Spectacular Leadership Quotes

They've made the mistake of thinking that power over others and leadership are the same thing.

Nobody thought the direct business model would work. But work it did, and spectacularly. Until it didn’t. And therein lies the tale.

A Good Group A good group is better than a spectacular group. When leaders become superstars, the teacher outshines the teaching. Very few superstars are down-to-earth. Fame breeds fame, and before long they get carried away with themselves. Then they fly off center and crash. The wise leader settles for good work and then lets others have the floor. The leader does not take all the credit for what happens and has no need for fame. A moderate ego demonstrates wisdom.

All the many successes and extraordinary accomplishments of the Gemini still left NASA’s leadership in a quandary. The question voiced in various expressions cut to the heart of the problem: “How can we send men to the moon, no matter how well they fly their ships, if they’re pretty helpless when they get there? We’ve racked up rendezvous, docking, double-teaming the spacecraft, starting, stopping, and restarting engines; we’ve done all that. But these guys simply cannot work outside their ships without exhausting themselves and risking both their lives and their mission. We’ve got to come up with a solution, and quick!” One manned Gemini mission remained on the flight schedule. Veteran Jim Lovell would command the Gemini 12, and his space-walking pilot would be Buzz Aldrin, who built on the experience of the others to address all problems with incredible depth and finesse. He took along with him on his mission special devices like a wrist tether and a tether constructed in the same fashion as one that window washers use to keep from falling off ledges. The ruby slippers of Dorothy of Oz couldn’t compare with the “golden slippers” Aldrin wore in space—foot restraints, resembling wooden Dutch shoes, that he could bolt to a work station in the Gemini equipment bay. One of his neatest tricks was to bring along portable handholds he could slap onto either the Gemini or the Agena to keep his body under control. A variety of space tools went into his pressure suit to go along with him once he exited the cabin. On November 11, 1966, the Gemini 12, the last of its breed, left earth and captured its Agena quarry. Then Buzz Aldrin, once and for all, banished the gremlins of spacewalking. He proved so much a master at it that he seemed more to be taking a leisurely stroll through space than attacking the problems that had frustrated, endangered, and maddened three previous astronauts and brought grave doubts to NASA leadership about the possible success of the manned lunar program. Aldrin moved down the nose of the Gemini to the Agena like a weightless swimmer, working his way almost effortlessly along a six-foot rail he had locked into place once he was outside. Next came looping the end of a hundred-foot line from the Agena to the Gemini for a later experiment, the job that had left Dick Gordon in a sweatbox of exhaustion. Aldrin didn’t show even a hint of heavy breathing, perspiration, or an increased heartbeat. When he spoke, his voice was crisp, sharp, clear. What he did seemed incredibly easy, but it was the direct result of his incisive study of the problems and the equipment he’d brought from earth. He also made sure to move in carefully timed periods, resting between major tasks, and keeping his physical exertion to a minimum. When he reached the workstation in the rear of the Gemini, he mounted his feet and secured his body to the ship with the waist tether. He hooked different equipment to the ship, dismounted other equipment, shifted them about, and reattached them. He used a unique “space wrench” to loosen and tighten bolts with effortless skill. He snipped wires, reconnected wires, and connected a series of tubes. Mission Control hung on every word exchanged between the two astronauts high above earth. “Buzz, how do those slippers work?” Aldrin’s enthusiastic voice came back like music. “They’re great. Great! I don’t have any trouble positioning my body at all.” And so it went, a monumental achievement right at the end of the Gemini program. Project planners had reached all the way to the last inch with one crucial problem still unsolved, and the man named Aldrin had whipped it in spectacular fashion on the final flight. Project Gemini was

All apostolic ministry in some sense involves this return to the founding message as well as purpose. The missional task that follows is to reinterpret it radically into various contexts. To use the words of leadership gurus Jim Collins and Jerry Porras, the key to dynamic entrepreneurialism is to “preserve the core and stimulate progress.”15 Thus, there is both a continuity and a discontinuity in the revitalization process, involving both a conservative dimension and a radical one. Radical traditionalism involves a rediscovery of the founder’s vision, but it must be matched with spectacular innovations that are as yet undreamed of.16 As such, it is the apostolic intrapreneur’s (the Petrine apostle) basic method of renewal.

Akbar's Rajput policy, however, did not result from any grand, premeditated strategy. Rather, it began as a response to the internal politics of one of the Rajput lineages, the Kachwaha clan, based in the state of Amber in northern Rajasthan. In 1534 the clan's head, Puran Man, died with no adult heir and was succeeded by his younger brother, Bharmal. Puran Mal, however, did have a son who by the early 1560s had come of age and challenged Bharmal's right to rule Amber. Feeling this pressure from within his own clan, Bharmal approached Akbar for material support, offering in exchange his daughter in marriage. The king agreed to the proposal. In 1562 the Kachwaha chieftain entered Mughal service, with Akbar assuring him of support in maintaining his position in the Kachwaha political order, while his family entered the royal household. Besides his daughter, Bharmal also sent his son Bhagwant Das and his grandson Man Singh (1550-1614) to the court in Agra. For several generations thereafter, the ruling clan continued to give its daughters to the Mughal court, thereby making the chiefs of these clans the uncles, cousins or even father-in-laws of Mughal emperors. The intimate connection between the two courts had far-reaching results. Not only did Kachwaha rulers quickly rise in rank and stature in the Mughal court, but their position within their own clan was greatly enhanced by Akbar's confirmation of their political leadership. Akbar's support also enhanced the position of the Kachwahas as a whole -- and hence Amber state -- in the hierarchy of Rajasthan's other Rajput lineages. Neighbouring clans soon realised the political wisdom of attaching themselves to the expanding Mughal state, a visibly rising star in North Indian politics. [...] Driving these arrangements, though, was not just the incentive of courtly patronage. The clans of Rajasthan well understood that refusal to engage with the Mughals would bring the stick of military confrontation. Alone among the Rajput clans, the Sisodiyas of Mewar in southern Rajasthan, north India's pre-eminent warrior lineages, obstinately refused to negotiate with the Mughals. In response, Akbar in 1568 led a four-month siege of the Sisodiyas' principal stronghold of Chittor, which ultimately fell to the Mughals, but only after a spectacular 'jauhar' in which the fort's defenders, foreseeing their doom, killed their women and gallantly sallied forth to meet their deaths. In all, some 30,000 defenders of the fort were killed, although its ruler, Rana Pratap, managed to escape. For decades, he and the Sisodiya house would continue to resist Mughal domination, whereas nearly every other Rajput lineage had acknowledged Mughal overlordship.

And leaders who prefer control to seeking the best solution will not only fail those who they lead but will do so spectacularly,” Blunt said. “Good leadership happens when we listen to other voices, even dissenting ones, and work together to plot a way forward that benefits all.

Sustain a positive outlook. Cultivate a can-do spirit, and you will be an inspiration to employees. And, when that's a tall order, fake it until you make it! • Be known as a fair person. Employees want to be treated fairly, and you must take the necessary steps to make sure they feel that is the case. • Keep an eye on morale. Morale at the workplace can be affected positively or negatively by an incident that, although it might seem insignificant to you, might be very important to your employees. A contented group of employees will do more and better work than an unhappy group. • Set an example. If you want your employees to work hard and succeed, then set an example by doing so yourself. Be a spectacular role model! • Take responsibility for your actions. If something goes wrong and it's your fault, step up to the plate and acknowledge whatever it is that went wrong and why. • Maintain your sense of humor. Don't take yourself too seriously, and don't be in such a hurry that you haven't got time to tell or listen to a positive (tasteful) story. Studies suggest laughter and good humor go a long way in helping employees function well in the workplace. • Acknowledge good work through praise. Everyone wants to hear “well done” now and then, so make sure you acknowledge good work. Say it privately and say it within earshot of others, too. • Give credit for ideas. If one of your employees comes up with a great idea, by all means give that person the credit he or she deserves. Don't allow anyone to take an employee's idea and pass it off as his own. (Managers are sometimes accused of stealing an employee's idea; be scrupulous about avoiding even a hint of such a thing.) Beyond the basic guidelines listed above, a good manager must possess other positive qualities: • Understanding: Conventional wisdom dictates that you walk in someone else's shoes before you judge her. Keep that in mind when dealing with people in the workplace. • Good communication skills: Keep your communication skills in good working order. You might want to join speaking organizations to learn how to be a better public speaker. But don't stop there. You communicate when you send a memo, write e-mail, and lead a meeting. There's no such thing as being a “perfect” communicator. An excellent manager will view the pursuit of this art as a work in progress. • Strong listening skills: When was the last time you really listened to someone when he was talking to you? Did you give him your full, undivided attention, or was your mind thinking about five other different things? And when you are listening, do you really know what it is people are trying to tell you? (You might have to ask probing questions in order to get the message.) • Leadership: Employees need good leaders to help guide them, so make sure your leadership skills are enviable and on-duty. • Common sense: You'll need more than your fair share if you expect to be a good manager of people. Some managers toss common sense out the window and then foolishly wonder what happened when things go wrong. • Honesty: Be honest and ethical in all of your business dealings — period! • A desire to encourage: Encouragement is different than praise. Encouragement helps someone who hasn't yet achieved the goal. Employees need your input and encouragement from time to time in order to be successful, so be prepared to fill that role.

Years later Theodore would admit to his failure. He learned, rather spectacularly, that an adaptive leader can only lead others by listening, truly listening, to understand what the followers believed at that moment in time. It cannot be done by charging ahead alone, simply espousing virtues. Once a leader knew what his followers believed—as well as their prejudices—he could empathize with them. Only then could he lead them.

In their beaver-like work to enforce the Reich's emigration policies on the Jewish community, the SS had hitherto tried hard to keep a low profile, and to avoid any kind of spectacular outrage to international opinion. Göring thus found himself on the side of the SS, in alliance against the radical Goebbels, and on January 24 he formally instructed the ministry of the interior to set up a central emigration office under Heydrich to regulate and organize the deportation of the Jews. Hitler's personal part in this anti-Jewish programme was one of passive observation. Talking with Colonel Jósef Beck, the Polish foreign minister, on January 5 he rather speciously regretted that the western powers had not entertained Germany's colonial demands: ‘If they had, I might have helped solve the Jewish problem by making a territory available in Africa for resettlement of not only the German but the Polish Jews as well.’ On the twenty-first, he uttered to the Czech foreign minister Chvalkovský these ominous words: ‘The Jews here are going to be destroyed.’ The Czech replied sympathetically, and Hitler continued: ‘Help can only come from the others, like Britain and the United States, who have unlimited areas that they could make available for the Jews.’ And in a major speech to the Reichstag on January 30, 1939, Hitler uttered an unmistakable threat to any Jews who did choose to remain behind in his Germany: I have very often been a prophet in my lifetime and I have usually been laughed at for it. During my struggle for power, it was primarily the Jewish people who just laughed when they heard me prophesy that one day I would become head of state and thereby assume the leadership of the entire people, and that I would then among other things subject the Jewish problem to a solution. I expect that the howls of laughter that rose then from the throats of German Jewry have by now died to a croak. Today I'm going to turn prophet yet again: if international finance Jewry inside and outside Europe should succeed once more in plunging our peoples into a world war, then the outcome will not be a Bolshevization of the world and therewith the victory of Jewry, but the destruction of the Jewish race in Europe!

Struggle had been his birthright, adversity his expectation. When his youthful dream of becoming the DeWitt Clinton of Illinois had been dashed with the spectacular demise of his internal improvement projects, he had fallen into depression. A period of doubt and self-assessment had followed his disappointing congressional term. Yet, neither of his two Senate losses had triggered personal doubt or depression. On the contrary, he considered both defeats positive steps in the advancement of the antislavery movement. By then, he was “so thoroughly interwoven in the issues before the people,” his law partner William Herndon observed, that “he had become part of them.” The inner voice that anticipated defeat had been stilled by the strength of his belief in the antislavery cause. When the returns came in, a jubilant fifty-two-year-old Lincoln learned that he had won.

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