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These days, where the corporate jungle metaphor has transformed

into a definite jungle on its own, leadership has become one

statement synonymous to corporate success. This book

recognizes the leadership qualities that are inherent to everyone.

Leadership is everywhere. But then, only a few are able to climb up

the ladder and become really great ones.

What are the qualities common to great and successful leaders like

Jack Welch, Abe Lincoln and even Babe Ruth? Ron Potter and

Wayne Hastings will show you that effective leadership is simply

rooted on the following time-tested principles: humility,

development, commitment, focus, compassion, integrity,

peacemaking and endurance. These principles, as you would

observe, are nothing but condensed versions of what is popularly

known from the Bible as The Beatitudes.

Humility is the most essential principle accentuated in this book.

The logic is basic- effective leadership is generally based on trust.

Trust that is effortlessly earned once a humble disposition radiates

within the organization. What then are the traits that make up a

humble leader? Accordingly, a humble leader should be teachable,

flexible and should have a receptive attitude towards change.

The Way of the Humble

Trust MeTrust MeDeveloping a Leadership Style People Will FollowDeveloping a Leadership Style People Will Follow

About the AuthorAbout the Author The Big IdeaThe Big Idea

1. Humility1. Humility

Key IdeasKey Ideas

Published by BusinessSummaries.com, Building 3005 Unit 258, 4440 NW 73rd Ave, Miami, Florida 33166© 2003 BusinessSummaries All rights reserved. No part of this summary may be reproduced or transmittedin any form or by any means, electronic, photocopying, or otherwise, without prior notice ofBusinessSummaries.com. Copyright © 1998 by Laurie Weiss, PhD.

Wayne Hastings

Ron Potter

has years of

experience in handling management

and leadership issues. He is vice

president for retail development and

merchandising for the Parable Group

and president and founder of The

Wayne Hastings Company, LLC. A

frequent public speaker, Wayne is the

author of three books, including

spent more than twenty

years in corporate leadership positions

before turning his talents and

experience to leadership development.

For over a decade, Ron has used his

experiences in executive management,

marketing and sales, project

management, and computing

technology--along with his developed

skills as facilitator,

Trusting Enough to Parent.

consultant,

coach, and mentor--to come

along side leaders in Fortune

100 companies and small

companies alike. Ron is the

founder of Team Leadership

Culture, LLC.

Wayne HastingsWayne Hastings

Ron PotterRon Potter

Author:Publisher:Date of Publication:ISBNNo. of Pages:

:253 pages

Wayne Hastings and Ron PotterWaterbrook Press

1-57856-754-8First Edition, 2004

The Pitfalls of Pride

Focus on What People Can Become

GrowthAchievement Path (GAP)

No GAP

Outside GAP

Undiscovered GAP

Known GAP

LETTING GO

Letting Go of BadAttitudes

Pride is the exact opposite of humility. It is every leader's enemy. It only makes one

resistant to change. Why? Because a proud leader only wants self-initiated change,

fears failure and is hesitant to come out of his comfort zone. Growth becomes

stagnant if such attitude is maintained. A leader who wishes to be effective should

quickly discard such traits.

An effective leader should learn how to set aside personal goals. He should aim his

target towards unleashing the best out of people. To achieve this, a leader should

recognize the uniqueness of each individual; know what he wants and set goals

towards the achievement of such; maintain a receptive attitude and know how to

listen; promote honest communication and reward it; learn to accept mistakes and

translate them in learning; pursue a commitment to develop others; and, provide a

venue for other's to sparkle.

Being able to identify the employee's Growth Achievement Path (GAP) will help

boost morale. This can be a good basis for rewards and recognitions. The four GAP

categories identified are:

- This group should be the first priority when making corporate cuts.

Motivation is almost inexistent in this group. They generally have no interest

for growth whatsoever.- In this group, the drive to perform well in their respective jobs

come from outside sources. Recognizing charitable works, for instance,

can be a major motivating factor for such employees.- This category poses greatest challenge to a leader.

The leader has yet to learn the group's GAP pattern. This requires a lot of

effort and patience before the pattern is revealed.- This pool is the best source for highly motivated and good

performing people. However, caution on pushing them to do their best

should be observed. This might make them feel trapped.

The moving thesis behind development is one's long-term commitment towards

growth and improvement. The key words being commitment, long-term and growth

suggest that certain amount of sacrifice is required if one wishes to attain

development. This is where the concept of letting go comes in.

Pride, judgmental attitude, uncontrolled will, stagnation, insensitivity, dishonesty,

divisiveness, and avoidance of suffering are the main deterrents towards the

implementation of the principles mentioned earlier. They contribute nothing but

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2. Development2. Development

Trust Me by Wayne Hastings and Ron PotterTrust Me by Wayne Hastings and Ron Potter

negativity within the organization causing the organization to lose its sense of

purpose, promote apathy and bring about unsolicited anxiety. These factors only rip

a team apart.

To err is human, as a popular cliché would go. Learn to recognize and accept failure.

Mistakes are not unique to you. The important thing is you realize your failure and

profit from it. Bear in mind that small mistakes are great learning opportunities. They,

more often than not, expose overlooked vulnerable areas that may cause severe

organizational damage in the future.

Sometimes, a leader has to keep prodding to turn potentials into realities.

Unleashing other people's greatness requires a leader to be an encourager, be

trustworthy, and an opportunist. These characteristics describe the process called

mentoring. As a mentor, the leader should act as the coach and guide until the

organization's goal is achieved.

The process of mentoring requires you to put yourself in your protégé's shoes.

Through this, you will be able to collaborate on setting up boundaries and

expectations. Your focus should be essentially on character development. Skills

development is secondary. The essence of this activity is for both of you to learn and

grow together through this experience.

Commitment comes hand in hand with determination to achieve something even

greater. It will point you to specific directions leading to the path of success. The

degree of commitment that one is willing to put into a goal is, however, highly

dependent on two factors - his personal values and his vision.

It is our personal values that define our behavior. It provides reasons why you do or

don't do certain things. Vision, on the other hand, gives you a perspective of what the

future can offer. It provides you with a sense of optimism that your goal is very

achievable.

These are some steps to consider if your aim is to achieve something great- clean up

your act, examine your values, elevate people to a higher purpose, seize the higher

ground, and recognize the cost to be entailed if you push through with the goal.

Letting Go Of a Bad Idea

MENTORING

Become a developer of dynamic change in others

The Process of Mentoring

Towards theAchievement of Something Greater

[ 3 ][ 3 ]

3. Commitment3. Commitment


Focus is one essential aspect in leadership that should be given special attention.

Without it, leaders cease to be effective. They tend to overlook those issues that are

relevant and important. They allow themselves to be overwhelmed by the urgency of

the situation. Thus, they fail to attack the heart of the issues they are faced with and

eventually lose the opportunity to address the problem itself.

There are two traits that can produce a highly focused leader when fused together.

These are passion and achievement. A passionately focused leader is driven

towards success by an intense desire to attain something one way or another.

Achievement-motivated leaders, on the other hand, are observed to have more

practical approaches towards work. They determine what is really essential and they

get it done.

The key requirements for building an achievement-oriented team are clear-cut

expectations, constant feedback, and well-defined incentives.

People will never hesitate to support a plan all the way as long as they see their

participation in it. Therefore, a well-articulated vision will succeed in soliciting

sufficient support and participation.

Leaders should gauge their team's capabilities at all times. Goals to be set should

retain the challenge but should be realistic and achievable at the same time.

Focus can only be maintained through constant feedback. It is important that leaders

give emphasis towards building a strong feedback structure.

An effective leader should maintain a certain level of care, concern and commitment

to make people's lives better. Compassion should be spontaneous and unmindful of

the possible consequences of such actions.

Sensitivity towards the needs, dreams, focus and abilities

of other people is an important factor in leadership. Attention should be

shifted from yourself unto others around you. Be selfless. This is the only

way towards building better relationships.A leader should learn how to convey his sincere care towards

Types of Focused Leaders

TheAchieving Team

Energizing the Team with Vision

Effective Team Goal Setting

Team Feedback

Qualities that Demonstrate CaringUnderstanding.

Concern.

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4. Focus4. Focus

5. Compassion5. Compassion


people around him. Positive response is easily obtained once people sense

sincerity in your actions.Action indeed speaks louder than words. As long as

communication coupled by healthy challenges and frequent confrontations

regarding important issues linger within the organization, people will

continuously feel that they are being cared for.

You-first leaders are those who put others over and above themselves. The following

are traits they possess: commitment to the growth of people, listening, awareness,

empathy, healing and persuasion over power.

Integrity and trust always go together. The challenge here lies on how you can

maintain your "wholeness" as a leader. Once you have shown to your people that you

are undeterred and undivided by whatever challenge that cross your path, trust

becomes a giveaway.

On a personal note, the pursuit of having your integrity intact would require you to

stay confident, display a positive attitude and build trust.

Fear, compromise, and hypocrisy are all enemies of integrity. Fear immobilizes and

causes one to lose his focus thus lose vision and hope towards the achievement of

his goal. Compromise and hypocrisy brings about the same effect of integrity

erosion. Once a leader fall for these traps, he brings down the whole organization

with him.

To be able to fuse the principle of integrity within his team, a leader must possess the

following qualities:Contrary to the popular notion, being vulnerable does not

only refer to being weak. In leadership, vulnerability translates into being

approachable, open-minded, and available.This refers to the leader's openness towards his team on

his visions, dreams, plans, and values. It can be risky for a leader to take his

walls down but it should be worth the risk if your aim is to inculcate integrity

with in your team.People are inherently attention

seekers. Once you make them feel important, you easily earn their trust.The environment is dynamic. It is only through

embracing change that you can continually compete and survive in this

jungle.

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Caring in Action.

The "you-first" leader

Alife of integrity

Barriers to integrity

Organizational integrity

Vulnerability.

Self-disclosure.

Prioritizing people development.

Learning to change.

[ 5 ][ 5 ]

6. Integrity6. Integrity


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Trusting others.

Finding a confidential listener.

WhatAre Peacemakers?

How does one build team dynamics?

Start with "two pillars"

Understand,Accept, and Communicate Change

Manage Conflict

Treat employees as Investors

Once a leader conveys to his team that he himself is

trusting, it will simply emanate throughout the whole organization.A leader needs a sounding board,

preferably an outsider to the organization, so that he can still maintain a

certain level of confidentially within the organization and be able to receive

constructive criticisms.

A peacemaker knows how to transform chaos into something creative and

productive. A leader who is a peacemaker maintains a level of calmness within his

organization in times of extreme pressure and stress and is able to maintain

composure during organizational conflicts. When a leader is able to process peace

within him, he can make sense out of every conflict and mess that he encounters. It

should be a leader's lifetime goal- to become an instrument in spreading the seeds of

peace.

Peacemakers possess the following attitude:They give emphasis and priority to other people's needs.They utilize opportunities for communication.They promote thinking within the organization.They appreciate and support the process of change.They understand the impact of longer-term perspective and sustainability.

Humility and endurance are the two main pillars that help a leader easily battle

negative elements like pride and despair. He will be able to push his team to succeed

even if he encounters failures along the way.

A leader should realize that he is living and breathing in a very dynamic, complex and

competitive environment. Decisions are oftentimes required for delivery in a quick

and rapid manner. Surviving in this environment is difficult but the burden becomes

bearable once the leader anticipates and learns to deal with constant organizational

changes.

There are five identified methods in dealing with conflicts. Briefly, they are: avoiding,

competing, accommodating, compromising and collaborating. The leader should

aim on guiding his team towards collaborating. This signals the end of the conflict

and enables the team to come up with solutions acceptable to all parties involved.

Leaders should stop referring to employees as company assets and start treating

[ 6 ][ 6 ]

7. Peacemaking7. Peacemaking


them like one of the investors. This helps uplift their morale. The greatest resource-

their energy-- is now free to be utilized. You are now able to realign again the

company's visions and goals with that of the employees.

Endurance is the other half of the two pillars discussed in this book. Unlike the other

principle -humility- that requires one to be giving and selfless, this principle demands

the leader to be gutsy and strong. An enduring person should inculcate the

fundamental qualities of courage and perseverance. These should be further

complemented by persistence and maturity. With all these qualities in hand, the

leader is sure to hurdle whatever adversities he encounters.

Doubts may come in varied forms. They can be personal doubts, doubts you develop

towards your team, doubts involving your organization, or doubts conveyed to you by

outsiders from the organization. Whatever form they take, it is important to try and

flush them out of your system. It only destroys your trust towards yourself and to your

team. It will kill your endurance.

Leaders should maintain a confrontational outlook towards problems in the

organization. Once he comes up with a solution, he should not delay its

implementation. He should not fear failure. It is only through this that he will be able

to address immediately situations that really need his attention.

A leader who has an enduring character will see that each adversity and

discouragement has a purpose. Their occurrence can be attributed to certain

reasons and these could be:To alert you that you need to deal with your pride;To turn your attention to issues that really matter;To show you that you need to make changes on your behavior; and lastly,To prepare you for more difficult situations in the future.

Leadership is about making adjustments. It is about putting what you want aside and

prioritizing other's needs first. It is about identifying your strengths and building them

up. It is about focusing your attention towards completing tasks and translating

No Guts, No Glory

Defeating Doubt

ArrestingAvoidance

Purpose ofAdversity and Discouragement

ALegacy of Trust

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8. Endurance8. Endurance

Parting ShotsParting Shots


visions into reality. It is about caring for people and committing oneself to growth and

development. It is about putting people's confidence onto yourself and telling them,

"Yes, you can TRUST ME".


[ 8 ][ 8 ]ABOUT BUSINESSSUMMARIES BusinessSummaries.com is a business book summaries service. Every week, it sends outto subscribers a 9- to 12-page summary of a best-selling business book chosen from among the hundreds of books printed outin the United States. For more information, please go to .http://www.bizsum.com

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