the five pillars of leadership: how to bridge the leadership gap paul j. meyer

We hope you find today’s class rewarding, inspirational & worthwhile

Founder of the personal development industry.

His organisation - Leadership Management International has engaged with over 2 million leaders world-wide spanning 67 countries.

“Leadership is becoming an investment that individuals and companies can no longer afford not to make.”

Paul J. Meyer

“Unfortunately, leadership suffers much the same fate as the concept of quality: you can’t define it, but you know it when you see it”.

Paul J. Meyer

“At its core, leadership is achieving specific, beneficial results through people”.

Anyone who has the will and the courage to step forward, accept change and begin helping others transform themselves.

(e.g. business, sports team , family etc.)

It is not a title or a position!!

“Winning companies win because they have good leaders who nurture the development of other leaders at all levels of the organisation.”Noel Tichy

Paul J. Meyer describes it as: in the growing rift between leaders and team members.

in increased dissatisfaction many team members and leaders feel in both their personal and work lives.

in your search for a deeper meaning and purpose as you struggle to meet daily challenges of moving your organisation ahead.

Every leader at every level has the potential to construct a bridge of personal and professional growth that will span the leadership gap

As a leader, you are the only one who can bravely and boldly grab hold of change and wring success out of it

The bridge’s foundations must be strong; otherwise they will be pulled down by the strong current of the river (referring to both internal and external forces).

But if you lack the desire or if your own spirit is weak, flawed, or faulty, you will find that the leadership bridge is always beyond your reach. You will never reach across!!

Integrity – builds trust A Servants Heart – commitment to the leader and organisation

Stewardship – team members develop to their full potential which foster loyalty

“Character is the key to leadership. Research at Harvard University indicates that 85% of a leader’s performance depends on personal character”.

Warren Bennis

At the organisational level, having a servant’s heart will enable leaders to coach, empower, and persuade others to follow.

The leader who is also the steward places empathis not just on the bottom-line but also on the invaluable, intangible assets of the organisation.

“If you are not thinking all the time about making every person more valuable, you don’t have a chance”.

Jack Welch

When they are, and securely grounded in the proper foundation of integrity, stewardship, and a servant’s heart, then you will be be able to take yourself and your organisation to heights that you never dreamed of before.

Where you stand now and want yourself and your organisation to go.

Written goals keep you and your team members on track, eliminating outside distractions and interruptions.

Without desire strong enough to produce action, you and your team will achieve little, no matter how worthy the goal nor how workable the plan you’ve devised.

Highly effective leaders, on the other hand, understand that the process of achievement relies on altering basic attitudes and habits of thinking.

The development of commitment and the acceptance of personal responsibility for results are the hallmarks of your refusal to be dissuaded, sidetracked, or steered off course.

Ironclad commitment is not the same as stubbornness.

“Concentrate on your strengths rather than your weaknesses”.

“If you always do what you always did; you’ll always get what you always got”.

“Productivity is never an accident. It is always the result of a commitment to excellent planning and focused effort”.

“Enthusiasm is the yeast that raises the dough”.

Good WagesJob Security

Interesting WorkPromotions

Tactful DiscipliningAppreciation

Feeling “in” on thingsManagement loyal to workers

Good working conditionsHelp on personal problems

Items Rated by Employees & Employers

Rating byEmployees(In Order ofImportance

Rating by Manageme

nt (In order of Importance

Rating by This Group

(In order of Importance

Good WagesJob Security

Interesting WorkPromotions

Tactiful DiscipliningAppreciation

Feeling “in” on thingsManagement loyal to

workersGood working conditions

Help on personal problems

Items Rated by Employees & Employers

Rating byEmployees(In Order ofImportance

Rating by Managem

ent In order of Importanc

e

Rating by This Group

(In order of Importance

Appreciation 1 8Feeling “in” on things 2 10

Help on personal problems 3 9Job Security 4 2Good Wages 5 1

Interesting Work 6 5Promotions 7 3

Management loyal to workers 8 6

Good working conditions 9 4Tactful Disciplining 10 7