Often times leaders can become so content with delegating others to find solutions to the problems that they are oblivious to the fact that they're part of it.

Don’t just identify the problem; find a solution.

A poet can imagine an iceberg singing a melancholic song while the world leaders find it difficult to imagine proper solution to global warming.

Courage is always an act, not a thought. You cannot think your way into courage; you act your way into courage. Asking

Too often we accept the superficial over the substantive and settle for quick, easy solutions rather than doing the hard work to find a superior answer.

Leaders are solutions conscious. They don’t complain. You would find them repeating this common question; “how will it be done, and by who?

Effective leadership begins with effective communication.

Leaders who promote a questioning culture in their organizations move people from dependence to independence.

Modern civilization seems to be incapable of producing people endowed with imagination, intelligence, and courage. In practically every country there is a decrease in the intellectual and moral caliber of those who carry the responsibility of public affairs. The financial, industrial, and commercial organizations have reached a gigantic size. They are influenced not only by the conditions of the country where they are established, but also by the state of the neighboring countries and of the entire world. In all nations, economic and social conditions undergo extremely rapid changes. Nearly everywhere the existing form of government is again under discussion. The great democracies find themselves face to face with formidable problems--problems concerning their very existence and demanding an immediate solution. And we realize that, despite the immense hopes which humanity has placed in modern civilization, such a civilization has failed in developing men of sufficient intelligence and audacity to guide it along the dangerous road on which it is stumbling. Human beings have not grown so rapidly as the institutions sprung from their brains. It is chiefly the intellectual and moral deficiencies of the political leaders, and their ignorance, which endanger modern nations.

Black female entrepreneurs don’t make excuses, we find solutions. We’re leaders, resourceful, ambitious, hardworking, and creative. We’re powerful, unstoppable, confident, smart, and fearless. We’re Exquisite Black Queens that represent Black Excellence… We are success! There’s no denying it… Black female entrepreneurs are resilient and we rock!

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

Of course, many leaders do ask questions constantly—questions such as these: Why are you behind schedule? Who isn't keeping up? What's the problem with this project? Whose idea was that? Too often, we ask questions that disempower rather than empower our subordinates. These questions cast blame; they are not genuine requests for information. Other sorts of questions are often no more than thinly veiled attempts at manipulation: Don't you agree with me on that? Aren't you a team player? If you tend to ask these sorts of questions, this book is for you. So the point isn't that leaders just don't ask enough questions. Often, we don't ask the right questions. Or we don't ask questions in a way that will lead to honest and informative answers. Many of us don't know how to listen effectively to the answers to questions—and haven't established a climate in which asking questions is encouraged. And that's where this book comes in. The purpose of Leading with Questions is to help you become a stronger leader by learning how to ask the right questions effectively, how to listen effectively, and how to create a climate in which asking questions becomes as natural as breathing.

The first is to bring clarity to those you work with. This is one of the foundational things leaders do every day, every minute. In order to bring clarity, you’ve got to synthesize the complex. Leaders take internal and external noise and synthesize a message from it, recognizing the true signal within a lot of noise. I don’t want to hear that someone is the smartest person in the room. I want to hear them take their intelligence and use it to develop deep shared understanding within teams and define a course of action. Second, leaders generate energy, not only on their own teams but across the company. It’s insufficient to focus exclusively on your own unit. Leaders need to inspire optimism, creativity, shared commitment, and growth through times good and bad. They create an environment where everyone can do his or her best work. And they build organizations and teams that are stronger tomorrow than today. ​Third, and finally, they find a way to deliver success, to make things happen. This means driving innovations that people love and are inspired to work on; finding balance between long-term success and short-term wins; and being boundary-less and globally minded in seeking solutions.

One government policy that libertarians accept is provisions of national defense, since no private solution is likely to prove satisfactory. A private group that attempted to field an army and defend the country would find it difficult to exclude any individual person from the benefits of its protection, since any activities that deterred potential attacks or warded off actual attacks would defend everyone within the country. Thus, most people would not voluntarily pay for national defense provided by a private group, so it is hard for such an activity to be profitable enough to induce adequate private provision. That is, national defenses is what economists refer to as public good. The conclusion that government should provide some national defense applies to narrow self-defense activities, such as fielding an army that deters enemy attacks and responds to attacks that do occur. In practice, however, nations perform many inappropriate actions under the mantle self-defense, most of them harmful. On action that goes beyond strict self-defense is preemptive attacks on other countries, as in the invasion of Iraq. In rare instances preemptive strikes might be legitimate self-defense, and by moving first and preventing extended conflict, a government might save lives and property both at home and in the threatening country...In most instances of preemptive attack, however, the threat is not obvious, undeniable, or imminent. The justification for military action is therefor readily misused whenever leaders have other agendas but wish to hide behind the guise of self defense. Thus, preemptive national defense deserves extreme suspicion, and most such actions are not wise uses of government resources. Another problematic use of a country's self defense capabilities is humanitarian or national-building efforts that purport to help other countries. One objection to such actions might be that the helping country pays the costs while foreigners receive the benefits, but this is not the right criticism. The compassion argument for redistributing income holds that government should be willing to impose costs on society generally to raise the welfare of the least fortunate members. It is hard to see how logic would apply only to people who already residents of a given country.

No sound strategy for studying fascism can fail to examine the entire context in which it was formed and grew. Some approaches to fascism start with the crisis to which fascism was a response, at the risk of making the crisis into a cause. A crisis of capitalism, according to Marxists, gave birth to fascism. Unable to assure ever-expanding markets, ever-widening access to raw materials, and ever-willing cheap labor through the normal operation of constitutional regimes and free markets, capitalists were obliged, Marxists say, to find some new way to attain these ends by force. Others perceive the founding crisis as the inadequacy of liberal state and society (in the laissez-faire meaning of liberalism current at that time) to deal with the challenges of the post-1914 world. Wars and revolutions produced problems that parliament and the market—the main liberal solutions—appeared incapable of handling: the distortions of wartime command economies and the mass unemployment attendant upon demobilization; runaway inflation; increased social tensions and a rush toward social revolution; extension of the vote to masses of poorly educated citizens with no experience of civic responsibility; passions heightened by wartime propaganda; distortions of international trade and exchange by war debts and currency fluctuations. Fascism came forward with new solutions for these challenges. Fascists hated liberals as much as they hated socialists, but for different reasons. For fascists, the internationalist, socialist Left was the enemy and the liberals were the enemies’ accomplices. With their hands-off government, their trust in open discussion, their weak hold over mass opinion, and their reluctance to use force, liberals were, in fascist eyes, culpably incompetent guardians of the nation against the class warfare waged by the socialists. As for beleaguered middle-class liberals themselves, fearful of a rising Left, lacking the secret of mass appeal, facing the unpalatable choices offered them by the twentieth century, they have sometimes been as ready as conservatives to cooperate with fascists. Every strategy for understanding fascism must come to terms with the wide diversity of its national cases. The major question here is whether fascisms are more disparate than the other “isms.” This book takes the position that they are, because they reject any universal value other than the success of chosen peoples in a Darwinian struggle for primacy. The community comes before humankind in fascist values, and respecting individual rights or due process gave way to serving the destiny of the Volk or razza. Therefore each individual national fascist movement gives full expression to its own cultural particularism. Fascism, unlike the other “isms,” is not for export: each movement jealously guards its own recipe for national revival, and fascist leaders seem to feel little or no kinship with their foreign cousins. It has proved impossible to make any fascist “international” work.

Demonstrating for peace to promote war was nothing new. Totalitarianism always requires a tangible enemy. To the ancient Greeks, a holocaust was simply a burnt sacrifice. Khrushchev wanted to go down in history as the Soviet leader who exported communism to the American continent. In 1959 he was able to install the Castro brothers in Havana and soon my foreign intelligence service became involved in helping Cuba's new communist rulers to export revolution throughout South America. At that point it did not work. In the 1950s and 1960s most Latin Americans were poor, religious peasants who had accepted the status quo. A black version of liberation theology began growing in a few radical-leftist black churches in the US where Marxist thought is predicated on a system pf oppressor class ( white ) versus victim class ( black ) and it sees just one solution: the destruction of the enemy. In the 1950s UNESCO was perceived by many as a platform for communists to attack the West and the KGB used it to place agents around the world. Che Guevara's diaries, with an introduction by Fidel Castro, were produced by the Kremlin's dezinformatsiya machine. Changing minds is what Soviet communism was all about. Khrushchev's political necrophagy ( = blaming and condemning one's predecessor in office. It is a dangerous game. It hurts the country's national pride and it usually turns against its own user ) evolved from the Soviet tradition of sanctifying the supreme ruler. Although the communists publicly proclaimed the decisive role of the people in history, the Kremlin and its KGB believed that only the leader counted. Change the public image of the leader and you change history, I heard over and over from Khrushchev's lips. Khrushchev was certainly the most controversial Soviet to reign in the Kremlin. He unmasked Stalin's crimes, but he made political assassination a main instrument of his own foreign policy; he authored a policy of peaceful coexistence with the West but he pushed the world to the brink of nuclear war; he repaired Moscow's relationships with Yugoslavia's Tito, but he destroyed the unity of the communist world. His close association with Stalin's killings made him aware of what political crime could accomplish and gave him a taste for the simple criminal solution. His total ignorance about the civilized world, together with his irrational hatred of the "bourgeoisie" and his propensity to offend people, made him believe that disinformation and threats were the most efficient and dignified way for a Soviet leader to deal with "bourgeois" governments. As that very clever master of deception Yuri Andropov once told me, if a good piece of disinformation is repeated over and over, after a while it will take on a life of its own and will, all by itself, generate a horde or unwitting but passionate advocates. When I was working for Ceausescu, I always tried to find a way to help him reach a decision on his own, rather than telling him directly what I thought he should do about something. That way both of us were happy. From our KGB advisors, I had learned that the best way to ut over a deception was to let the target see something for himself, with his own eyes. By 1999, President Yeltsin's ill-conceived privatization had enabled a small clique of predatory insiders to plunder Russia's most valuable assets. The corruption generated by this widespread looting penetrated every corner of the country and it eventually created a Mafia-style economic system that threatened the stability of Russia itself. During the old Cold War, the KGB was a state within a state. In Putin's time, the KGB now rechristened FSB, is the state. The Soviet Union had one KGB officer for every 428 citizens. In 2004, Putin's Russia had one FSB officer for every 297 citizens.

The Nazis’ greatest rivals, the Social Democrats, offered none of that. Instead, their worldview—with its promise of what Orwell called “comfort, safety, short-working hours”—only restricted their popular appeal. A perennial problem of democracy was finding a way to enable voters to combine their self-interest with some overarching notion of the public good. Not even America’s Founding Fathers really had a solution to the conflict: their answer, drawn from their readings in classical antiquity, was to put their faith in a gentlemanly elite inspired by the Roman ideals of integrity, virtue, and disinterestedness, a “natural aristocracy” in Jefferson’s words, or the kind of leaders Madison called “proper guardians of the public weal.” But even if it became clear how to determine who these natural aristocrats and proper guardians were, the larger issue was how to persuade the mass of voters to elect them.

Now, all political parties are alliances of groups with disparate interests, but the contradictions in the Democratic Party coalition seem unusually sharp. The Democrats posture as the “party of the people” even as they dedicate themselves ever more resolutely to serving and glorifying the professional class. Worse: they combine self-righteousness and class privilege in a way that Americans find stomach-turning. And every two years, they simply assume that being non-Republican is sufficient to rally the voters of the nation to their standard. This cannot go on. Yet it will go on, because the most direct solutions to the problem are off the table for the moment. The Democrats have no interest in reforming themselves in a more egalitarian way. There is little the rest of us can do, given the current legal arrangements of this country, to build a vital third-party movement or to revive organized labor, the one social movement that is committed by its nature to pushing back against the inequality trend. What we can do is strip away the Democrats’ precious sense of their own moral probity—to make liberals live without the comforting knowledge that righteousness is always on their side. It is that sensibility, after all, that prevents so many good-hearted rank-and-file Democrats from understanding how starkly and how deliberately their political leaders contradict their values. Once that contradiction has been made manifest—once that smooth, seamless sense of liberal virtue has been cracked, anything becomes possible. The course of the party and the course of the country can both be changed, but only after we understand that the problem is us.

The road to success is uphill all the way, and most people are not willing to pay the price. Many people would rather deal with old problems than find new solutions. And people who are satisfied with being average will try to pull down anyone around them who is working to rise above that standard. To be a lifelong learner, I had to get out of a stagnant environment and distance myself from people who had no desire to grow. I sought out places where growth was valued and people were growing. This helped me to change and grow—especially in the beginning of my journey.

When a leader fails to delegate, he will find himself embroiled in so much detail that it will eventually overwhelm him and distract him from his primary task (developing the business of the company and finding innovative solutions to its problems) to such an extent that he will eventually lose sight of the bigger picture.

First-rate companies find second-step solutions

A strong, positive culture holds us accountable for taking responsibility and finding solutions.

The Cancer Center suffered from two hallmarks of organizations that are plagued with coordination snafus. First, powerful people ignore, dismiss, denigrate, and even undermine people and groups they need to mesh their work with. Oncologists saw themselves as being at the top of the pecking order at the center and the work of other specialists as secondary, trivial, or downright useless. They dismissed side effects, including fatigue, diarrhea, and cramps, caused by chemotherapy that they prescribed as “normal” and left it to patients to find specialists to treat such problems. Second, powerful people devote little attention to solutions for coordination problems. Executives, consultants, and physicians who launched the center gave lip service to collaboration across silos. Yet they focused on building strong teams and departments in areas such as brain tumors, breast cancer, and skin cancer—and ignored how to help the units work together.

Ulbricht began pressuring the Soviet leader for a solution to the growing problem of the refugee crisis, too. On June 15, 1961, in an international press conference, he uttered the prophetic words “Niemand hat die Absicht, eine Mauer zu errichten!” (“No one has the intention to erect a wall!”) Perhaps he was telling the truth, but in reality he had, in January of that year, already set up a secret commission on finding a way to close the borders. It was also the first time the term “Mauer” (“Wall”) had publicly been used by anyone.

Effective leaders take crucial steps to find solutions. They examine the problem, the reasons why it exists and how they can solve or live with it.

Roger Martin of the University of Toronto’s Rotman School of Management conducted a lengthy study of exceptional leaders stretching from Procter & Gamble’s then-CEO A. G. Lafley to choreographer Martha Graham and discovered that their ability to find solutions required holding conflicting perspectives and using that friction to synthesize a new idea. “The ability to face constructively the tension37 of opposing ideas,” Martin writes in his book The Opposable Mind, “. . . is the only way to address this kind of complexity.

Hardie Boys- Exterior Millwork That Provides Value Over Time The outdoor areas on your property and the features on it, become the perfect backdrop for your home’s structure. They are also one of the first things that visitors to your property notice. The manner in which these features are designed and the finishing that’s used in them, go a long way in enhancing the overall appeal and value of your property. And so it follows that you ensure resilient materials are used in the work and hire expert technicians for the installation. When you start researching products and materials for outdoor installations, you will find that wood; iron, aluminum, plaster, brick and foam are commonly used in exterior construction. And this may lead you to believe that they are the best option for these applications. It’s also natural for you to be unsure about using new materials such as the specialized cellular PVC materials we use in our millwork. Some comparisons But the fact is that there has been a significant advancement in the manufacture of exterior-grade, manmade materials and cellular PVC is one of them. However, the higher upfront cost can sometimes become the other deterrent for property owners, to opt for this innovative material. Take a look at how the cellular PVC material that we at Hardie Boys, Inc. use stands up against other traditionally-used materials: 1. Weather impact Materials such as hardwood and metal are strong and durable, but need a significant amount of treatments before they can be used in exterior applications. For instance, untreated and unfinished wood features get affected by moisture and the sun’s rays and eventually crack and crumble. They can also develop rot or moss; and if these conditions are very severe, extensive repairs or complete replacement of the feature is the only option you are left with. Metal too gets affected by moisture and exposure to rain and frost; and rusts and corrodes over time. In comparison the unique PVC cellular material that we use in our millwork is moisture and heat-resistant and doesn’t corrode over time. 2. Termite damage Termites are extremely destructive creatures and they can bore through wooden features and cause extensive damage to them. In most cases, replacement is the only option you are left with, which represents a significant expense. Concrete surfaces get affected by the freeze and thaw cycles and crack over a period of time, and you end up spending considerable amounts on repair and replacements. On the other hand, cellular PVC doesn’t get impacted by termites or weather fluctuations at all. 3. Maintenance While choosing materials for exterior applications, most property owners fail to factor the maintenance costs into the overall cost of the installation. For instance, wood, plaster, foam, brick and concrete require annual mold prevention maintenance as well as sanding and polishing or painting. Metal surfaces have to be sanded, and painted regularly too. In comparison, our cellular PVC material features require only basic cleaning and they won’t warp, crack, fade, corrode, develop rot or mold. In short, this is an extremely low-maintenance option that is worth every penny you spend on initial costs. We at Hardie Boys, Inc. are the leaders in this space and provide excellent, customized, cellular PVC millwork solutions for residential and commercial settings. For any more information about our exterior millwork,

Engaging in the critical reflective processes of critical inquiry, critical dialogue, critical reflection, and critical thinking is key to understanding the complexity of strategic problems. Yet, the process is often overlooked as leaders race to find an expeditious solution to a complex problem. Like

the Marian Option offers the key to personal and societal transformation in ways that no other saint or noble leader can, precisely because of who she is—the Mother of God, our spiritual mother, and the perfect link between heaven and earth. The Marian Option is a type of spiritual “hunkering down” where we pick up our rosaries and other Marian devotions and follow the lead of the world’s most powerful woman. Finding the Real Mary There might be many reasons we overlook or are unaware of Mary’s power and efficacy.

The two fundamental skills of any leader are creativity and initiative. Creativity to find solutions and initiative to take action on them.

Control Find the genetic code for control and rewrite it. Act your way to new thinking. Short, early conversations make efficient work. Use “I intend to . . .” to turn passive followers into active leaders. Resist the urge to provide solutions. Eliminate top-down monitoring systems. Think out loud (both superiors and subordinates). Embrace the inspectors. Competence Take deliberate action. We learn (everywhere, all the time). Don’t brief, certify. Continually and consistently repeat the message. Specify goals, not methods. Clarity Achieve excellence, don’t just avoid errors. Build trust and take care of your people. Use your legacy for inspiration. Use guiding principles for decision criteria. Use immediate recognition to reinforce desired behaviors. Begin with the end in mind. Encourage a questioning attitude over blind obedience.

In the final analysis, I learned that there is no such thing as the correct answers; it is only perspective,

The important thing about leadership is not what happens when you're there but what happens when you are not there.

We feel a sense of ownership about opinions we call our own. It often takes incredible courage to give up on an opinion we have held for some time after listening to someone else.

leaders of great companies are both very humble and very persistent.

We live in a fast-paced, demanding, results-oriented world. New technologies place vast quantities of information at our fingertips in nanoseconds. We want problems solved instantly, results yesterday, answers immediately. We are exhorted to forget “ready, aim, fire” and to shoot now and shoot again. Leaders are expected to be decisive, bold, charismatic, and visionary—to know all the answers even before others have thought of the questions.

There still remains a lot of space to share on earth, and overpopulation remains a perception. We put geographic and political boundaries around ourselves because of the need to rule and control. To find solutions, the current and future leader needs to go back to redefine underlying influences to relevant political, demographic and geographic systems. Will you take up the challenge and consider the possibilities?

Coaching involves listening to others, asking questions to deepen thinking, allowing others to find their own solutions, and doing it all in a way that makes people feel empowered and responsible enough to take action.

In order to find solutions to the nation’s problems, leaders need to return to morality, common sense, and manners in order to work together and find solutions. Children learn bullying by watching adults. Adults need to set a better example for their children by trying to see other people’s points of view, ignoring political correctness, and engaging in discussions open to compromise. Individuals need knowledge and courage to take action toward making the U.S. a better place.

When we view compassion as an opportunity to get alongside people and walk together through the pain, we can find solutions that transform everyone involved in the relationship.

Leaders who love their societies do not hide behind excuses. Even when there are reasons to derail from finding solutions, they always come up with effective solutions.

Great leaders do not cause headaches in society. They find solutions to issues that cause numerous headaches in communities.

Effective leaders take crucial steps to find solutions. They examine the problem, the reasons why it exists and how they can solve it or live with it.

Leadership means finding solutions to problems that seem impossible to solve.

The Master's practice of different religions and his realisation that there are ‘as many ways as there are religions’ are of great importance to humanity, as they give a solution to the problem posed by religious plurality. Because of the lack of insight into, and appreciation of, the essential teachings of different religions among their followers, conflicts between them and attempts at mutual destruction, either by force or by fraudulent conversions, have bedevilled the history of religions in the past. It is true that many of those conflicts really arose from man's cupidity and spirit of aggrandisement. The religious shibboleths they used were only smokescreens for cunning political and military leaders to hide their real intentions. Still, there was a tendency for one religion to stigmatise another as the work of the devil, and consider its followers as reserved for hell. That helped aggressors to find in religion a means for winning mass support and a sanction for their nefarious activities. The Master's realisation of all religions as leading to the same goal would force all honest religious leaders to eliminate from their theological vocabulary words such as heathen, kaffir, mlechcha, etc., indicative of contempt and disrespect. As a consequence, it would encourage their followers to consider the followers of all other religions as fellow pilgrims to the same destination, even though along different roads from different directions.

As a leader, if you don’t do the work, the people around you are going to know, and you’ll lose their respect fast. You have to be attentive. You often have to sit through meetings that, if given the choice, you might choose not to sit through. You have to listen to other people’s problems and help find solutions. It’s all part of the job.

The more viable long-term solution is to create an ethical framework by which all within the company – and especially at the top – are held accountable.

Control Find the genetic code for control and rewrite it. Act your way to new thinking. Short, early conversations make efficient work. Use “I intend to . . .” to turn passive followers into active leaders. Resist the urge to provide solutions. Eliminate top-down monitoring systems. Think out loud (both superiors and subordinates). Embrace the inspectors. Competence Take deliberate action. We learn (everywhere, all the time). Don’t brief, certify. Continually and consistently repeat the message. Specify goals, not methods. Clarity Achieve excellence, don’t just avoid errors. Build trust and take care of your people. Use your legacy for inspiration. Use guiding principles for decision criteria. Use immediate recognition to reinforce desired behaviors. Begin with the end in mind. Encourage a questioning attitude over blind obedience. It’s my hope that this organization of the mechanisms in this book will help you put these ideas into action as you adopt the leader-leader philosophy.

These stunning global improvements have already been tested, vetted and proven effective: 1. To feed the world, easily. Yet grains waste in warehouses to ensure “Profitable Supply and Demand Ratios.” 2. To power the world endlessly, freely, without pollution or waste. Yet basic subsidies are given to polluting, exploiting, un-replenishable resources to ensure power remains in the hands of the controllers. 3. To end all armed conflict and usher in an era of global prosperity. Yet childish leaders propagate “The Demonic Other” to ensure they remain in power. 4. To improve global quality of life by a factor of 3x to 8x in under a decade. Yet it is suppressed to ensure that the elite remain an Elite and separate ruling class. 5. To end drug addictions and social inequality. Yet drugs are industriously pumped into ghettos to breed despair and ensure that ordinary people remain in conflict with each other. 6. To radically reduce crime worldwide. Yet again, suppressed to ensure the reign of an elite prison complex. 7. To reduce the work week by over 50%. Suppressed to occupy the masses with trifling banality. 8. To globally stabilize and secure the world’s clean drinking water supply, EASILY. Suppressed to retain control over the world’s most impoverished. All of these “Trigger Ready Solutions” are suppressed by humans to ensure their power and control over other Humans. They argue about currency manipulation while poisoning the collective air and water to a level where the oceans have little left to give. Absolving themselves of all crimes, preaching kindness and forgiveness, they race into battle against the OTHER while denouncing greed and indoctrinating youth to find it funny to say, “He who dies with the most toys wins.

With permission in hand, church leaders in Holland now shifted to the equally complicated matters of money. While the Virginia Company had the capacity to grant permission, it no longer had any capacity to finance an overseas voyage. The congregants needed to raise capital. For prudent and conservative men of wealth, the considerable expenses of a ship, crew, and supplies were far too risky to merit investment, especially as overseas ventures proved especially prone to complete loss. The solution, then, seemed to be to find men of means given to speculation—men driven by appetites for glorious gains, who were willing to overlook the possibility of loss on a venture or two.

Some people know that if they can only find the people responsible for all the chaos and punish them, stop them, kill them, then all will be well again. Hunting for scapegoats is always popular in times of serious trouble. So is hunting for the great leader who will restore prosperity and stability. Some people know that that's the answer. If they could just find the strong, powerful leader that they need, all would be well. And, unhappily for them, they do find such a leader. That leader has his own answers. He turns his true believers--his thugs--loose on those he chooses as scapegoats and he looks around for an external enemy to use as an even bigger scapegoat and a diversion from the reality that he doesn't really know what to do.... Sometimes the only thing more dangerous than frightened, confused, desperate people looking for solutions is frightened, confused, desperate people finding and settling for truly bad solutions.

someone with authority to make decisions. That person is the Decider, a role so important we went ahead and capitalized it. The Decider is the official decision-maker for the project. At many startups we work with, it’s a founder or CEO. At bigger companies, it might be a VP, a product manager, or another team leader. These Deciders generally understand the problem in depth, and they often have strong opinions and criteria to help find the right solution.

She said, “You’re going to kill me, aren’t you? The Great Judge always orders the death of the leaders of the territory he takes over. I want you to know that I am ready for death, but I wish to make one request of my conqueror.” It was not the moment to disillusion her about her fate. But there was no doubt that she was in a melodramatic state. He guessed he was about to have some sort of emotional appeal made to him. He said, in an even voice, “Any reasonable request, which does not conflict with my instructions, will be granted to your highness.” She came toward him, swaying a little, and there was a hint of imminent tears in the way she held her mouth, and in her voice, as she said, “General, to you this conquest of Jorgia may only be an episode, but for me it is the end of an era. In my death throes, I have wild thoughts about many things. To me, being the conquered is laden with symbolic meanings, and somehow the conqueror is interwoven into these symbols. I am woman, conquered, and you are man, conqueror. Although I had no more than a fleeting glimpse of you . . . earlier . . . I had then the feeling of fear and hate . . . and love.” He didn’t have to lock the door. That had been done automatically on his earlier instructions. He lifted the woman lightly into his arms and carried her into the bedroom. The fire that was in her made her reach for him. She had strength, this woman, at this moment, as she grasped at him and pulled him down. In the pale light of dawn, they lay side by side, exhausted but not asleep, and she said, “You’ll never forget me, will you?” “Never,” said Marin. “You may kill me now,” she said, sighing. “I feel a rightness in me. The defect is consummated.” And he thought, wonderingly, Perhaps it had been two condemned people clutching at a last fling of life. For, unless he could find a solution to his problem, he was really condemned. And she thought she was.

Toyota’s success, in short, is not rooted in its application of a standard “lean” methodology to manufacturing, nor can it be found in any internally implemented equivalent of Six Sigma. Instead, it is rooted in its leaders. More specifically, it can be found in the approach that a Toyota leader takes, seeing self-development and training others as the only possible path, not only for finding the right solution for the problem at hand, but for constantly and consistently improving performance day after day.

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

In international affairs, true strength is found in the pursuit of peace, not power." "Diplomacy is the art of finding common ground in the vast diversity of our global landscape." "Global progress depends on leaders who see beyond borders and build bridges of understanding." "The world’s greatest challenges are solved not by isolation, but by the unity of nations working together." "International affairs demand a balance of vision and pragmatism, of ideals and realities." "In the global arena, dialogue is the most powerful weapon for resolving conflicts and fostering peace." "True global leadership embraces the diversity of voices, recognizing that every culture adds value to our shared future." "The key to a stable world lies in our ability to collaborate across borders and find solutions that benefit all." "To navigate international affairs is to dance in the delicate balance between national interests and global responsibility." "Sustainable development is a collective commitment that transcends borders, cultures, and politics.

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Historians who carefully examined the events and details behind the disasters of the Titanic, the Challenger, and the Bay of Pigs have determined a common thread: the inability or unwillingness of participants and leaders to raise questions about their concerns. Some group members were fearful that they were the only one who had a particular concern (when, in fact, it was later discovered that many people in the group had similar concerns).

Others felt that their question had already been answered in the minds of other group members, and if they asked the question, it would be considered a dumb question, and they would be put down as being stupid or not going along with the group. Because people did not ask questions, people lost lives when the Titanic sank, when the Challenger crashed, when President Kennedy authorized a covert attack on the Bay of Pigs in Cuba.

Many years ago, in his best-selling classic How to Win Friends and Influence People, Dale Carnegie noted that “an effective leader asks questions instead of giving orders.” Oakley and Krug call questions the “ultimate empowerment tool” for the leader.12 They observe that the better we as leaders become at asking effective questions and listening for the answers to those questions, the more consistently we and the people with whom we work can accomplish mutually satisfying objectives, be empowered, reduce resistance, and create a willingness to pursue innovative change.

The importance of asking questions was forcefully conveyed in 1843 when John Stuart Mill wrote The System of Logic, in which he noted the emptiness of a set of opinions accumulated without the help of strong-sense critical thinking. “He who knows only his side of the case knows little of that. His reasons may have been good, and no one may have been able to refute them. But if he is equally unable to refute the reasons on the opposite side, he has no ground for preferring with opinion.”15

Kouzes and Posner emphasize the importance of leaders' engaging people throughout the organization in what they do and why they do it. They ask us to imagine how much more ownership of the values of the organization there would be when leaders actively involve a wide range of people in their development. “Shared values,” they note, “are the result of listening, appreciating, building consensus and practicing conflict resolution. For people to understand the values and come to agree with them, they must participate in the process.

A questioning culture has six hallmarks. When an organization has a questioning culture, the people in it Are willing to admit, “I don't know.” Go beyond allowing questions; they encourage questions. Are helped to develop the skills needed to ask questions in a positive way. Focus on asking empowering questions and avoid disempowering questions. Emphasize the process of asking questions and searching for answers rather than finding the “right” answers. Accept and reward risk taking.

Learning depends on curiosity and asking questions. The experience of curiosity is equivalent to continuously living and operating out of a question frame as simple as “What's this?”—as all children do. It is through questions that we operationalize curiosity into behavior, and as a result they are the foundation of any kind of learning, be it formal, informal, or personal.

The problem with this,” Jeff noted, “is if you do not create and maintain a working environment where you are always asking questions of your employees and forcing them to think, then you will probably never be any better tomorrow than you are today. Yesterday's solutions will not solve tomorrow's problems. “I learned that you need to get to a different level of thinking if you are going to tackle tomorrow's problems—and who else is better to teach you how your environment is changing than the managers on the floor or in the trenches?

Groupthink is the term Irving Janis coined for this phenomenon: the kind of flawed group dynamics that lets bad ideas go unchallenged by questions and disagreement and that can sometimes yield disastrous outcomes.

John Kotter, the noted Harvard professor and author on leadership, writes that the key difference between leaders and managers is that leaders focus on getting to the right questions, whereas managers focus on finding solutions to those questions.13 The focus on finding answers must not obscure the importance of asking the right questions. Successful leaders know that they cannot get the right answer without asking the right questions.

Questioning helps people gain perspective and understand the perspectives of others. As they see issues and problems from different points of view, they gain an appreciation for their complexity—and also expand the range of possible solutions.

Through questions, leaders seek to learn not only what directly causes the problem or what solutions may work (which is single-loop learning), but also to seek to discover and learn what might be the underlying causes and solutions (double-loop learning) as well as the culture and mindset that create these causes and solutions (triple-loop learning).

I have come to realize that much of my success can be attributed to the fact that I believe in the capacity of the people who have worked with me. I truly think that the leader who tries to know it all and tells everyone what to do is doomed to failure.

Peter Drucker found that effective executives all tended to follow the same nine practices: They asked, “What needs to be done?” They asked, “What is right for the enterprise?” They developed action plans. They took responsibility for decisions. They took responsibility for communicating. They were focused on opportunities rather than problems. They ran productive meetings. They thought and said “we” rather than “I.” They listened first, spoke last!14 Questions are at the heart of each of these practices.

Like Jeff Carew, a growing number of leaders recognize that their organization's success, if not its very survival, depends on creating a learning organization, an organization that is able to quickly adapt to the changing environment, where every engagement becomes a learning opportunity, where learning and business objectives are necessarily interlinked. The ability to ask questions goes hand in hand with the ability to learn. A learning organization is possible only if it has a culture that encourages questions.

Do you ever feel defensive when people ask you questions? Do you ever hesitate to ask a question, fearing it may reveal ignorance or doubt? If so, you are closing off the free flow of information and ideas your organization needs and potentially undermining relationships with those around you. In fact, avoiding questions can cause serious harm—and even disaster.

Creativity requires asking questions for which an answer is not already known. The truth is that innovation is rarely the product of pure inspiration, that “Eureka!” moment when some genius comes up with a wholly new idea. Rather, innovation happens when people see things differently. It starts with a questioning culture that helps people gain new perspective and see things differently. Innovation is generated by great questions in an environment that encourages questions.

Questions needed to be asked: What could happen if I did this? Is there any other way to think about this? What possibilities exist that I haven't thought of yet?

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

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