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Exceptional leaders convey a vision and, through their example, expand others’ view of what is possible – rather than what is not. They know their business, set high expectations across boundaries and borders, create a strong sense of community, and through effective team-building and mentoring – they get results.

Leaders demonstrate “how” to achieve results both in what they do, as well as in who they show themselves to be. It is no longer enough to have superior “technical” skills – people are looking for inspiration and accountability in their leaders. In terms of responsibilities, strong leaders emphasize the importance and priority of enhancing the skills and knowledge of the people in the organization, creating a common culture of expectations around the use of skills and knowledge, facilitating the ability of the organization to align in a productive way, and holding individuals accountable for their contributions to the collective results.

In addition, when great leaders act, they do so not only because their role demands it, but also because their own purpose, values, beliefs, and assumptions require it. Who they are, what they do, and how they do it is powerfully congruent and is leveraged for the good of the organization and the people within it. As a result, they are highly authentic, credible, and inspirational – which, in turn, motivates others to act genuinely and powerfully, as well.

Some people are born with a burning desire to succeed, some develop the desire to achieve greatness through life circumstance, and some people are okay with the status quo – they wake up every day and just let the world happen to them. The reality is that we need all types of people to function successfully, however in most successful global organizations there are a handful of extraordinary leaders who make all the difference – but there are also hundreds of ordinary leaders who are more concerned with meeting this years’ numbers than anything else. But what would happen if we could double that handful of “Extreme LeadersTM” in organizations?  Imagine the impact it would have on any business – not to mention partners and customers – if we could accurately identify those high potential leaders that are prepared to go above and beyond and develop them into Extreme LeadersTM that sustainably produce game-changing results.

Unfortunately, it is not as easy or idyllic as it sounds  – something is missing in leadership development methodologies that prevents us from consistently developing leaders that achieve truly remarkable results. With so many pressing issues and challenges facing global business today, can we really afford to continue to neglect developing exceptional leaders? They are essential not only to meeting goals and ensuring organizational success, but to developing organizations that consistently and sustainably drive the global economy in a positive and productive direction.

The rationale for a focus on leadership is highlighted in multiple studies that consistently demonstrate a positive correlation between leadership and organizational achievement.  On the other hand, studies also suggest that often executives do not successfully develop the skills necessary to provide effective leadership.  Is this due to a lack of engagement or desire to excel beyond what is expected? Do most successful leaders only know how to succeed within their limited framework, but are unable to go beyond what is expected to achieve truly exceptional results? Either way, these factors indicate a growing challenge in finding leaders who have that burning desire to push far beyond average… and into legacy. How can we effectively develop exceptional leaders that not only identify and meet the challenges of today and tomorrow head on – but triumph over them? Is it unrealistic to think that with the right approach we could successfully forge a remarkable future for global business by developing Extreme LeadersTM and leveraging the advanced capabilities to create stronger leaders, better organizations, superior products and services – that will, ultimately, lead to a better world? Maybe… but how?

We have a unique opportunity to step back and observe business and leadership – examining exactly what we need to incorporate to create exceptional leaders that will have the capability to consistently leverage critical concepts that will be central to the evolution of leadership and the development of Extreme Global LeadersTM.

As a high potential leader, what would change if your organization was not only willing, but enthusiastic, about ensuring you reach your maximum potential?

Please engage the discussion and let us know what  you believe needs to change in the way we develop leaders. Over the next few weeks, I will focus on the importance of the development of Extreme LeadersTM and the value of both traditional and non-traditional methodologies in developing maximum potential. Feel free to contact me at  Sheri.Mackey@LuminosityGlobal.com or by visiting our website at www.LuminosityGlobal.com. Check back next week for the next post on Leadership Across Boundaries and Borders.

2 Responses

  1. The first step requires the executive of companies to get serious about valuing people for who they are and what they achieve, not whose friend they are or what university they came from. Next they need to rid their companies of the jobs for the “boys” and start appraising new ideas and techniques from outside their industry and areas of expertise. Many excellent people and their ideas are squashed by the structures that are in place in many of our corporations. When others see what happens to these achievers and leaders they are fearful to speak out & the status quo remains.

    The workplace needs to change to encourage free speech from the ground up so that all ideas are considered. All individuals have value to the business regardless of rank. In order for leaders to be developed the fear of failure must be removed and turned into a learning opportunity for all.

    Freedom gives greater opportunity for growth. Companies need to be closer to the family / team model to achieve the best outcome, fear needs to be eliminated then personal development can & will happen and leaders will take their natural place as team builders. All previous results will be surpassed because the focus is switched from the self to the team and the common goal.

  2. The view on leadership being charismatic is a bit dated. It catches our attention because most of us have been tutored that way, seeing parents and teachers influence our lives. Fortunately, this is only one part of the story and the business of leadership is not as stressful as it appears. The complementary part is where the group is held tightly together through a common goal/vision and ethos/culture whether in football or on battlefield, to rise to its full potential.

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