Substantial Leadership Quotes

The central theme of this book is that America’s present dilemma resulted substantially and directly from choices made by the Baby Boomers. Their collective, pathological self-interest derailed a long train of progress, while exacerbating and ignoring existential threats like climate change. The Boomers’ sociopathic need for instant gratification pushed them to equally sociopathic policies, causing them to fritter away an enormous inheritance, and when that was exhausted, to mortgage the future. When the consequences became troubling, Boomer leadership engaged in concealment and deception in a desperate effort to hold the system together just long enough for their generational constituencies to pass from the scene. The story of the Boomers is, in other words, the story of a generation of sociopaths running amok.

Shifting customer needs are common in today's marketplace. Businesses must be adaptive and responsive to change while delivering an exceptional customer experience to be competitive. Traditional development and delivery frameworks such as waterfall are often ineffective. In contrast, Scrum is a value-driven agile approach which incorporates adjustments based on regular and repeated customer and stakeholder feedback. And Scrum’s built-in rapid response to change leads to substantial benefits such as fast time-to-market, higher satisfaction, and continuous improvement—which supports innovation and drives competitive advantage.

The Knights of Labor originated in the late 1860s and early 1870s in Philadelphia, but slowly expanded into the rest of Pennsylvania and finally became a national organization with 750,000 members. It encompassed many trade unions and was organized geographically rather than by occupation. “The Knights attempted to organize all American productive workers into ‘one big union’ regardless of skill, trade, industry, race or sex and were divided into local, district and national assemblies, with a centralized structure”155—although substantial autonomy was granted to local assemblies, which took the initiative in establishing hundreds of cooperative stores and factories. The national leadership was less energetic on this score than local leadership. The overarching purpose of the organization was, as its longtime leader Terence Powderly said, “to associate our own labors; to establish co-operative institutions such as will tend to supersede the wage-system, by the introduction of a co-operative industrial system.”156 To this end, the Knights lobbied politically, engaged in numerous strikes, lent their support to other radical social movements, and, of course, organized co-ops. Masses of workers genuinely believed that they could rise from being “rented slaves” to become cooperators in control of their work and wages, living in revitalized and stabilized communities, no longer subject to periods of unemployment. Cooperation was a religion for some of them.

There are plenty of attributes that separate the great leader from the good manager. Both may put their work before family and friends, survive on little sleep, endure a lifetime of red-eye flights. Look more closely and you will find that the great leader possesses an unusual, and essential, characteristic – he will think and operate like an owner, or a person who owns a substantial stake of the business, even if, in a financial or legal sense, he is neither.

By November 2016, the affinities were clear. A substantial number of white evangelicals shared Trump’s nationalism, Islamophobia, racism, and nativism. They condoned his “nasty politics”: they agreed that injured protestors got what they deserved, that the country would be better off getting rid of “bad apples,” and that people were “too sensitive” about what was said in politics. Drawn to his populist appeals, white evangelicals demonstrated a preference for rejecting political compromise, for strong, solitary leadership, and for breaking the rules when necessary. These dispositions held whether white evangelicals were defined by affiliation, self-identification, or belief and behavior.

Death had brushed hard against him, and beneath the calculations of a public relations machine, he was struggling mightily within himself. Johnson’s New Deal friend Jim Rowe had sent him a recently published biography on Lincoln, which detailed the profound change Lincoln had undergone during a waiting time when he was out of politics. This was Johnson’s waiting time, a time of gathering strength and direction. When Lincoln had suffered his deep depression he had asked himself: What if I died now? What would I be remembered for? Coming back from “the brink of death,” Johnson asked himself a similar set of questions. He had laid the foundation of a substantial fortune, but what purpose did that serve? He had learned to manipulate the legislative machine of the Senate with a deftness and technical expertise without parallel in American history. But to what end did one accumulate such power? Regardless of one’s impressive title, power without purpose and without vision was not the same thing as leadership.

FOCUS ON GENERATING REVENUE THE DOJ FOUND THAT virtually every branch and tributary of the city’s bureaucracy—the mayor, city council, city manager, finance director, municipal court judge, municipal court prosecutor, court clerk, assistant clerks, police chief—all were enmeshed in an unending race to raise revenue through municipal fines and fees:            City officials routinely urge Chief [Tom] Jackson to generate more revenue through enforcement. In March 2010, for instance, the City Finance Director wrote to Chief Jackson that “unless ticket writing ramps up significantly before the end of the year, it will be hard to significantly raise collections next year. . . . Given that we are looking at a substantial sales tax shortfall, it’s not an insignificant issue.” Similarly, in March 2013, the Finance Director wrote to the City Manager: “Court fees are anticipated to rise about 7.5%. I did ask the Chief if he thought the PD [police department] could deliver 10% increase. He indicated they could try.” The importance of focusing on revenue generation is communicated to FPD officers. Ferguson police officers from all ranks told us that revenue generation is stressed heavily within the police department, and that the message comes from City leadership. The evidence we reviewed supports this perception.

Charles is difficult to pigeonhole politically. Tony Blair wrote that he considered him a “curious mixture of the traditional and the radical (at one level he was quite New Labour, at another definitely not) and of the princely and insecure.” He is certainly conservative in his old-fashioned dress and manners, his advocacy of traditional education in the arts and humanities, his reverence for classical architecture and the seventeenth-century Book of Common Prayer. But his forays into mysticism and his jeremiads against scientific progress, industrial development, and globalization give him an eccentric air. “One of the main purposes of the monarchy is to unite the country and not divide it,” said Kenneth Rose. When the Queen took the throne at age twenty-five, she was a blank slate, which gave her a great advantage in maintaining the neutrality necessary to preserve that unity. It was a gentler time, and she could develop her leadership style quietly. But it has also taken vigilance and discipline for her to keep her views private over so many decades. Charles has the disadvantage of a substantial public record of strong and sometimes contentious opinions, not to mention the private correspondence with government ministers protected by exemptions in the Freedom of Information Act that could come back to haunt him if any of it is made public. One letter that did leak was written in 1997 to a group of friends after a visit to Hong Kong and described the country’s leaders as “appalling old waxworks.

We lack space here to discuss in detail the pros and cons of market forecasting. A great deal of brain power goes into this field, and undoubtedly some people can make money by being good stock-market analysts. But it is absurd to think that the general public can ever make money out of market forecasts. For who will buy when the general public, at a given signal, rushes to sell out at a profit? If you, the reader, expect to get rich over the years by following some system or leadership in market forecasting, you must be expecting to try to do what countless others are aiming at, and to be able to do it better than your numerous competitors in the market. There is no basis either in logic or in experience for assuming that any typical or average investor can anticipate market movements more successfully than the general public, of which he is himself a part. There is one aspect of the “timing” philosophy which seems to have escaped everyone’s notice. Timing is of great psychological importance to the speculator because he wants to make his profit in a hurry. The idea of waiting a year before his stock moves up is repugnant to him. But a waiting period, as such, is of no consequence to the investor. What advantage is there to him in having his money uninvested until he receives some (presumably) trustworthy signal that the time has come to buy? He enjoys an advantage only if by waiting he succeeds in buying later at a sufficiently lower price to offset his loss of dividend income. What this means is that timing is of no real value to the investor unless it coincides with pricing—that is, unless it enables him to repurchase his shares at substantially under his previous selling price.

Well before the end of the 20th century however print had lost its former dominance. This resulted in, among other things, a different kind of person getting elected as leader. One who can present himself and his programs in a polished way, as Lee Quan Yu you observed in 2000, adding, “Satellite television has allowed me to follow the American presidential campaign. I am amazed at the way media professionals can give a candidate a new image and transform him, at least superficially, into a different personality. Winning an election becomes, in large measure, a contest in packaging and advertising. Just as the benefits of the printed era were inextricable from its costs, so it is with the visual age. With screens in every home entertainment is omnipresent and boredom a rarity. More substantively, injustice visualized is more visceral than injustice described. Television played a crucial role in the American Civil rights movement, yet the costs of television are substantial, privileging emotional display over self-command, changing the kinds of people and arguments that are taken seriously in public life. The shift from print to visual culture continues with the contemporary entrenchment of the Internet and social media, which bring with them four biases that make it more difficult for leaders to develop their capabilities than in the age of print. These are immediacy, intensity, polarity, and conformity. Although the Internet makes news and data more immediately accessible than ever, this surfeit of information has hardly made us individually more knowledgeable, let alone wiser, as the cost of accessing information becomes negligible, as with the Internet, the incentives to remember it seem to weaken. While forgetting anyone fact may not matter, the systematic failure to internalize information brings about a change in perception, and a weakening of analytical ability. Facts are rarely self-explanatory; their significance and interpretation depend on context and relevance. For information to be transmuted into something approaching wisdom it must be placed within a broader context of history and experience. As a general rule, images speak at a more emotional register of intensity than do words. Television and social media rely on images that inflamed the passions, threatening to overwhelm leadership with the combination of personal and mass emotion. Social media, in particular, have encouraged users to become image conscious spin doctors. All this engenders a more populist politics that celebrates utterances perceived to be authentic over the polished sound bites of the television era, not to mention the more analytical output of print. The architects of the Internet thought of their invention as an ingenious means of connecting the world. In reality, it has also yielded a new way to divide humanity into warring tribes. Polarity and conformity rely upon, and reinforce, each other. One is shunted into a group, and then the group polices once thinking. Small wonder that on many contemporary social media platforms, users are divided into followers and influencers. There are no leaders. What are the consequences for leadership? In our present circumstances, Lee's gloomy assessment of visual media's effects is relevant. From such a process, I doubt if a Churchill or Roosevelt or a de Gaulle can emerge. It is not that changes in communications technology have made inspired leadership and deep thinking about world order impossible, but that in an age dominated by television and the Internet, thoughtful leaders must struggle against the tide.

What are your strengths? How do you know that? What do you need to work on? How do you know that? How are you working on this area? Is your company helping? When was your last promotion? How was the promotion communicated to you? What is the one thing you believe you did to earn this promotion? When was your last compensation increase? (Compensation = base salary + bonus and/or stock.) Do you feel fairly compensated? If not, what would you consider fair compensation? What facts do you base that opinion on? Have you told this to your manager? When was the last time you received useful feedback from your manager? What compliment do you wish you could receive about your work? Are you learning from your manager? What was the last significant thing you learned from them? What was the last thing you built at work that you enjoyed? What was your last major failure at work? What’d you learn? Are you clear about the root causes of that failure? What was the last piece of feedback you received (from anyone) that substantially changed your working style? Who is your mentor?1 When was the last time you met with them? When was your last 360 review?2 What was your biggest lesson? When did you last change jobs? Why? When did you last change companies? Why? What aspect of your current job would you bring with you to a future gig? What is your dream job? (Role, company, etc.) What is a company you admire? What attributes do you admire? Who is a leader that you admire? What are the qualities of that leader that you admire?

In any chain of command, the leadership must always present a united front to the troops. A public display of discontent or disagreement with the chain of command undermines the authority of leaders at all levels. This is catastrophic to the performance of any organization. As a leader, if you don’t understand why decisions are being made, requests denied, or support allocated elsewhere, you must ask those questions up the chain. Then, once understood, you can pass that understanding down to your team. Leaders in any chain of command will not always agree. But at the end of the day, once the debate on a particular course of action is over and the boss has made a decision—even if that decision is one you argued against—you must execute the plan as if it were your own. When leading up the chain of command, use caution and respect. But remember, if your leader is not giving the support you need, don’t blame him or her. Instead, reexamine what you can do to better clarify, educate, influence, or convince that person to give you what you need in order to win. The major factors to be aware of when leading up and down the chain of command are these: • Take responsibility for leading everyone in your world, subordinates and superiors alike. • If someone isn’t doing what you want or need them to do, look in the mirror first and determine what you can do to better enable this. • Don’t ask your leader what you should do, tell them what you are going to do. APPLICATION TO BUSINESS “Corporate doesn’t understand what’s going on out here,” said the field manager. “Whatever experience those guys had in the field from years ago, they have long forgotten. They just don’t get what we are dealing with, and their questions and second-guessing prevents me and my team from getting the job done.” The infamous they. I was on a visit to a client company’s field leadership team, the frontline troops that executed the company’s mission. This was where the rubber met the road: all the corporate capital initiatives, strategic planning sessions, and allocated resources were geared to support this team here on the ground. How the frontline troops executed the mission would ultimately mean success or failure for the entire company. The field manager’s team was geographically separated from their corporate headquarters located hundreds of miles away. He was clearly frustrated. The field manager had a job to do, and he was angry at the questions and scrutiny from afar. For every task his team undertook he was required to submit substantial paperwork. In his mind, it made for a lot more work than necessary and detracted from his team’s focus and ability to execute. I listened and allowed him to vent for several minutes. “I’ve been in your shoes,” I said. “I used to get frustrated as hell at my chain of command when we were in Iraq. They

After Scotland's mounted knights had been routed by Edward I in 1296, resistance leaders worked out new methods of waging war, using foot-soldiers armed with long pikes and axes. Medieval infantry usually fled when charged by cavalry, but William Wallace and Robert Bruce (King Robert I) solved the problem by organising their men into massed formations ('schiltroms'), and fighting on the defensive on well-chosen ground; that is how Robert I's army won the battle of Bannockburn. Also, Robert ordered that castles recaptured from the English should be demolished or slighted. This denied the English any bases for garrisons, and meant that subsequent warfare consisted chiefly of cross-Border raids - in which Robert I perfected the technique of making rapid hard-hitting strikes. The English could not win this type of warfare. The actual fighting was done by ordinary Scotsmen; most of the pikemen came from the substantial peasantry, whose level of commitment to the independence cause was remarkably high. But the organisation and leadership came from the Normanised Scottish landowners. Norman military success had been based on these qualities as well as on armoured cavalry; now they were vital in countering the armies of English knights. There is a most significant contrast here with the Welsh and the Irish, who never found the way to defeat the English in warfare. It was the Normanised Scottish landowners, forming the officer corps of Scotland's armies, who achieved that crucial breakthrough.

This illustrates the difficulties confronting the EU’s defence capacity. A critical mass of member states must agree to an action before it can be undertaken; for substantial operations that require Nato facilities and hence American consent, the Americans may not agree to what Europeans want to do, which would give rise to tensions within Nato; and where a European critical mass and American agreement are both available, the intergovernmental arrangements may be too weak to devise and manage a successful operation. While Nato’s system is also intergovernmental, American hegemonic leadership has caused it to work. There is no hegemon among the member states; and while this makes it more feasible to develop the EU as a working democracy, it will at the same time make an intergovernmental system in the field of defence hard to operate.

POST-TRAUMATIC STRESS DISORDER. PTSD is not uncommon in cases of spiritual abuse. After fearful, dangerous, or traumatic events, people often suffer for months (even years) with the aftereffects of those events, including upsetting memories, fear, sadness, nervousness, and bursts of anxiety.6 In short, “people who have PTSD may feel stressed or frightened even when they’re no longer in danger.”7 For spiritual abuse survivors, experiences that remind them of their abusive pastor or church situation usually trigger these effects. These triggers could be something as simple as going to church, hearing a sermon, or seeing individuals from their former church. A complicating factor in spiritual abuse cases is that the abuse is perpetrated by an institution or a person the victim knew and trusted, known as “institutional betrayal.”8 Studies have shown that abuse within a trusted relationship is significantly more traumatic than abuse by a stranger. And there is a natural trust that is fostered between a church member and their pastor (and the larger leadership body). Smith and Freyd show that such betrayal has a substantial emotional impact: “Betrayal trauma is associated with higher rates of a host of outcomes, including posttraumatic stress disorder (PTSD), dissociation, anxiety, [and] depression.

Led by the party’s founder, Anton Drexler, they drew up an indictment of the would-be dictator and circulated it as a pamphlet. It was the most drastic accusation Hitler was ever confronted with from the ranks of his own party—from those, that is, who had firsthand knowledge of his character and how he operated.   A lust for power and personal ambition have caused Herr Adolf Hitler to return to his post after his six weeks’ stay in Berlin, of which the purpose has not yet been disclosed. He regards the time as ripe for bringing disunion and schism into our ranks by means of shadowy people behind him, and thus to further the interests of the Jews and their friends. It grows more and more clear that his purpose is simply to use the National Socialist party as a springboard for his own immoral purposes, and to seize the leadership in order to force the Party onto a different track at the psychological moment. This is most clearly shown by an ultimatum which he sent to the Party leaders a few days ago, in which he demands, among other things, that he shall have a sole and absolute dictatorship of the Party, and that the Committee, including the locksmith Anton Drexler, the founder and leader of the Party, should retire….   And how does he carry on his campaign? Like a Jew. He twists every fact … National Socialists! Make up your minds about such characters! Make no mistake. Hitler is a demagogue … He believes himself capable … of filling you up with all kinds of tales that are anything but the truth.21     Although weakened by a silly anti-Semitism (Hitler acting like a Jew!), the charges were substantially true, but publicizing them did not get the rebels as far as might be supposed. Hitler promptly brought a libel suit against the authors of the pamphlet, and Drexler himself, at a public meeting, was forced to repudiate it.

willingly forgo a substantial pay raise in exchange for seeing their direct supervisor fired.

Focus on Generating Revenue The City budgets for sizeable increases in municipal fines and fees each year, exhorts police and court staff to deliver those revenue increases, and closely monitors whether those increases are achieved. City officials routinely urge Chief Jackson to generate more revenue through enforcement. In March 2010, for instance, the City Finance Director wrote to Chief Jackson that “unless ticket writing ramps up significantly before the end of the year, it will be hard to significantly raise collections next year. . . . Given that we are looking at a substantial sales tax shortfall, it’s not an insignificant issue.” Similarly, in March 2013, the Finance Director wrote to the City Manager: “Court fees are anticipated to rise about 7.5%. I did ask the Chief if he thought the PD could deliver 10% increase. He indicated they could try.” The importance of focusing on revenue generation is communicated to FPD officers. Ferguson police officers from all ranks told us that revenue generation is stressed heavily within the police department, and that the message comes from City leadership. The evidence we reviewed supports this perception.

In the northeastern Brazilian state of Pernambuco, for example, a group of fishing families had lived since 1914 on islands in the Sirinhaém River estuary. In 1998 the Usina Trapiche sugar refinery petitioned the state to take over the land. The islanders say that the refinery then followed up its petition by destroying their homes and small farms, threatening further violence to those who did not leave. When the fishing families rebuilt their homes, they were burned down. Coca-Cola and PepsiCo use Usina Trapiche sugar in their products, but until Oxfam’s campaign they denied responsibility for the conduct of their suppliers. Oxfam asked all of the Big 10 food brands to show ethical leadership by requiring that their suppliers obtain the free, prior, and informed consent of indigenous and local communities before acquiring land. Nestlé was the first to support this principle fully. Then Coca-Cola declared a policy of zero tolerance for landgrabbing by its suppliers and bottlers and committed to disclosing its suppliers of sugar cane, soy, and palm oil, to conducting social, environmental, and human rights assessments, and to engaging with Usina Trapiche regarding the conflict with the people of the Sirinhaém River estuary. In 2014 PepsiCo also accepted the principle of responsibility for its suppliers. Associated British Foods, the largest sugar producer in Africa and another Big 10 food corporation, is now also committed to the same principle.12 The gains from these policy commitments are more difficult to quantify than in the example of Ghana’s oil revenues, but in the long run they too may be very substantial.

Having software shape the critical path of operational execution has substantial ramifications. Digital, AI-driven processes are more scalable than traditional processes.

Whenever an HR representative speaks of “snagging” a prospect, or of “stealing” somebody from another company, he runs a substantial risk of losing his “catch” once the new employee has had time to consider the ramifications of a hurried decision. Another approach, one that uses less overt pressure but a great deal of “wining and dining,” has its own traps. HR should never confuse an applicant with events that will never be repeated. Too much attention, while flattering to a prospect, does not prepare him for the day-to-day work ethic he will be expected to follow.

But intuition is not perfect, and it errs in predictable ways. By relying on our intuition, therefore, we risk making substantial errors. The inclination to blindly trust intuition and to be convinced by anecdotal evidence of its effectiveness can be enormously harmful.

Reducing mediocrity is a slow, difficult, person-by-person process in which the less able learn to identify and trust the more able who will diligently and honestly serve them. It is also a process in which able and honest, serving people prepare themselves to lead and accept the opportunity to lead when offered. Reducing mediocrity in positions of influence by replacing the less qualified with more able and honest serving people is a manageable task with our available resources. It can be done. And I am confident that it will be done on a substantial scale when the people and institutions that have the good of society at heart bring a clearer focus to their efforts and concentrate on the one thing that will turn us about the quickest: excellence in place of mediocrity.

A team might identify a hard problem during a review that we did not know how to solve, and didn’t know if we could solve. Jeff would say something to the effect of, “We shouldn’t be afraid of taking on hard problems if solving them would unlock substantial value.” Above all, keep in mind that the PR/FAQ is a living document. Once it is approved by the leadership team, it will almost certainly still be edited and changed (a process that should be directed by or reviewed with the leadership team). There is no guarantee that an idea expressed in an excellent PR/FAQ will move forward and become a product. As we’ve said, only a small percentage will get the green light. But this is not a drawback. It is, in fact, a huge benefit of the process—a considered, thorough, data-driven method for deciding when and how to invest development resources. Generating and evaluating great ideas is the real benefit of the Working Backwards process.

If, as I have argued, all foundations have the obligation to be creative in the use of a substantial part of their funds, then trustees have the further obligation to set apart some staff members or consultants who are independent of the staff that deals with grant applicants. This separate staff should work on foundation-originated, creative projects exclusively, with complete insulation from involvement with grant applications and the decision process regarding them. In a large foundation this might work best if two wholly separate staffs were to report independently to the trustees.

If foundations were substantially more creative, the first two of these conditions—the sentiment that foundations should be dispensed with and the ease of second-guessing their decisions—might be reduced to insignificance.

Find a business that’s starting a revolution. A company that’s likely to make a substantial change in the status quo has the following characteristics: It’s creating a product or service that’s wholly new or combines existing technology in a novel way that the competition can’t make or even understand. This product solves a problem—a real pain point—that a lot of customers experience daily. There should be an existing large market. The novel technology can deliver on the company vision—not just within the product but also the infrastructure, platforms, and systems that support it. Leadership is not dogmatic about what the solution looks like and is willing to adapt to their customers’ needs. It’s thinking about a problem or a customer need in a way you’ve never heard before, but which makes perfect sense once you hear it.

The third concern I have for education is the state of confusion I sense regarding the teaching of values. Coincident with the retreat from the posture of schools as the upholders of moral norms there has been a substantial growth, due to student demand, for courses about religion. Along with this, religious services, where religion is practiced, seem to have declined on campuses. This leaves the question: Is it only appropriate to teach about values and make no judgments about what they ought to be? Is this really an adequate role for schools and colleges? Should not schools be importantly concerned with value clarification so that students are given as firm a basis as possible for making the choices they have always made—even when the schools presumed to know what their values ought to be?

Being a true leader, as opposed to a competent manager, requires a willingness to get your hands dirty. I have said before that I do not expect anyone to do a job I cannot do myself. While this is clearly unrealistic as a company grows and expands, the perception of being willing to step in and assist must remain. The weight of leadership includes staying calm while others panic and coming up with solutions rather than joining the chorus of complaints. The Covid-19 pandemic has certainly helped distinguish the leaders from the managers. Leaders are prepared to take responsibility when things go wrong, even if the true responsibility lies with someone else. Leaders are visible. Leaders have a vision, even if it is only short term. I don’t really believe in long-term planning. I make up the rules of the game based on one-year plans. This means I always retain visibility and control. Five years is too long a time to have any certainty that the objectives will be met. Leadership is not a popularity contest, but it also should not inspire fear. Leaders earn respect and loyalty, recognising that these take a long time to earn and a second to lose. A leader is not scared of collaboration and listening to the opinions of others, as well as accepting help when it’s needed. Leadership is not a quality that you are born with, it is something that you learn over time. I was not a leader in my Coronation days, and I am the first to admit that I made a lot of mistakes. Even at African Harvest, as much as I achieved financial success and tried different techniques to earn respect, I never truly managed to deal with the unruly investment team. But, having built on years of experience, by the time I hit my stride at Sygnia, I was a leader. Within any organisation of substantial size, there is space for more than one leader, whether they head up divisions or the organisation itself. There are several leaders across Sygnia weaving the fabric of our success. I am no longer the sole leader, having passed the baton on to others in pursuit of my own dreams. To quote the Harvard Business Review, ‘The competencies most frequently required for success at the top of any sizable business include strategic orientation, market insight, results orientation, customer impact, collaboration and influence, organisational development, team leadership, and change leadership.’ That is what I looked for in my successor, and that is what I found in David. I am confident that all the leaders I have groomed are more than capable of taking the company forwards.

People who refer to themselves as ‘self-made’ are blinded by ego. They only focus on their own willpower and work ethic – which might be substantial – but they are ignorant of the helping hands that have nudged them towards success.

From numerous angles, wokeness encourages us to distrust the order God has created in the world He has personally made. As an ideology, it reads our society as fundamentally oppressive along racial lines, but often stops short of substantiating this claim. Furthermore, it conflates individual experience with societal structures, training people to read real wrongs done against them as necessarily part of a broader public square campaign. In addition, wokeness is fundamentally an anti-authority system, but as we have noted, it is itself deeply authoritarian. Though it speaks against “oppression,” it actually creates injustice, for it teaches us to distrust God-made order and God-given authority. Though CRT gets most of the headlines, it is in truth intersectionality that really brings the pain. People who will never read a sentence from an intersectional author nevertheless buy into and express an intersectional framework when they view our society as oppressive and read leadership in terms of power imbalances

I would say 'Integrity first ! Streamlining individual actions for the greater organizational good'. To restore trust after a stakeholder challenges your decision, acknowledge their concerns and engage in intent listening. Delineate your decision-making process and provide a well-substantiated rationale. Demonstrate a commitment to collaboration and receptivity to constructive criticism. Listen !! for strategic implementation that facilitates progressive results. Serving an organization requires prioritizing the collective good over individual agendas. Finally, fortify the relationship through consistent communication and constructive dialogue to enhance trust.

Josh Davis and colleagues from the NeuroLeadership Institute have created the AGES model to explain the four main neurological drivers of longer-term memory. “AGES” stands for Attention, Generation, Emotion and Spacing. What’s useful here for us is the G: Generation. This is “the act of creating (and sharing) your own connections to new and presented ideas… When we take time and effort to generate knowledge and find an answer rather than just reading it, our memory retention is increased.” This is why, in a nutshell, advice is overrated. I can tell you something, and it’s got a limited chance of making its way into your brain’s hippocampus, the region that encodes memory. If I can ask you a question and you generate the answer yourself, the odds increase substantially.

The research reported in this book supports this latter view: It shows that in the cases of well-managed firms such as those cited above, good management was the most powerful reason they failed to stay atop their industries [when confronted with disruptive changes in technology and market structure]. Precisely because these firms listened to their customers, invested aggressively in new technologies that would provide their customers more and better products of the sort they wanted, and because they carefully studied market trends and systematically allocated investment capital to innovations that promised the best returns, they lost their positions of leadership. What this implies at a deeper level is that many of what are now widely accepted principles of good management are, in fact, only situationally appropriate. There are times at which it is right not to listen to customers, right to invest in developing lower-performance products that promise lower margins, and right to aggressively pursue small, rather than substantial, markets. This book derives a set of rules, from carefully designed research and analysis of innovative successes and failures in the disk drive and other industries, that managers can use to judge when the widely accepted principles of good management should be followed and when alternative principles are appropriate.

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【V信83113305】：Japan Women's University, founded in 1901 by educator Jinzo Naruse, is a pioneering institution in Japanese higher education. As the country's first university for women, it was established to empower female students through academic excellence and leadership development during an era of significant gender inequality. Located in Tokyo, the university offers a comprehensive range of undergraduate and graduate programs in humanities, social sciences, and natural sciences, all within a supportive learning environment. For over a century, it has championed women's education and independence, producing generations of influential graduates who have made substantial contributions to various professional fields in Japan. The university remains a vital and respected institution dedicated to advancing women's roles in society.，一比一原版Japan Women's University日本女子大学毕业证购买, 日本女子大学毕业证成绩单学历认证最快多久, 硕士博士学历日本女子大学毕业证-日本女子大学毕业证书-真实copy原件, 办日本女子大学毕业证-Diploma, 原版日本女子大学日本女子大学毕业证办理流程, 日本女子大学毕业证认证PDF成绩单, 1分钟获取日本女子大学毕业证最佳办理渠道, 日本毕业证学历认证, 快速办理日本女子大学毕业证如何放心

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【V信83113305】：The University of Adelaide, a prestigious public research institution in South Australia, is a cornerstone of academic excellence and innovation. Founded in 1874, it is the third-oldest university in Australia and boasts a distinguished history of groundbreaking discoveries and educational leadership. It is a member of the Group of Eight, a coalition of the country's leading research-intensive universities. The university is renowned for its significant contributions in areas such as wine and food science, health sciences, engineering, and the physical sciences. Its researchers have been at the forefront of pivotal innovations, including the development of penicillin and the invention of the pacemaker. Located in the heart of Adelaide, the university offers a vibrant campus life and a diverse, global student community. It provides a dynamic learning environment that fosters critical thinking and creativity, preparing graduates to become leaders in their chosen fields and make a substantial impact on a global scale.，Adelaide阿德莱德大学毕业证书加急制作, Adelaide毕业证办理流程和安全放心渠道, 100%办理阿德莱德大学毕业证书, 本地澳洲硕士文凭证书原版定制Adelaide本科毕业证书, 原版定制Adelaide毕业证书, 网上制作Adelaide毕业证-阿德莱德大学毕业证书-留信学历认证放心渠道, 高端Adelaide毕业证办理流程, 高质Adelaide阿德莱德大学成绩单办理安全可靠的文凭服务, Adelaide学位证毕业证

【V信83113305】：Prairie View A&M University, a distinguished public historically black university in Texas, stands as a pillar of academic excellence and a profound legacy. Founded in 1876, it is the second oldest public institution of higher education in the state and a vital member of the Texas A&M University System. The university is renowned for its strong programs in engineering, nursing, agriculture, and architecture, consistently contributing a significant number of African-American graduates in these critical STEM fields. More than just an institution of learning, Prairie View A&M fosters a close-knit community built on leadership, service, and resilience. Its commitment to empowering generations of students and its enduring spirit continue to shape leaders who make a substantial impact across the nation and the world.，【V信83113305】1分钟获取普利维尔农工大学毕业证最佳办理渠道,加急普利维尔农工大学毕业证PVAU毕业证书办理多少钱,网上补办PVAU毕业证成绩单多少钱,百分百放心原版复刻普利维尔农工大学PVAU毕业证书,网上制作PVAU毕业证-普利维尔农工大学毕业证书-留信学历认证放心渠道,PVAU毕业证书普利维尔农工大学毕业证诚信办理,PVAU毕业证办理多少钱又安全,PVAU毕业证最简单办理流程,PVAU毕业证最放心办理渠道,PVAU成绩单普利维尔农工大学毕业证快速办理方式

【V信83113305】：Sweet Briar College, nestled in the scenic foothills of Virginia's Blue Ridge Mountains, is a distinguished private liberal arts institution renowned for its unwavering commitment to women's education. Founded in 1901, the college fosters a close-knit, empowering environment where students engage in rigorous academic programs, particularly strong in the sciences, arts, and leadership development. Its expansive 3,250-acre campus provides a unique natural laboratory for research and outdoor activities. Overcoming significant challenges in its history, including a near-closure in 2015, Sweet Briar has emerged resilient and vibrant, sustained by passionate alumnae and a clear vision for the future. It continues to cultivate intelligent, confident leaders prepared to make a substantial impact in their chosen fields.，硕士斯威特布莱尔学院文凭定制SBC毕业证书, Offer(Sweet Briar College成绩单)Sweet Briar College斯威特布莱尔学院如何办理?, 斯威特布莱尔学院毕业证书, 终于找到哪里办斯威特布莱尔学院毕业证书, 百分百放心原版复刻斯威特布莱尔学院SBC毕业证书, 一流Sweet Briar College斯威特布莱尔学院学历精仿高质, SBC斯威特布莱尔学院毕业证成绩单学历认证最安全办理方式, 美国SBC毕业证仪式感|购买SBC斯威特布莱尔学院学位证, 如何办理SBC斯威特布莱尔学院毕业证一比一定制

【V信83113305】：Texas Woman's University stands as a prominent public institution with a unique and significant mission. Recognized as the nation's largest university primarily for women, TWU offers a supportive and empowering environment that fosters leadership and academic excellence. While it has a historic focus on educating women, its graduate and health science programs are also open to men. Located in Denton, with additional campuses in Dallas and Houston, the university is particularly renowned for its outstanding programs in nursing, health sciences, occupational therapy, and education. For over a century, TWU has broken barriers and created opportunities, building a legacy of producing strong, capable leaders who make substantial contributions to their professions and communities.，【V信83113305】TWU毕业证成绩单制作,一比一定制-TWU毕业证德克萨斯女子大学学位证书,一比一办理-TWU毕业证德克萨斯女子大学毕业证,最便宜办理TWU毕业证书,TWU毕业证和学位证办理流程,TWU毕业证在线制作德克萨斯女子大学文凭证书,TWU毕业证成绩单原版定制,网络在线办理TWU毕业证文凭学历证书,TWU毕业证最安全办理办法,购买TWU毕业证和学位证认证步骤

【V信83113305】：Texas Woman's University (TWU) stands as a prominent public institution dedicated primarily to the education and empowerment of women. Founded in 1901 in Denton, Texas, it has grown into a significant university with additional campuses in Dallas and Houston. While known for its historic focus on women, TWU also welcomes male students into its diverse academic community. The university excels in health sciences, nursing, education, and the liberal arts, offering a robust and supportive learning environment. TWU’s commitment to leadership development, research, and inclusive excellence makes it a unique and vital institution, fostering pioneers who make substantial contributions to their professions and communities.，美国大学文凭购买, 美国Texas Woman's University毕业证仪式感|购买Texas Woman's University德克萨斯女子大学学位证, 网上办理德克萨斯女子大学毕业证书流程, 在线办理德克萨斯女子大学毕业证本科硕士成绩单方法, 制作美国文凭德克萨斯女子大学毕业证, 留学生买文凭TWU毕业证德克萨斯女子大学, TWU德克萨斯女子大学毕业证制作代办流程, 德克萨斯女子大学毕业证办理周期和加急方法, 德克萨斯女子大学毕业证书多少钱

【V信83113305】：The University of North Florida (UNF), located in Jacksonville, is a dynamic public institution renowned for its strong academic focus and beautiful natural campus. It offers a diverse range of undergraduate and graduate programs, with particular strengths in business, health sciences, and coastal biology, leveraging its unique proximity to diverse ecosystems. UNF fosters a vibrant, mid-sized campus community that emphasizes personalized learning and hands-on research opportunities, ensuring students receive substantial faculty attention. The university's commitment to community engagement and leadership development is central to its mission, preparing students to excel in their careers and become impactful citizens. UNF successfully blends a rigorous academic environment with the vibrant energy of Florida's northeastern urban center.，UONFdiploma安全可靠购买UONF毕业证, 网络办理UONF毕业证官方成绩单学历认证, 高端烫金工艺UONF北佛罗里达大学毕业证成绩单制作, 网上制作UONF毕业证-北佛罗里达大学毕业证书-留信学历认证放心渠道, 正版美国University of North Florida毕业证文凭学历证书, 北佛罗里达大学毕业证UONF毕业证书, 如何办理University of North Florida北佛罗里达大学学历学位证, 1:1原版University of North Florida北佛罗里达大学毕业证+University of North Florida成绩单, 美国本科毕业证

【V信83113305】：Founded in 1901, Grambling State University is a prominent public historically black university in Louisiana. As a member of the University of Louisiana System, it has a rich legacy of academic excellence and cultural significance. The university is renowned for its strong programs in education, business, and the arts, alongside a celebrated tradition in athletics, particularly its legendary football program and the renowned "World Famed" Marching Band. Grambling State fosters a vibrant, close-knit community dedicated to leadership, service, and uplifting first-generation and minority students. It continues to be a vital institution, empowering generations of students to achieve professional success and make substantial contributions to society.，如何办理GSU格兰布林州立大学毕业证一比一定制, GSUdiploma安全可靠购买GSU毕业证, 快速办理GSU毕业证-格兰布林州立大学毕业证书-百分百放心, 网络快速办理GSU毕业证成绩单, 购买格兰布林州立大学毕业证, 格兰布林州立大学学位定制, 高端烫金工艺格兰布林州立大学毕业证成绩单制作, GSU毕业证最放心办理渠道, 专业办理格兰布林州立大学成绩单高质学位证书服务

【V信83113305】：Texas A&M University stands as a premier public research institution and a cornerstone of higher education in the United States. Founded in 1876 as the state's first public college, it has grown into a massive and respected university known for its strong programs in engineering, business, agriculture, and life sciences. A defining characteristic is its deep-rooted tradition and the powerful Aggie Spirit, embodied by a unified student body and a vast, loyal network of former students. The university fosters a unique culture of leadership, honor, and selfless service, preparing students to become principled leaders in their chosen fields. With its significant research contributions, spirited campus life, and commitment to core values, Texas A&M continues to make a substantial impact both within Texas and across the globe.，美国毕业证办理, 网上办理德州农工大学毕业证书流程, TAMU毕业证最新版本推荐最快办理德州农工大学文凭成绩单, 申请学校!成绩单德州农工大学成绩单改成绩, Texas A&M University毕业证文凭德州农工大学毕业证, 德州农工大学学位证书快速办理, TAMU毕业证本科学历办理方法, TAMU毕业证书德州农工大学毕业证诚信办理, 一流TAMU德州农工大学学历精仿高质

【V信83113305】：Lincoln Christian University, rooted in a rich tradition of faith-based education, stands as a significant institution dedicated to preparing students for ministry and service. For decades, it has provided a rigorous academic environment deeply integrated with spiritual formation, offering programs in theology, biblical studies, and practical ministry. The university's commitment to fostering compassionate leaders who can address contemporary challenges with wisdom and integrity is central to its mission. Though a smaller institution, its impact through the work of its alumni in churches and communities across the nation is substantial, embodying its core values of faith, learning, and servant leadership.，加急办林肯基督教大学文凭学位证书成绩单gpa修改, 高质Lincoln Christian University林肯基督教大学成绩单办理安全可靠的文凭服务, 林肯基督教大学Lincoln Christian University大学毕业证成绩单, 定制-林肯基督教大学毕业证LCU毕业证书, 网络办理LCU毕业证官方成绩单学历认证, 一比一制作-LCU文凭证书林肯基督教大学毕业证, 林肯基督教大学学位定制, 林肯基督教大学硕士毕业证, 加急林肯基督教大学毕业证LCU毕业证书办理多少钱

【V信83113305】：Texas Southern University, a historically black public institution in Houston, stands as a prominent beacon of higher education and opportunity. Since its founding in 1927, TSU has cultivated a rich legacy of academic excellence, social mobility, and cultural leadership. It is renowned for producing a significant number of African-American graduates in fields like law, pharmacy, and public affairs. The university's vibrant campus life and diverse student body foster a dynamic and inclusive learning environment. As a vital intellectual and civic hub, Texas Southern University remains deeply committed to its mission of empowering underserved communities and developing future leaders who are prepared to make a substantial impact on a global scale.，快速办理TSU毕业证-德克萨斯南方大学毕业证书-百分百放心, 制作文凭德克萨斯南方大学毕业证TSU毕业证书毕业证, 美国大学毕业证定制, 出售Texas Southern University德克萨斯南方大学研究生学历文凭, 办理美国-TSU毕业证书德克萨斯南方大学毕业证, TSU德克萨斯南方大学毕业证书办理需要多久, 办美国Texas Southern University德克萨斯南方大学文凭学历证书, TSU毕业证购买, 德克萨斯南方大学挂科了怎么办？TSU毕业证成绩单专业服务

【V信83113305】：Northeastern University, located in the heart of Boston, Massachusetts, stands as a premier private research institution renowned for its innovative experiential learning model. Its signature co-op program seamlessly integrates classroom theory with professional practice, providing students with substantial work experience at thousands of organizations worldwide. This powerful approach to education equips graduates with the skills and adaptability needed to excel in a rapidly changing global economy. The university fosters a vibrant, diverse campus community and is classified as an R1 institution, indicating the highest level of research activity. With a strong focus on interdisciplinary study and urban engagement, Northeastern continues to be a leader in preparing students for lifelong success and leadership.，NEU文凭制作流程学术背后的努力, 硕士-NEU毕业证东北大学毕业证办理, 1:1原版NEU东北大学毕业证+NEU成绩单, NEU毕业证书东北大学毕业证诚信办理, NEU东北大学-pdf电子毕业证, 硕士东北大学文凭定制NEU毕业证书, 东北大学NEU大学毕业证成绩单, 做今年新版NEU毕业证, 东北大学毕业证最简单办理流程

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