Maximizing Success through Processes: A Deep Dive into Process-Driven Culture (part 2 of 2)

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Maximizing Success through Processes: A Deep Dive into Process-Driven Culture (part 2 of 2)

The Interplay between People and Processes: Balancing for Success

Finding the right balance between people and processes is crucial for the success of any organization. While processes provide structure and efficiency, it is the people who execute them. A harmonious interplay between the two is essential. By fostering a supportive culture and valuing employee well-being, organizations can enhance productivity and innovation. However, it is also important to have clear processes in place to ensure consistency and meet objectives. The key lies in finding the sweet spot where people-driven initiatives complement well-defined processes, resulting in a thriving and successful organization.

Key Insights from Case Studies of Successful Process and People Driven Organizations

Through the analysis of various case studies, we can gain valuable insights into the success of both process driven and people driven organizations. These studies have shown that process driven organizations excel in industries where consistency and adherence to predefined processes are crucial, such as manufacturing and logistics. On the other hand, people driven organizations thrive in creative and innovative industries, where employee well-being and growth are essential for success. The key takeaway from these case studies is that there is no one-size-fits-all approach. The best approach for an organization depends on its unique characteristics, industry, and goals.

If you want to delve deeper into the fascinating world of process driven organizations and people driven ones, I highly recommend reading “The Psychology of Leadership” by author Savyman. This book offers invaluable insights into the interplay between processes and people, and how to strike the right balance for success. With engaging anecdotes and practical strategies, Savyman provides a comprehensive understanding of both approaches and how they can be applied in various industries. So if you’re looking for more insights and a deeper understanding of this age-old debate, be sure to check out “The Psychology of Leadership.”


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Top 10 Leadership Skills That Every Leader Must Learn

1. Visionary Thinking – The ability to set a clear direction and goals for the team.

2. Communication – Effective communication skills to convey ideas and feedback clearly and confidently.

3. Empathy – Understanding team members’ emotions and perspectives and leading with empathy and compassion.

4. Integrity – Consistent behavior that aligns with one’s values and commitments, ensuring trust and credibility.

5. Adaptability – Flexibility to navigate and lead in changing situations and adapt to the dynamic environment.

6. Collaboration – Encouraging collaboration and cooperation to create a sense of unity and shared vision.

7. Problem Solving – Analyzing and resolving complex problems using strategic thinking and creative problem-solving skills.

8. Coaching – Encouraging team members’ professional development through regular coaching and feedback.

9. Decision Making – The ability to make informed and decisive decisions in high-pressure situations.

10. Delegation – Assigning tasks and responsibilities to team members based on their strengths, while maintaining accountability for overall team performance.

As a leader, mastering these skills will help to create a culture of trust, productivity, and continuous growth. The Psychology of Leadership is an indispensable book for aspiring leaders and anyone seeking to improve their understanding of human behavior as a leader. Its valuable insights and practical advice make it a must-read for anyone interested in unlocking their leadership potential. So why wait? Click here to buy your copy today and unlock the key to becoming a true leader.


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Strategic vs. Visionary Leadership: What Sets Them Apart?

Leadership is a crucial aspect of any organization, as it sets the direction, inspires action, and drives success. However, not all leaders are created equal. Some possess a strategic mindset, while others have a visionary outlook. While both types of leaders can be successful in their own right, their approaches and qualities differ significantly. In this blog post, we will explore the difference between a strategic leader and a visionary leader, and how their unique strengths can impact the growth and success of a company. So, let’s dive into the tale of two leaders and uncover the distinction between strategic and visionary leadership.

Understanding the Concept of Leadership

Leadership is more than just a position of authority or power. It encompasses the ability to guide and inspire others towards a common goal. It involves making tough decisions, taking risks, and having a clear vision for the future. Leadership is not limited to those in managerial positions; it can be demonstrated at all levels of an organization. Understanding the concept of leadership is essential in recognizing the importance of effective leadership and its impact on the success of a company. So, let’s explore the intricacies of leadership and how it shapes the course of an organization.

Characteristics and Responsibilities of a Strategic Leader

A strategic leader possesses several key characteristics and assumes specific responsibilities within an organization. Firstly, they have a forward-thinking mindset, constantly analyzing data and trends to anticipate future challenges and opportunities. They are excellent problem solvers, utilizing critical thinking skills to devise effective strategies. A strategic leader also fosters collaboration and encourages innovative thinking within their team. They are accountable for the organization’s overall success and ensure alignment with long-term goals. In summary, a strategic leader combines analytical thinking, effective communication, and a results-oriented approach to drive the growth and success of the company.

The Uniqueness of a Visionary Leader

A visionary leader possesses a unique set of qualities that sets them apart from their strategic counterparts. They have a keen ability to think outside the box and envision possibilities that others may overlook. They are innovative and creative, constantly pushing boundaries and challenging the status quo. A visionary leader is able to inspire and motivate others with their bold ideas and contagious enthusiasm. They have a clear sense of purpose and a strong conviction in their vision, which drives them to take risks and pursue ambitious goals. A visionary leader has the power to ignite change and transform organizations in profound ways.

Major Differences between a Strategic Leader and a Visionary Leader

Strategic leaders and visionary leaders may both be effective leaders, but they have distinct differences in their approach and mindset. A strategic leader focuses on analyzing data, anticipating challenges, and developing effective strategies to achieve long-term goals. On the other hand, a visionary leader thinks outside the box, pushes boundaries, and inspires others with their bold ideas and enthusiasm. While strategic leaders excel at problem-solving and fostering collaboration, visionary leaders ignite change and drive organizations towards transformational goals. Understanding these major differences can help organizations identify which leadership style aligns best with their goals and culture.

How Strategic and Visionary Leadership Impact Organizational Success

Strategic and visionary leadership have a significant impact on the success of an organization. Strategic leaders bring a systematic and analytical approach, ensuring that the company is aligned with long-term goals and effectively navigating challenges. On the other hand, visionary leaders drive innovation and inspire others with their bold ideas, pushing the organization towards transformational goals. By combining these two leadership styles, organizations can achieve optimal results. Strategic leaders provide stability and direction, while visionary leaders infuse creativity and drive change. This dynamic combination fosters a culture of growth, adaptability, and ultimately, organizational success.

Embracing a Combination of Both Leadership Styles for Optimal Results

To achieve optimal results, organizations should embrace a combination of both strategic and visionary leadership styles. Strategic leaders provide stability and direction, ensuring the company stays aligned with long-term goals and effectively navigates challenges. On the other hand, visionary leaders infuse creativity and inspire others with their bold ideas, driving the organization towards transformational goals. By combining these two styles, organizations create a dynamic and adaptable culture that fosters growth and ultimately leads to organizational success. It’s about finding the right balance between strategic thinking and visionary innovation to achieve the best possible outcomes for the company.

To gain a profound grasp of leadership psychology, you cannot miss reading, “The Psychology of Leadership” by Savyman. The book delves into the psychological perspectives of effective leaders.


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A leader can’t always be a ‘Yes Sir’ man

A true leader is someone who possesses an unparalleled level of courage and decisiveness, as well as an unwavering dedication to the goals they set out to achieve. The qualities of a great leader extend far beyond being an excellent communicator, a creative problem solver, and an efficient decision-maker; they also include the ability to be a confident and assertive individual, unafraid to stand up for what they believe in, even if that means going against the grain or saying no to something.

One of the fundamental principles of leadership is that a leader must be able to take a stand when needed and act as the voice of reason in times of crisis or conflict. Being a ‘yes sir’ man would indicate a lack of initiative and an inability to take decisive action, which is not conducive to effective leadership. True leaders possess the necessary skills and confidence to voice their opinion and stand up for their beliefs, even when it means being the dissenting voice in the room.

Leadership is not about being popular, it’s about doing what is right. To truly be an effective leader, one must have the courage to make difficult decisions, the ability to motivate others towards a common goal, and the willingness to take risks. All of these qualities require the leader to sometimes say no or to challenge conventional wisdom. When a leader says yes to everything, they run the risk of becoming nothing more than a passive follower. Saying no, on the other hand, shows strength of character and demonstrates that a leader is willing to take responsibility for the outcome of their decisions.

Additionally, being a ‘yes sir’ man creates a culture where critical thinking is discouraged. Leaders need to encourage debate and discussion in their organizations, even if it means acknowledging weaknesses or faults. By welcoming different perspectives and opinions, leaders create an environment where innovation and creativity thrive, resulting in a more dynamic and productive workforce. Without the ability to say no and challenge the status quo, employees are discouraged from taking risks or proposing new ideas, leading to stagnation and ultimately, failure. In conclusion, a true leader cannot always be a ‘yes sir’ man. Leaders must be able to make tough decisions, even if that means standing up against popular opinion or risking unpopularity. A great leader encourages their employees to think critically and propose new ideas, welcoming debate and differing viewpoints. Only by doing this can they lead their team to success, pushing them towards excellence while instilling a culture of innovation, creativity, and independence. True leadership requires courage, conviction, and the ability to stand up for what is right, even when it’s not the most popular decision. So why wait? Click here to buy your copy today and unlock the key to becoming a true leader.


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Would you retain an executive having poor performance but excellent leadership skills?

When it comes to leading a team, it is essential to have strong leadership skills. These skills include effective communication, delegation, decision-making, and a clear understanding of the organization’s goals and vision. While some executives may possess these skills, they may not always have the best performance. Therefore, the question arises: would you retain an executive with poor performance but excellent leadership skills?

It’s important to note that poor performance can manifest in various ways, including a lack of productivity, missing deadlines, or failing to meet expectations. While these issues may cause concerns, it is vital to look beyond these surface-level problems and assess the overall impact that this executive has on the organization.

First and foremost, an executive with excellent leadership skills can significantly impact the team’s morale and overall productivity. Such a person can inspire their team to work towards the common goal, create a healthy working environment and foster creativity, innovation, and personal growth in employees. This motivation and drive that an executive brings into a team could significantly affect the company’s long-term growth and success. Such a person may create a healthy organizational culture that supports innovation, learning, and diversity, fostering an environment that enables team members to feel respected and empowered.

In contrast, losing a valuable executive due to their poor performance may negatively impact the team’s motivation, creating gaps that lead to productivity issues. It can lead to distrust, disunity, and poor teamwork among team members and negatively affect employee morale.

Furthermore, an executive with excellent leadership skills can often see things beyond what ordinary people do, and they can identify opportunities that others might miss. They may take bold and risky decisions that result in exponential returns to the organization in the long run. As such, such executives may help the company remain competitive and remain on top of the game, particularly in times of uncertainty and tough competition.

It’s essential to provide guidance and help the executive to correct their performance while emphasizing their leadership skills’ significance to the organization. Setting realistic and measurable goals and offering incentives may help in driving better performance. Regular feedback and reviews can identify and highlight areas that require attention.

In conclusion, retaining an executive with excellent leadership skills but poor performance can be a strategic move in building a cohesive and productive team and promoting the overall growth of the organization. As such, the benefits that come with their leadership may outweigh the risks associated with their poor performance, provided that corrective measures are taken to enhance their performance levels. Leaders who invest time and resources in developing these skills should always be held to high standards, with feedback offered, coaching and guidance provided to help achieve better results. In that case, the question should not be whether to retain an executive with excellent leadership skills but how best to retain and develop such leaders for optimal performance. So why wait? Click here to buy your copy today and unlock the key to becoming a true leader.


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Why do the majority of executives work in the shadow and only a few excel in leadership?

The corporate world is filled with executives who have spent years climbing up the ladder, gathering all the necessary skills and experience to propel themselves to the top of their field. However, despite all this preparation and effort, only a handful of executives excel in leadership positions. The rest are relegated to the shadows, supporting those at the top without ever being noticed or recognized.

So why is it that most executives work in the shadows, while only a select few are able to rise to the top? The answer is multifaceted and complex, but at its core, it comes down to a combination of skill, mindset, and opportunity.

Firstly, not every executive has the necessary skills to lead a company. Just because someone is successful in their current position, doesn’t mean they have what it takes to be a true leader. Leadership requires a different set of skills and mindset that not everyone possesses. For instance, leaders must be able to inspire and motivate others, communicate effectively, make difficult decisions, and navigate complex problems. If an executive doesn’t have these qualities, they may find it difficult to stand out as a leader among their peers.

Secondly, some executives may have the skills, but lack the mindset needed to take on leadership positions. For instance, some may be too risk-averse, while others may lack the confidence to take on big challenges. These individuals may be perfectly competent in their current roles, but they won’t have the necessary mindset to push themselves and their team to new heights.

Finally, there is also an element of luck and opportunity involved in becoming a leader. Sometimes, executives may be perfectly qualified and motivated to take on a leadership role, but the opportunity simply never presents itself. Perhaps there are no open positions at their company, or they haven’t been given the chance to prove themselves. Without these opportunities, even the most skilled and motivated executives may find themselves stuck in the shadows. Ultimately, the reasons why most executives work in the shadows are complex and multifaceted. Some simply don’t have the skills or mindset to excel as leaders, while others may be held back by a lack of opportunities. However, for those executives who do have what it takes, the path to leadership can be incredibly rewarding and fulfilling. It’s up to each individual to decide if they want to stay in the shadows or take the steps necessary to become a true leader in their field. So why wait? Click here to buy your copy today and unlock the key to becoming a true leader.


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A difference between a manager and a leader

A manager and a leader may often be perceived as one and the same, but there is a fundamental difference between the two roles. While a manager is focused on managing the daily operations of an organization, a leader is responsible for leading a team to achieve its goals and create positive change.

Managers are typically concerned with ensuring that their team members follow policies and procedures and meet their targets and deadlines. They are skilled in coordinating tasks, delegating responsibilities, and ensuring that everything runs smoothly. Managers are expected to be effective problem-solvers and to be knowledgeable about their field of work.

On the other hand, leaders are visionaries who inspire and motivate their team members to work towards a shared vision or goal. They have a deep understanding of the strengths and weaknesses of their team members and are able to align their individual goals with the goals of the organization. Leaders are often creative and innovative thinkers, who can think outside the box to find new solutions to old problems.

The most successful organizations have managers who are also leaders. Such individuals can manage daily operations effectively while simultaneously inspiring their team members to reach new heights of achievement. Managers who lack leadership skills may struggle to keep their team motivated, leading to a stagnant workplace culture.

There are several key differences between a manager and a leader. For example, a manager may follow strict rules and guidelines, whereas a leader is comfortable breaking the mold and thinking creatively. A manager is typically focused on the short-term success of the organization, while a leader is focused on the long-term vision.

Leaders often demonstrate a range of qualities, such as the ability to communicate effectively, the willingness to take calculated risks, and the courage to make tough decisions. These qualities are not always required for successful management, but they are crucial for effective leadership.

In addition to possessing different qualities and skills, managers and leaders also tend to approach their work in different ways. A manager may rely heavily on structure and established protocols, while a leader may take a more adaptive and flexible approach. For example, when faced with an unexpected challenge, a manager may seek to quickly resolve the issue using established protocols, while a leader may see this as an opportunity for growth and change.

It is important to remember that neither role is inherently better than the other. A skilled manager can ensure the day-to-day functioning of an organization, while a skilled leader can help create a dynamic and engaged workplace culture. The most successful organizations are those that have managers and leaders who are able to collaborate and work together to achieve their goals.

In conclusion, the difference between a manager and a leader lies in their approach, qualities, and skills. While managers focus on ensuring that daily operations run smoothly, leaders focus on inspiring and motivating their team members to reach new heights of achievement. Both roles are crucial for the success of an organization, and the most successful organizations have managers who are also leaders. By understanding the difference between these two roles, we can better appreciate the unique strengths that each can bring to an organization. So why wait? Click here to buy your copy today and unlock the key to becoming a true leader.


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From Top Performer to Top Leader: Bridging the Gap with Leadership

Leadership is an invaluable quality that can be cultivated and developed. It has the power to transform a person from a top performer to a top leader. But this transformation does not come easily; there is a gap between the two roles that must be bridged in order to become a successful leader. In this blog, we will explore how to bridge the gap between being a top performer and becoming a great leader. We will look at the key qualities that are needed in order to become an effective leader and how to develop these skills.

The Pitfalls of Promoting Based on Performance Alone

Promoting someone based solely on their performance can be a recipe for disaster. While being a top performer is impressive, it doesn’t automatically make someone a great leader. A manager needs more than just technical skills or success at work to effectively lead a team. Without proper training or development in managerial behavior, the best performer may struggle with delegation, communication, and decision-making. It’s important to consider leadership potential, not just performance, when making promotion decisions.

What Makes a Great Leader?

Great leaders possess more than just technical expertise or success at work. While being a top performer is admirable, it doesn’t automatically translate into effective leadership. What sets great leaders apart is their ability to exhibit strong managerial behavior. They excel in delegation, communication, and decision-making. To bridge the gap between being a best performer and becoming a great leader, one must focus on developing these crucial skills and traits.

Developing Leadership Skills as a Top Performer

Developing leadership skills as a top performer is crucial for bridging the gap between being a great individual contributor and a great leader. It requires a shift in focus from technical expertise to managerial behavior. This means learning how to effectively delegate tasks, communicate clearly and decisively, and make informed decisions. Taking the time to develop these skills will not only benefit your career growth but also help you inspire and lead your team to success.

Key Traits for Successful Leaders

Successful leaders possess key traits that set them apart from others. These traits go beyond technical skills or job performance. Great leaders exhibit strong managerial behavior, including effective communication, decision-making, and delegation. They also demonstrate qualities such as integrity, empathy, and the ability to inspire and motivate others. Developing these key traits is essential for bridging the gap between being a top performer and becoming a successful leader. By cultivating these qualities, you can lead your team to success and create a positive and productive work environment.

Building Strong Relationships with Your Team

Building strong relationships with your team is a crucial aspect of effective leadership. By fostering trust and open communication, you can create a positive work environment where everyone feels valued and motivated. Encouraging teamwork and collaboration, and actively listening to your team members, are important elements of good managerial behavior. Taking the time to understand their individual strengths and needs will help you build strong relationships and create a cohesive team that can achieve great things together.

Managing Change and Leading Through Adversity

Managing change and leading through adversity are critical skills for successful leaders. During times of change or crisis, leaders must be able to navigate challenges, adapt to new circumstances, and provide guidance and support to their team. This requires strong managerial behavior, including effective decision-making, clear communication, and the ability to inspire and motivate others. By mastering these skills, leaders can guide their team through adversity and help them emerge stronger on the other side.

Conclusion

In conclusion, bridging the gap between being a top performer and becoming a great leader requires a focus on developing key leadership skills and traits. It is not enough to excel at technical expertise or job performance alone. Effective leaders exhibit strong managerial behavior, including effective communication, decision-making, and delegation. Building strong relationships with your team and being able to navigate change and adversity are also essential. By cultivating these qualities, you can transition from being a top performer to a top leader who inspires and guides their team to success.

The Psychology of Leadership is an indispensable book for aspiring leaders and anyone seeking to improve their understanding of human behavior as a leader. Its valuable insights and practical advice make it a must-read for anyone interested in unlocking their leadership potential. So why wait? Click here to buy your copy today and unlock the key to becoming a true leader.


What is the difference between a born leader and a learned leader?

What do we mean when we say someone is a born leader? Does this mean that they are more naturally suited to lead than others, and if so, why? Are there specific personality traits that indicate whether someone could be a born leader? Is there some sort of genetic marker that makes people natural born leaders? Or are they just born lucky? By contrast, what do we mean when we say someone has become a leader through experience or learning? Does this mean that their leadership skills developed as the result of practical experience and education in leadership principles?

Where do born leaders come from?

A born leader is someone who has innate qualities that make them excellent at leading. Great born leaders have natural instincts for leadership, but that doesn’t mean it’s impossible to learn to be a great leader. For example, good leaders are able to see both sides of an argument or situation, making them good communicators, which can be trained over time.

Is it possible to build leadership skills?

Can leadership skills be built over time or do you have to be born with them? The answer is both. There are some personality traits that can be learned, such as effective communication techniques, but it’s also true that there are inherent qualities in some people that make them more likely to assume leadership roles. By understanding how leadership skills can both come naturally and be developed, we’re better able to spot great leaders—and figure out ways we might develop these skills ourselves.

Is there any combination of both in a manager or CEO?

Yes. You can learn how to be an effective leader, but you are either born with leadership qualities or you aren’t. Although both personality traits matter greatly when it comes to leadership, there are certain characteristics that some people naturally possess. Born leaders, for example, tend to: * Interact well with others * Enjoy taking on challenges * Have high energy levels And although these features may seem inherent, they can also be enhanced through training and experience.

Can leadership be taught?

There’s no doubt that leadership skills can be taught. When you look at successful leaders in any field, it’s easy to see that they’ve been trained to learn how to lead. Even if you have all of your own ideas, it takes practice and experience to become a strong leader. A lack of leadership skills isn’t something that needs to hold you back either; there are courses available for anyone who wants them—from classroom training to management books and self-guided e-learning programs. Don’t worry about not being born with it. You can learn anything you put your mind to—even leadership skills!

With right skills you can lead your team more effectively, click here to learn the psychology of leadership and become an effective leader.


How to Improve Your Leadership Skills

How to Improve Your Leadership Skills ​Do you think that great leaders are born, not made? Think again! Although it’s true that many of the skills of leadership come naturally to some people, anyone can improve their leadership skills with a little practice and effort. In this article, you’ll find out how to improve your leadership skills from the top down and from the bottom up so that you’re well on your way to becoming the leader you want to be—and making everyone around you better in the process.

Start with yourself

The first step to becoming a great leader is ensuring that you are a great leader of yourself. If you do not have any self-control, or if you let your emotions and anxiety get out of control, then you will be a terrible leader of others. Spend some time thinking about your personal characteristics and work on making yourself into a better person first. After all, if you don’t have anything nice to say about anyone, why would anyone want to follow your lead?

Analyze Yourself

If you want to become a better leader, it’s important that you first analyze your current leadership style. Think about some of your team members who work for you (or even teammates you’ve had on sports teams or in other organizations) and consider how well they followed your instructions. What could you have done differently? How can you improve? These are all questions worth asking as part of self-evaluation. You don’t need someone else’s input; as long as there is honesty with yourself, improvement will follow. Once you know where your weak spots are, start working on improving them—even if just by a little bit each day.

Maintain Balance Between Work and Leisure

Being a leader is more than just working hard; it’s also about setting an example for your team by being well-rounded and having interests outside of work. No one likes a micromanager, so take some time to read, relax, or pursue activities that you enjoy. You can even ask your employees for suggestions on how you can improve your leadership skills. Keep in mind that having balance doesn’t mean not working hard—it means making sure that work isn’t all there is to your life. If you spend too much time at work and don’t give yourself enough downtime, burnout is inevitable; but if you take care of yourself and establish healthy boundaries between leisure and labor, everyone will benefit.

Gain Professional Experience

Having professional experience is one of the best ways to improve your leadership skills. A recent study by The Center for Creative Leadership found that those with five years or less of management experience were three times more likely than their counterparts who had worked in management roles for more than 10 years to say they do not feel ready to lead (55% vs. 19%). Similarly, 70% of those surveyed said they would invest in developing leaders at lower levels if it meant retaining top talent; 59% said junior employees are better suited for growing into leadership roles. Combine these figures with research from Gallup showing that millennials have a higher interest rate in becoming CEO compared with other generations, and you can see why gaining professional experience as early as possible is crucial for anyone hoping to enter a leadership role.

Get Mentors

Whether you want to improve your leadership skills or even become a leader, it’s crucial that you surround yourself with people who can help shape and mold you into a better professional. Talk with friends, family members and coworkers about someone they admire and why. Then approach that person to see if they’re willing to be a mentor. The best part? Mentoring doesn’t have to be time-consuming: You can share 10 minutes every few weeks about what’s going on in your life and get feedback for whatever is concerning you at the moment. As long as you’re making time for mentorship, it should help not only with leadership skills but also with self-improvement in general!

Ask Questions

The first step in improving your leadership skills is asking questions. And not just any questions—thoughtful ones that prompt you to explore your true motivations, goals, and interests. When it comes to self-improvement, there’s nothing more important than understanding yourself, which means identifying what you want out of life. If you don’t know where you want to be in five years, now’s a good time to figure it out; if you have an idea but aren’t sure how to get there (or why), ask questions like: How would I know when I am successful? What are my strengths? What motivates me? Does leadership appeal or intimidate me?

Believe in Yourself and Others Will Follow

The business world today is competitive and demanding. Leaders are constantly being called upon to do more with less. To excel, you must become an inspirational leader who can motivate your employees by encouraging them, teaching them and believing in them. This doesn’t happen overnight; it takes time, effort and patience. The first step toward becoming a better leader is learning how to improve yourself first. Don’t be afraid of making mistakes—you won’t get better without trying new things and making mistakes along the way!

Click here to identify the principles of leadership and learn how they act & behave.