Published by Scott Neilson on 25 May 2010

Quote on the “How” in Business Leadership.

I like this quote because it speaks to “how” you get things done as a leader, more so than “what” you get done.  To me, the “how” has a greater affect on your ability to sustain organizational performance than it does on achieving a short term result because it defines an approach which, if reflective of your style and attitude, is representative of how you will do things in the future.  It is therefore also reflective of the results you will continue to achieve.

The quote goes:

“Being successful as a leader does not mean having all the answers, it means getting them.”

This quote speaks to knowing the strengths of your team and being able to access their knowledge and expertise for the use and benefit of the entire organization.  By doing so you leverage your own strengths and abilities, and you exponentially increase the results your organization can achieve. 

This aspect of leadership requires having the right processes and mechanisms in place…something we discussed in the post on leadership as being a process rather than a set of skills http://www.scottneilson.com/?p=63

It also implies a strong degree of empowerment in your workforce which enables people to draw on their own creativity and motivations to excell in their work and bring all their skills and abilities to performing their daily taks.  This is a big subject and one which I really want to get into.  It has many sub-parts which must work together to be successful.  It combines aspects of several posts I have done recently, and will be a nice assimilation of the thoughts in each…showing how it all ties together.  That has to be a subject for another post.

Published by Scott Neilson on 28 Nov 2009

Quote by Mahatma Gandhi

” You must BE the change you wish to see in the world.”  Mahatma Gandhi

This is one of my favorites…though sometimes I struggle to live up to it!

As a leader though, it really does speak to the fact that we MUST “walk our own talk” if we expect others to support the changes we are trying to make in an organization.  That means that we must believe in ALL aspects of the change that we are trying to effect.  Seems obvious and simple enough.  However, at times I think leaders may be to quick to compromise away some of their core beliefs in order to get to an agreement.  They seem to do so almost unknowingly…perhaps not recognizing the danger that lies in front of them by doing so.  That danger is that at some point they will violate those norms because they do not TRULY believe in them.  When they violate them, they lose all credibility for the change they are trying to make.

In conclusion, when it comes to using participative processes (and I DO believe that participative processes lead to the best result) to design a culture, manage a change process, or move an organization forward, it is essential that your minimum requirements (as the leader) are met.

By BEing the change you wish to see in the world, you embody the essence of it…and you become a living example of the desired future you are trying to achieve.

Published by Scott Neilson on 05 Nov 2009

Leadership Quote:

This one brings with it a heavy message of responsibility…

“You never touch someone so lightly that you do not leave a trace.”    Unknown.

As leaders we have the opportunity to touch many people…to effect the lives of many.  It is a responsibility that must be taken seriously.  How we manage our own behavior…our own actions…often effect people in ways that we cannot even begin to imagine.  It is important that we not be careless in making those choices.

Published by Scott Neilson on 26 Oct 2009

Leadership Quote:

Cool quote I heard…

“Your constituents don’t care how much you know until they know how much you care.” – Unknown

That kind of speaks to developing your skills of listening to your constituents and acting on what you are hearing.

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