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Whenever anyone starts talking about being a good leader we all start visualizing in our mind who we think of when we think of great leaders. We might even think of religious leaders like: Pope John Paul II, Billy Graham, or Mother Theresa of Calcutta.
You can easily see from all of these definitions the common thread in leadership is getting people to do something you want them to do. Enough with the discussion between leadership and management, it’s making my head hurt. Beyond these basic traits, leaders of today must also possess traits which will help them motivate others and lead them in new directions. In recent years, one of the most important contributions psychology has made to the field of business has been in determining the key traits of acknowledged leaders. The increasing rate of change in the business environment is a major factor in this new emphasis on leadership.
Raymond Cattell, a pioneer in the field of personality assessment, developed the Leadership Potential Equation (LPE) back in 1954. But today’s top talent, although expecting competitive compensation for their efforts, work for more than mere money – they work to make a difference.
Give me a company filled with purpose-aligned, culture-loving people, and I’ll win every time!
A great employee at The Home Depot would not necessarily be a great employee at Southwest Airlines.
We live just a few houses from the #1 green at Marcus Pointe golf club in Pensacola, FL, a wonderful 18-hole course surrounded by 500+ beautiful homes. After honing my putting skills for about an hour, here is what I learned about overcoming owverwhelmed. Just walking on the golf course, hitting a few putts, watching other golfers warm up on the driving range, and just standing outside in the awe of God’s green world, literally took away all my sense of overwhelm. I organized the rest of my week with only high-priority actions and not cramming everything into this week.
This definition speaks to not only identifying, but also developing potential candidates for filling key leadership roles within the organization. The most important difference is the focus on internal people within the organization who could move up the chain and take on greater and greater responsibilities. If you were hit by a bus, would your organization be able to survive without missing a beat? Does your position require a scarce or specialized skill for your organization to continue to function? There is much discussion today over the concept of raising the minimum wage in America to over $10.00 an hour.
For if he had NOT been generous by nature, his son would have NEVER CONSIDERED coming home! For me, the story of the prodigal son is far more than the drama of a wayward son’s return.
Imagine the potential power of generosity within your company, not just in salary and benefits, but in such things as paid time off for community service, company sponsored missions trips, child care support, flex time, chaplain services, and so many more. It is so easy to overcomplicate our lives – to add complexity when it is not needed, to make things more difficult than they are, to add unnecessary burden and bureaucracy. I am sure you’ve heard the saying, “The quickest way to kill an idea is to take it to a meeting!” Often in my business advising I am invited into meetings that are, to say the least, painful. The main reasons for poor meetings are inviting the wrong people, no clear objective, or an autocratic leader. That sounds easy enough, but in practice it takes a lot of effort to convince, notice I said convince not coerce, people to do what you want them to. Well, to some extent I can see what they mean, but in the long run, it will make a difference in the people who are working for you.
Leaders of the future must be able to envision the future and convince others that their vision is worth following.
Long hours and some travel are usually a prerequisite for leadership positions, especially as your company grows.
Rapid changes in the world today combined with information overload result in an inability to "know" everything. To be a good leader, personal power and recognition must be secondary to the development of your employees. Being able to "put yourself in the other person's shoes" is a key trait of leaders today. Personal traits play a major role in determining who will and who will not be comfortable leading others.
Circumstances and persistence are major components in the developmental process of any leader. Psychological assessments have been used to determine what characteristics are most commonly noted among successful leaders.

Whereas in the past, managers were expected to maintain the status quo in order to move ahead, new forces in the marketplace have made it necessary to expand this narrow focus.
This equation, which was based on a study of top military leaders, is still used today to determine the essential traits which characterize an effective leader.
We partner with the Applied Science Foundation for Homeland Security and the University of West Florida to train first responders in cutting-edge leadership methods developed by military and security leaders.
I knew I needed a break, to get away, and I could not think of a better place to go for an hour.
When I mentioned all this to my wife (yes, I still enjoy my home-based business for over 20 years), and mentioned I was going up to putt, she said, “Great idea!” More than likely, she did not want her grumpy, complaining husband around – would you? I could have easily walked back into my office and reignited all my anxiety, but I followed through with the plan. Failing to prepare not only wastes the time of your new hire, it also negatively impacts members of his team who are waiting for the new hire to get settled in and down to work.
When planning your onboarding process, be sure to consider engineering, IT, customer service, legal, R&D, marketing, sales, operations, and even administrative support in your meeting plans. In the past, orientation was predominately about filling in forms and getting lectured on corporate policies.
Many large companies such as Capital One and GE have a formal appraisal process in place to assess and evaluate new employees early on—as soon as three or six months on the job. This post is NOT an economic or political dissection of the good, bad, or ugly of this concept. On face value, it appears to have nothing at all to do with pay grade – until you dig deeper.
One of the two sons of a successful businessman demanded his share of his inheritance (Luke 15:12).
It is the story of a 2%er leader, a man whose generosity in business one day transformed the future of his own son!
It could be the key to your company’s transformation and one day, perhaps, even the transformation of your own kids. What other meeting truism have I missed?  Let’s build a fun list – join the conversation below.
So we want to be a better leader, so what can we do?  This question has been asked for hundreds of years and has received probably thousands of answers. Remaining alert and staying focused are two of the greatest obstacles you will have to face as a leader. In other words, maturity is based on recognizing that more can be accomplished by empowering others than can be by ruling others.
So if your goal is to become a leader, work on developing those areas of your personality that you feel are not "up to par." For instance, if you have all of the basic traits but do not consider yourself very much of a "people" person, try taking classes or reading books on empathy. This list of characteristics can be used for developmental purposes to help managers gain insight and develop their leadership skills, and for selection purposes. Overall, they must be well-adjusted and have the psychological maturity to deal with anything they are required to face. Overall, they are assertive in their thinking style as well as their attitude in dealing with others.
They usually have a very high standard of excellence and an inward desire to do one's best. Overall, they were very protective of their integrity and reputation and consequently tended to be socially aware and careful, abundant in foresight, and very careful when making decisions or determining specific actions. First Responder Training courses train first responders in any rank to become the leaders their departments need and their communities rely upon.
A great employee at Fairview Health Systems in Minneapolis, Minnesota would not necessarily be a great employee at Bayfront Health Systems in St.
Three hours of false starts and wasted time over how much I have to do, how little time I have to do it, how little resources I have available, and on and on and on. Before any newly appointed executive starts, take time to review the individual’s duties and responsibilities. While this information must be shared, technology offers more efficient ways to convey the data.
This preliminary performance review provides a newly appointed manager or executive with both positive feedback and guidance as to where improvements can be made.
His father GENEROUSLY paid his workers FAR AND ABOVE their minimum needs, enough to have much “food to spare” and give to others! He did not pay these men generously because he knew one day it would help his son to return home. So for a change of pace to help us…well…simplify, here are 20 more of my favorite quotes on the concept of “simple” – the last two are the most fascinating! With over 25 years advising teams on how to conduct better meetings, I thought today I’d simply coach-you-up on 7 meeting truths and how to minimize their damage.
Only invite the essential staff that have direct impact and influence – all others can be in the roll-out of the decision.

Check your ego and personal agendas at the door – focus on the goal and gently lead all personalities toward the goal. No one really DOES much work during most meetings – unless you’re the one having to take the minutes (a lost art). In fact, more and more leaders are learning the value of using their intuition and trusting their "gut" when making decisions. Leaders who have charisma are able to arouse strong emotions in their employees by defining a vision which unites and captivates them. On the other end, if relating to others has always come naturally to you, but you have trouble making logical decisions, try learning about tough-mindedness and how to develop more psychological resistance. They are generally secure and free from guilt and are usually unaffected by prior mistakes or failures. Determine what the person will need to know in terms of corporate goals, department objectives, policies and procedures, organizational norms, and team dynamics. As Ted Forbes asserts, “HR’s control of onboarding frequently results from management’s underestimating the importance of the process. For example, in their “Jump Start” program, Capital One provides new hires with an online portal containing basic orientation information before they begin their job. By providing early and frequent feedback, you can ensure new hires stay focused on the right priorities and prevent bad habits from developing. Your people would FAR prefer to have a short email with an attached list or a 90-second recorded call rather than be forced to spend 30 minutes in a meeting hearing routine stuff. Most people who are born with normal physical and mental abilities can become good, or at least better leaders, if they want to, and put their mind and efforts into developing their abilities. What I have found out in all this time and effort is there is no one single best answer to this question.
Using this vision, leaders motivate employees to reach toward a future goal by tying the goal to substantial personal rewards and values. Not only do they foresee paradigm changes in society, but they also have a strong sense of ethics and morality, but also work hard to build integrity in their organizations.
And most importantly, make sure short and long-term responsibilities and expectations are clearly defined. It’s just not viewed as a business lever, which is why onboarding might become little more than a checklist exercise to meet those basic HR requirements.” If approached from such a perspective, onboarding is going to be a missed opportunity for everyone involved.
Set specific objectives and development milestones for the first month, three months, six months, and year.
According to Ted Forbes, “Capital One designed a series of e-learning modules that new hires can access on a website…this site provides information on culture, values and business lines, and it includes PDF versions of essential forms to download in advance of the on-site onboarding class.” Technology-aided preparation such as this allows for direct knowledge sharing between manager and candidate to happen as soon as the candidate arrives on the job. Ideally, the new hire appraisal process should encourage two-way dialog, so your organization can take advantage of the new hire’s fresh perspectives and suggestions for improvement. By doing it this way, you stand to lose a lot of good people, including some really good people who someday may be exactly who you want to put in a leadership position, but you will never know, or have the opportunity, because you forced them out of your organization. This is because each of us is different, and we bring to the table many different experiences, skills, and capabilities.
As an added bonus, the new hire feels much more prepared and familiar with the company’s policies on day one. Even the youngest of successful leaders went through a learning process to become a great leader.
What I’m going to do is give you many of the most widely accepted and agreed upon skills and traits which were processed by many of the successful leaders I started this presentation with, and many others throughout history. Offer examples of the successes other executives in your organization have achieved…and perhaps how they were rewarded.
There are better ways to get people to do what you need them to do short of this rather final tact. Some people may make more leadership mistakes then others, but believe it or not, even these great people weren’t always good leaders either. By providing specific performance expectations and setting realistic goals, you dramatically reduce the changes for misunderstanding down the road.
They had to learn to be good leaders and many of them did it the hard way, by trial and error. I have never come across a single leader who processed every one of these, so I guess it means there is hope for all of us. While it is a very good school, there is an easier road to good leadership, especially since we can learn from their mistakes and hopefully not repeat them.

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