Leverage Leadership Quotes

Most people don't need to be babied through business processes. Most often, what they need is a clear understanding of the objective and access to available resources. From there, they'll leverage their own creative capacity and skillsets to ensure that the objective is accomplished.

Change the language in the tribe, and you have changed the tribe itself.

Remember, leadership is the ability to motivate people to work harder, longer, and smarter, because the vision of the end goal has been painted so clearly.

Without the leaders building the tribe, a culture of mediocrity will prevail. Without an inspired tribe, leaders are impotent.

Waiting for others to do something negatively affected the gift of leadership within me.

The best leaders want to leverage all the capabilities of the people in their organization.

Leadership ultimately is about influence and leverage. You are, after all, only one person. To be successful, you need to mobilize the energy of many others in your organization.

Leaders see everything with a leadership bias. Their focus is on mobilizing people and leveraging resources to achieve their goals rather than on using their own individual efforts. Leaders who want to succeed maximize every asset and resource they have for the benefit of their organization. For that reason, they are continually aware of what they have at their disposal.

By setting clear agendas, facilitating participation, leveraging technology, and maintaining strong communication, boards can transform meetings into strategic forums that propel the company towards long-term success.

There is one thing that is common to every individual, relationship, team, family, organization, nation, economy, and civilization throughout the world—one thing which, if removed, will destroy the most powerful government, the most successful business, the most thriving economy, the most influential leadership, the greatest friendship, the strongest character, the deepest love. On the other hand, if developed and leveraged, that one thing has the potential to create unparalleled success and prosperity in every dimension of life. Yet, it is the least understood, most neglected, and most underestimated possibility of our time. That one thing is trust.

[Don Beck] said, after hearing about the three stages of epiphany, "There's a word in the Bantu languages that [Archbishop Desmond] Tutu has used to help bring the entire country of South Africa together: ubuntu, meaning 'Today I share with you because tomorrow you share with me.'" The word can also be translated "I am because we are.

At Mayflower-Plymouth, ‘Capital Cubed’ is what we do — Capital Leadership, Capital Leveraging and Capital Lending.

It is literally true, Burke’s groundbreaking arguments suggests, that if people change their words (or, more accurately, their words and their words’ relationships to one another), they change their perception of reality. As they change their reality their behavior changes automatically. Instead of people using their words, they are used by their words, and this fact is unrecognized.

Leadership is not about control; it’s about leverage.

We see Stage Two mostly when people believe they cannot act creatively, where jobs are so mechanized that they feel like part of a machine.

Managers know what they want most: to be allowed to achieve success by leveraging who they are, not by compromising it.

Leverage is the ability to apply positive pressure on yourself to follow through on your decisions even when it hurts.

I asked my staff why they weren’t doing anything differently, and then it became clear: because I wasn’t doing anything differently. I was still the lone ranger.

The first clean kill awakens the whole herd.

The single most important takeaway from Stage Four is that Tribal Leaders follow the core values of the tribe no matter what the cost.

Becoming more self-aware is the necessary first step to bridging differences. Without it, you will not be able to identify or understand when you encounter differences that matter.

We often meet someone and think they are “different” but people are not inherently different: our differences lie between us, not within us.

When we understand and appreciate the differences between us, we can leverage them to improve our conversations, deepen our learning, and spur creative thinking.

It is the mentor’s responsibility to create a safe and trusting space that enables a mentee to stretch and step outside their comfort zone, take risks, and show up authentically.

Jesus argues that the best leaders, the ones who align with his vision for leadership, will lead as servants who are aware of their responsibility and who answer to a higher calling.

Stage Five’s T-shirt would read “life is great,” and they haven’t been doing illicit substances. Their language revolves around infinite potential and how the group is going to make history—not to beat a competitor, but because doing so will make a global impact. This group’s mood is “innocent wonderment,” with people in competition with what’s possible, not with another tribe.

Leaders don’t sit back and point fingers. Leaders lead with the authority of leadership . . . or without it. The authority is largely irrelevant—if you are a leader, you will lead when you are needed.

Agreement is shared intellectual understanding. Tribes are clusters of people, and people are complex and nonrational at times. If a tribe is united only by agreement, as soon as times change, agreement has to be reestablished.

The marches in Albany concentrated on city hall where they had little leverage and no votes. “All of our marches in Albany,” said Martin, “were to the city hall trying to make them negotiate, where if we had centered our protests at the businesses in the city, [we could have] made the merchants negotiate. And if you can pull them around, you pull the political power structure because the political power structure listens to the economic power structure.

Defeating fear of otherness means knowing who you are and what you’re trying to accomplish and leveraging that otherness to our benefit. Knowing I’d never be invited into smoke-filled rooms or to the golf course, I instead requested individual meetings with political colleagues where I asked questions and learned about their interests, creating a similar sense of camaraderie. In business, I take full advantage of opportunities afforded to minorities but then always offer to share my learning with other groups that have similar needs—expanding the circle rather than closing myself off. Like most who are underestimated, I have learned to over-perform and find soft but key ways to take credit. Because, ultimately, leadership and power require the confidence to effectively wield both.

Want to become a better leader? It's not about making yourself into a different person or being different than everyone else. Real leadership is recognizing the power of difference in others and learning how to leverage those diverse viewpoints to get amazing results.

Leaders rooted in the logic of multiplication believe: 1. Most people in organizations are underutilized. 2. All capability can be leveraged with the right kind of leadership. 3. Therefore, intelligence and capability can be multiplied without requiring a bigger investment.

We see the world and our words in one impression, as if we're looking at a forest through a green filter. We can't see what's really green and what's not. If we were to walk around with the filter in our eye long enough, we'd forget it was there, and life would just be green.

Know the values, current projects, and aspirations of each person in your tribe.   Use Reid Hoffman’s “theory of small gifts” to build your relationship with people in your tribe as preparation for triading.   Form a triad by introducing two people to each other on the basis of current projects and shared values.

But we all know that positional authority alone does not equate to effective leadership. If a leader does not inspire confidence, he or she will be unable to effect change without resorting to brute force. Influence has always been, and will always be, the currency of leadership. This book is about how to cultivate the influence needed to lead when you’re not in charge.

COACHING TIP: How can triads solve your problems? The central theme of this book is that you are only as smart and capable as your tribe, and that by upgrading your tribe, you multiply the results of your efforts. We have yet to see problems that couldn’t be fixed by a few good triads, such as the fact we couldn’t get an interview with Hoffman. A great question for coaches to ask is this: “What triads, if built, will fix this problem?” The “black belt” version of the question (most useful in stable Stage Four cultures) is “What triads will help us spot and fix problems so big we can’t even think of them?

As women gain rights, families flourish, and so do societies. That connection is built on a simple truth: Whenever you include a group that’s been excluded, you benefit everyone. And when you’re working globally to include women and girls, who are half of every population, you’re working to benefit all members of every community. Gender equity lifts everyone. From high rates of education, employment, and economic growth to low rates of teen births, domestic violence, and crime—the inclusion and elevation of women correlate with the signs of a healthy society. Women’s rights and society’s health and wealth rise together. Countries that are dominated by men suffer not only because they don’t use the talent of their women but because they are run by men who have a need to exclude. Until they change their leadership or the views of their leaders, those countries will not flourish. Understanding this link between women’s empowerment and the wealth and health of societies is crucial for humanity. As much as any insight we’ve gained in our work over the past twenty years, this was our huge missed idea. My huge missed idea. If you want to lift up humanity, empower women. It is the most comprehensive, pervasive, high-leverage investment you can make in human beings.

A classic LBO works this way: An investor decides to buy a company by putting up equity, similar to the down payment on a house, and borrowing the rest, the leverage. Once acquired, the company, if public, is delisted, and its shares are taken private, the “private” in the term “private equity.” The company pays the interest on its debt from its own cash flow while the investor improves various areas of a business’s operations in an attempt to grow the company. The investor collects a management fee and eventually a share of the profits earned whenever the investment in monetized. The operational improvements that are implemented can range from greater efficiencies in manufacturing, energy utilization, and procurement; to new product lines and expansion into new markets; to upgraded technology; and even leadership development of the company’s management team.

We believe that a fundamental measure of our success will be the shareholder value we create over the long term. This value will be a direct result of our ability to extend and solidify our current market leadership position. The stronger our market leadership, the more powerful our economic model. Market leadership can translate directly to higher revenue, higher profitability, greater capital velocity, and correspondingly stronger returns on invested capital. Our decisions have consistently reflected this focus. We first measure ourselves in terms of the metrics most indicative of our market leadership: customer and revenue growth, the degree to which our customers continue to purchase from us on a repeat basis, and the strength of our brand. We have invested and will continue to invest aggressively to expand and leverage our customer base, brand, and infrastructure as we move to establish an enduring franchise.

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.

I am sure that the Roman emperors didn’t have prayer to God in their schools. But then, the early Christians didn’t seem to care what Caligula or Claudius or Nero did. How could any emperor stop God? How, in fact, could the demons of hell make headway when God’s people prayed and called upon his name? Impossible! In the New Testament we don’t see Peter or John wringing their hands and saying, “Oh, what are we going to do? Caligula’s bisexual … he wants to appoint his horse to the Roman Senate … what a terrible model of leadership! How are we going to respond to this outrage?” Let’s not play games with ourselves. Let’s not divert attention away from the weak prayer life of our own churches. In Acts 4, when the apostles were unjustly arrested, imprisoned, and threatened, they didn’t call for a protest; they didn’t reach for some political leverage. Instead, they headed to a prayer meeting. Soon the place was vibrating with the power of the Holy Spirit (vv. 23–31).

Having studied workplace leadership styles since the 1970s, Kets de Vries confirmed that language is a critical clue when determining if a company has become too cultish for comfort. Red flags should rise when there are too many pep talks, slogans, singsongs, code words, and too much meaningless corporate jargon, he said. Most of us have encountered some dialect of hollow workplace gibberish. Corporate BS generators are easy to find on the web (and fun to play with), churning out phrases like “rapidiously orchestrating market-driven deliverables” and “progressively cloudifying world-class human capital.” At my old fashion magazine job, employees were always throwing around woo-woo metaphors like “synergy” (the state of being on the same page), “move the needle” (make noticeable progress), and “mindshare” (something having to do with a brand’s popularity? I’m still not sure). My old boss especially loved when everyone needlessly transformed nouns into transitive verbs and vice versa—“whiteboard” to “whiteboarding,” “sunset” to “sunsetting,” the verb “ask” to the noun “ask.” People did it even when it was obvious they didn’t know quite what they were saying or why. Naturally, I was always creeped out by this conformism and enjoyed parodying it in my free time. In her memoir Uncanny Valley, tech reporter Anna Wiener christened all forms of corporate vernacular “garbage language.” Garbage language has been around since long before Silicon Valley, though its themes have changed with the times. In the 1980s, it reeked of the stock exchange: “buy-in,” “leverage,” “volatility.” The ’90s brought computer imagery: “bandwidth,” “ping me,” “let’s take this offline.” In the twenty-first century, with start-up culture and the dissolution of work-life separation (the Google ball pits and in-office massage therapists) in combination with movements toward “transparency” and “inclusion,” we got mystical, politically correct, self-empowerment language: “holistic,” “actualize,” “alignment.

Understanding the concept of value, leverages the ability to strategically maximize on the gains from the right resources.

Public sector leaders, with the counsel and cooperation of private sector experts, can and must choose a game to invest in and then let the evolutionary pressures of market competition determine who wins within that game...effective government entities pick games. They issue grand challenges. They catalyse the formation of markets, and use public capital to leverage private capital. A nation can't "drift" to leadership. Some strong public hand is needed to point the market's hidden hand in a particular direction.

Role Modeling and Meaningful Mentors Given the importance of socialization in leadership education and the power of analogue to organize people's approaches, one important facet of training the next generation of impact investors is to celebrate role models. Historically business schools have exposed students to leading businesspeople who have exemplified a model life in which their business success was followed by a retirement enriched by charity work. Now the increasing popularity on business school campuses of impact investing pioneers is offering an alternative model for students to follow. Schools that recognize the importance of mentoring and role modeling will need to identify additional opportunities to expose students to similarly forward-looking role models. Beyond the charismatic entrepreneurs, role models can also come from the leaders of networks, standard-setting bodies and other industry-builders who will increasingly represent high-leverage leadership in the impact investing industry's next phase.

I’ll tell you this right now: every distortion between the authority you have and the leadership you exercise can be traced to a crisis of identity.

Influence always outpaces authority. And leaders who consistently leverage their authority to lead are far less effective in the long term than leaders who leverage their influence. Practice leading through influence when you’re not in charge. It’s the key to leading well when you are.

We . . . tend to dismiss our sensations, urges, hunches and gut feelings as unimportant or unreliable. We treat our bodies as vehicles to get to the next meeting, objects to polish for the next party or machines that we hire an expert to fix. Rarely do we consider that our bodies might have wisdom worth listening for.

Leaders rooted in the logic of multiplication believe: 1. Most people in organizations are underutilized. 2. All capability can be leveraged with the right kind of leadership. 3. Therefore, intelligence and capability can be multiplied without requiring a bigger investment. For example, when Apple Inc. needed to achieve rapid growth with flat resources in one division, they didn’t expand their sales force.

As we navigate the transformative era of Generative AI, let us leverage this powerful technology to redefine the boundaries of possibility, fostering creativity, efficiency, and growth. In this journey, we are not merely participants but pioneers, shaping a future where business and technology converge to unlock new realms of human achievement.

The experts of today will not be those of tomorrow unless they continue to learn, grow, and adapt with the changing marketplace and world we live in.

The danger comes when you’re not willing to identify and accept the insecurities and fears in your life. How can you leverage what you’re not willing to acknowledge and face?

The process of an oil change is for the group to talk through three questions: (1) what is working well, (2) what is not working well, and (3) what the team can do to make the things that are not working well, work. Tribes

best descriptions of Tribal Leaders we’ve ever heard: using words to get the best out of people, to change everything.

We developed a belief, based on our research of three hundred thousand people, that a person’s strengths are at the very base of it all. We believe any individual can be extremely valuable or even has a shot at being a world leader if they will pull it off using their own strengths instead of trying to become a Jack Welch or a Ted Turner,” Clifton argues. The core value we heard in his statement is “potential,” and everything the organization has done is based on unlocking it—in individuals, clients, and even the entire world.

To thrive and leverage an exponential potential context, requires high Adaptagility, limitless leadership, and growth-optimised mindsets, in a psychologically safe culture, where people, teams. Leadership, and culture, are enabled to their fullest potential

Leadership is developing people to leverage resources in a team effort. To me, it’s just common sense. You want everybody in the organization doing well.

Stage Four, people assume trust; they don’t earn it. At Stage Three, trust is earned. When lost, it has to be re-earned. At Stage Four, we observed a different phenomenon: people granted trust from the beginning. In fact, when we tried to set up meetings with people at Stage Three, many rebuffed us because they didn’t know who we were. By contrast, many of the remarkable people interviewed for this book—those at Stages Four and Five—assumed we were who we said we were and granted us an interview because they said the project sounded important. The principle is this: where trust is an issue, there is no trust. Stage Four assumes trust. Stage Three says trust must be earned.

Once values and a noble cause are set, tribal strategy involves three conversations. The first is “what we want,” or outcomes. The second is “what we have,” or assets. The third is “what we will do,” or behaviors. Many strategies go sideways by having two or even all three conversations at the same time—or skipping one of them completely. It’s imperative that the Tribal Leader keep these three discussions separate. Explorati’s original outcome was “we will have created a playable proof-of-concept demonstration that uses Improvisational Computing by July 2001.

we hypothesized that there are four common cultures: (1) a negative tone with an individual focus, (2) a negative tone with a group focus, (3) a positive tone with an individual focus, and (4) a positive tone with a group focus. For each one, we expected to find a consistent “web of words” that became the basis of a culture, and a reality.

over the long term, culture and strategic performance correlate, with the higher factor falling to the level of the lower. Thus, a company with a great culture and low strategic performance will, over time, find that its culture erodes: good people leave, and a “my life sucks” language begins to dominate

Agile is not your goal—it’s only the best way to achieve your goals.

Foreseeing the need for a postcolonial world order, the Allied nations sent delegates to a meeting at a hotel in Bretton Woods, New Hampshire, in 1944 to figure out a new global monetary system. The U.S. was in a position to leverage its authority as Europe’s military savior and the only surviving industrial economy to promote its own fiscal agenda: free markets and monetary leadership. Everyone else’s currencies would be pegged to the dollar, and the world would enjoy open markets, which benefited the U.S., as the economy poised to grow the most.

Distinguish between three different types of activity: information sharing, generative dialogue and decision making. Try to maximize the time spent on generative dialogue where the team have to generate collective thinking that is better than any individual could have arrived at by themselves, thus leveraging the team quotient.

Faith is good, but project managers need to leverage some earthly sources as well!

Lauren Burklow thrives as an account manager at Brown & Brown, renowned for her strong work ethic and optimism. With adept leadership and communication skills, she fosters team collaboration effectively. Leveraging 3.5 years of insurance expertise and her lacrosse background at Pace University, Lauren guides clients through complex business insurance needs, while chairing the Young Professional Council at the Boys & Girls Club of NorthWest, NJ.

As the proprietor of Fast Restoration LLC, Terry Wehmeier is a skilled expert in water mitigation, fire damage restoration, and mold remediation. Leveraging his extensive experience and certifications, he effectively assesses and restores properties impacted by water, fire, and mold damage. Terry's leadership, customer service, and emergency response abilities ensure top-notch restoration services.

We all have a little entrepreneur inside of us. Wanting to leverage it is what gives us an entrepreneurial spirit and an entrepreneurial mind. Actually doing it makes one an entrepreneur.

Change Management seems to result in lots of management and little change. What I’m really looking for is Change Leadership!~ a very frustrated CEO

Influence has always been, and will always be, the currency of leadership.

Alignment, to us, means bringing pieces into the same line - the same direction. The metaphor is that a magnet will make pieces of iron point toward it. Agreement is share intellectual understanding. Tribes are clusters of people, and people are complex and nonrational at times. If a tribe is united only by agreement, as soon as times change, agreement has to be reestablished. If people learn new ideas or see a problem from a new perspective, they no longer agree, so tribes based on agreement often discourage learning, questioning, and independent thought. Tribes based on alignment want to maximize each person's contribution, provided that they stay pointed in the same direction like magnetized iron filings.

Alignment, to us, means bringing pieces into the same line - the same direction. The metaphor is that a magnet will make pieces of iron point toward it. Agreement is shared intellectual understanding. Tribes are clusters of people, and people are complex and nonrational at times. If a tribe is united only by agreement, as soon as times change, agreement has to be reestablished. If people learn new ideas or see a problem from a new perspective, they no longer agree, so tribes based on agreement often discourage learning, questioning, and independent thought. Tribes based on alignment want to maximize each person's contribution, provided that they stay pointed in the same direction like magnetized iron filings.

In good organizations, leaders are treated with a sense of appreciation and respect by employees; in great organizations, employees are treated with the same esteem by leaders.

When a person is engaged, dedication to their craft, desire to achieve, and relentless commitment to make a difference is palpable. You can see it, hear it, and feel it…and it is contagious!

Employees who are not engaged have untapped potential that sours like a perishable item.

CIOs need to leverage different conversations tyles to construct the collaborative vision and deliver high performance IT result.

The U.S. civilian leadership was shirking its responsibility to develop a high-level strategic approach to the most significant political and diplomatic challenge of this conflict. It was yet another example of America’s almost instinctive reflex to lead with the military in moments of international crisis. Civilian officials, as much as they may mistrust the Pentagon, are often the first to succumb. They seem remarkably adverse to exploring the panoply of tools they could bring to bear—let alone to putting in the work to develop a comprehensive strategic framework within which military action would be a component, interlocking with others. What is it, I found myself wondering, that keeps a country as powerful as the United States from employing the vast and varied nonmilitary leverage at its disposal? Why is it so easily cowed by the tantrums of weaker and often dependent allies? Why won’t it ever posture effectively itself? Bluff? Deny visas? Slow down deliveries of spare parts? Choose not to build a bridge or a hospital? Why is nuance so irretrievably beyond American officials’ grasp, leaving them a binary choice between all and nothing—between writing officials a blank check and breaking off relations? If the obstacle preventing more meaningful action against abusive corruption wasn’t active U.S. complicity, it sure looked like it.

Leadership is not about challenge for challenge’s sake. It’s not about shaking things up just to keep people on their toes. It’s about challenge with meaning and passion. It’s about living life on purpose.

leadership is clearly a critical force for leveraging the full capability of the organization.

Another vital factor was the development of a leadership style and set of cooperative customs that could allow developers to attract co-developers and get maximum leverage out of the medium.

When there is no leverage or no incentive, all brains get stuck.

It is common understanding that communication is at the heart of any organisation. So, why have organisational models not evolved accordingly? To truly leverage the potential of this information age, we need to rethink and redesign organisations

Whether a chief executive officer (CEO) is applying the practices to build an organizational vision or an employee is helping a colleague resolve a problem, anyone at any organizational level can leverage leadership practices.

This may not seem like leadership in action, but it is. Successful leadership isn’t dictatorship. It injects fundamental ideas and processes into the bloodstream of an organization and of individuals who see things the same way but lack the leverage to carry them out on their own. As a one-man or one-woman protectorate of a humane, sustainable business process, the leader sees to it that new ideas emerge and bloom when the timing is right. Dictators come and go, and when they go the dictatorship goes with them. When a true leader departs, the company he leaves behind is healthy, self-governing, vibrant, and intact.

On the job training and experience is often stated as “the way” to learn the job of policing. What does this mean to us cops? Does it mean with time on the job we’ll get better at what we do, automatically, or magically from working shift after shift and handling call after call? Every time we race to the scene and charge towards the sounds of danger and come out safe with suspect in custody, mean that we have somehow gotten better just by being there and participating in the dangerous encounter? Or is there something more to this concept of “on the job training” we should be doing to leverage every experience no matter how small or big to improve our performance? When I think of on the job training I do not envision an environment where you show up for work and fly by the seat of your pants and hope things work out as you think they should. No, what I envision by on the job training is that you learn from every experience and focus on leveraging the lessons learned to make you better at the job. Law enforcement officers are members of a profession that does not routinely practice its tactical skills. Only constant violent conflict and violent crime, a condition to objectionable, to even contemplate, would allow such practice. Thus the honing and developing of law enforcement peacekeeping skills must be achieved in other ways.

What

• 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.

Most people in organizations are underutilized. 2. All capability can be leveraged with the right kind of leadership. 3. Therefore, intelligence and capability can be multiplied without requiring a bigger investment.

Your teams need the ability—and the manpower—to relentlessly pursue a specific objective; asking a team to split its time between two different business lines is likely to result in the failure of both. This is especially true when the main thread is a business line that has matured. In their Harvard Business Review article “The Ambidextrous Organization,” Charles A. O’Reilly III and Michael L. Tushman draw the distinction between “exploiting” and “exploring.” Mature business lines focus on incremental innovations that help them exploit a well-known market, whereas new threads focus on more radical innovations and exploring a new market opportunity. They examined thirty-five attempts to spin up new threads, across nine different industries. What they found was that these efforts were most likely to be successful in “ambidextrous” organizations, where the new threads were organized as structurally independent units but integrated into the existing management structure. In other words, the leaders of the new threads not only have the freedom to innovate but also the ability to coordinate with senior leadership to leverage existing resources and expertise from more mature threads.

Your overriding goal in getting up to speed and taking charge is to generate momentum by creating virtuous cycles, and to avoid getting caught in vicious cycles that damage your credibility. Leadership ultimately is about influence and leverage.

The real leverage in developing leaders has to do with the Be component. Give me a soldier who has that part right, and I can teach her to do anything. Give me a soldier who doesn’t, and all the knowledge and skills in the world will not make up for a lack of character.”3

The Four Leadership Motions are stated as one-line instructions for what to do right now: Orient Honestly. Value Outcomes. Leverage the Brains. Make Durable Decisions.

The goal of digital leadership is not to get teams together and chase after the speed of technology advancement, the speed is supersonic and the advancement is exponential. The goal of digital leadership is to draw the roadmaps to the digital future, leveraging technology, leverage its speed in pursuit to transform and improve service delivery, operational efficiency, employee engagement, customer experience and engagement among others.

People at Stage Three rely on themselves. The issue that they need to address, especially later in the stage, is that their effectiveness is capped by their time, which is a limited resource. The more the person can accept help from others, the more he will see that help from others is not only helpful but necessary to his becoming a fully developed leader. Once he begins to form strategies that rely on others, and in which others rely on him, he will have taken a big step into Stage Four.

Currencies evolve, mirroring our society's progress. Cryptocurrency, data, skills, trust, time, and social capital—these aren't merely trends, but reflections of a new paradigm. Adapt, learn, and leverage them, for success in the modern world demands this broadened understanding.

Tribal Leaders focus their efforts on building the tribe—or, more precisely, upgrading the tribal culture. If they are successful, the tribe recognizes them as the leaders, giving them top effort, cultlike loyalty, and a track record of success. Divisions and companies run by Tribal Leaders set the standard of performance in their industries, from productivity and profitability to employee retention.

Typically, in an acquisition, all the focus is on integration, on synergies, and on getting the right leadership in place. But synergy is not strategy. Strategy mattered most. We believed that P&G and Gillette were a good strategic fit and that Gillette’s capabilities married well with P&G’s. We believed that P&G could leverage that common ground to build new capabilities where it needed them.

too lowly, you will often see yourself as unqualified or unworthy of leadership, and you will miss opportunities to make change and create something great with the responsibility you’ve been given.

Communication: How we exchange information with others Narrative: How we tell others about who we are and what we do Structure: How we design our organizations and processes Technology: How we apply machinery, equipment, resources, and know-how Diversity: How we leverage a range of perspectives and abilities Bias: How the assumptions we have about the world influence us Action: How we overcome inertia or resistance to drive our response Timing: How when we act affects the effectiveness of our response Adaptability: How we respond to changing risks and environments Leadership: How we direct and inspire the overall Risk Immune System

The goal of leadership is not to get teams together and chase after the speed of technology advancement, the speed is supersonic and the advancement is exponential. The goal of digital leadership is to draw the roadmaps to the digital future, leveraging technology, leverage its speed in pursuit to transform and improve service delivery, operational efficiency, employee engagement, customer experience and engagement among others.