Myles Munroe on Leadership

The Leadership Spirit

To exercise leadership, you must believe that you are inherently a leader.

Leadership really comes down to two things: who you are and how you think. It is about discovering your identity as a born leader and then understanding the way true leaders think so that you can fulfil your inherent calling. If you don’t first establish your leadership nature, it will be very difficult to have the mind-set of leadership.

True leadership is first concerned with who you are, as opposed to what you do. Leadership action flows naturally from a personal leadership revelation. To exercise leadership, you must believe that you are inherently a leader. Again, to purse purpose as leaders do, you must think like a leader. To think like a leader, you must receive the thoughts of leadership. To receive the thoughts of leadership, you must have a personal encounter with your true self; a discovery of your nature, ability, and essence as a human being. Just as a product cannot know its true purpose or worth except in its relationship with its manufacturer, so it is with you and me.

Earlier, I made a distinction between the leadership spirit and the spirit of leadership. The leadership spirit is the inherent leadership capacity and potential that is the essential nature of human beings. The spirit of leadership, is the mind-set or attitudes that accompany a true leadership spirit and allow the dormant leadership potential to be fully manifested and maximized. Clearly understanding this difference is critical for discovering and living out your leadership capacity.

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Book Review – Leading Change

51lVDPDAJtL__AA160_Be open to what can be learned from change. Instead of resisting, always ask yourself this question. “What can this change teach me?” You always want to lead the change and not let the change lead you. In order to do that you need to understand the effects and the impact of the expected change and try to adapt to the change and work in concert with others, to implement the change effectively, if possible. That is, if the change makes sense and is not just change for change sake. You always want to be part of the solution and not the problem. So, try to keep a positive perspective and think outside the box. Can this change work? Is this doable? How can we make this happen?

In the book, Leading Change, the author John P. Kotter describes the eight stage process of creating major change. They are:

  1. Establishing a Sense of Urgency
    1. Helping others see the need for change and the importance of acting immediately
  2. Creating the Guiding Coalition
    1. Putting together a group with enough power to lead the change
    2. This group/team must have the right composition, a significant level of trust, and a shared objective.
  3. Developing a Change Vision
    1. Clarify how the future will be different from the past
    2. A vision must provide real guidance
    3. It must be focused, flexible and easy to communicate
    4. It must both inspire action and guide that action in foreseeable ways
  4. Communicating the Vision For Buy-In
    1. The vision should be simple, vivid, repeatable and invitational. In other words, it should invite two-way communication
    2. Actions speak louder than words, so lead by example and walk the talk
  5. Empowering People and Removing Barriers
    1. Remove as many barriers as possible and unleash people to do their best work
    2. Realign incentives and performance appraisals to reflect the change vision can have a profound effect on the ability to accomplish the change vision
  6. Generating Short-Term Wins
    1. Create some visible, unambiguous success as soon as possible
    2. These wins also serve to reward the change agents by providing positive feedback that boosts morale and motivation
  7. Don’t Let Up
    1. If you let up before the job is done, critical momentum can be lost and regression may soon follow
    2. The new behaviors and practices must be driven into the culture to ensure long-term success
  8. Make It Stick
    1. New practices must grow deep roots to remain planted in the organizational culture
    2. Be patient and consistent. Lasting change takes time to become ingrained.

~JWOW

Kicking “But” Along Your Journey

The difference between a dreamer and a doer isn’t luck, talent, skill or money. Unlike some dreamers who never get around to putting their dreams into action, doers make a promise to themselves to reach a goal and honor that commitment by taking determined action. So what keeps doers moving toward their dreams? Doers don’t allow “buts” to hold them back and control their lives – Thoughts such as, “But I don’t have enough time…” “But there’s not enough money…”, “But I’m not smart enough….” are not part of the doer’s dialog. People who make and keep promises to themselves believe that following through to completion is more important than any adversity that could potentially impede their success.

So what do you want to accomplish? Do you want to look for a better job? Quit smoking? Learn to skydive? Build a house? Your “buts” will hold you back if you let them. Instead, kick them out of the way by taking small steps toward your goal. Small successes will help you to gain courage, momentum and confidence. And soon you’ll notice that your “buts” will fade away.

~ jwow