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Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results
Is your leadership a competitive advantage, or is it costing you? How do you know? Are you developing your leadership effectiveness at the pace of change?
For most leaders today, complexity is outpacing their personal and collective development. Most leaders are in over their heads, whether they know it or not. The most successful organizations over time are the best led. While this has always been true, today escalating global complexity puts leadership effectiveness at a premium. Mastering Leadership involves developing the effectiveness of leaders—individually and collectively—and turning that leadership into a competitive advantage. This comprehensive roadmap for optimal leadership features:
Breakthrough research that connects increased leadership effectiveness with enhanced business performance The first fully integrated Universal Model of Leadership—one that integrates the best theory and research in the fields of Leadership and Organizational Development over the last half century A free, online self-assessment of your leadership, using the Leadership Circle Profile, visibly outlining how you are currently leading and how to develop even greater effectiveness The five stages in the evolution of leadership—Egocentric, Reactive, Creative, Integral, and Unitive—along with the organizational structures and cultures that develop at each of these stages Six leadership practices for evolving your leadership capability at a faster pace A map of your optimal path to greater leadership effectiveness Case stories that facilitate pragmatic application of this Leadership Development System to your particular situationThis timeless, authoritative text provides a systemic approach for developing your senior leaders and the leadership system of your organization. It does not recommend quick fixes, but argues that real development requires a strategic, long-term, and integrated approach in order to forge more effective leaders and enhanced business performance. Mastering Leadership offers a developmental pathway to bring forth the highest and best use of yourself, your life, and your leadership. By more meaningfully deploying all of who you are every day, individually and collectively, you will achieve a leadership legacy consistent with your highest aspirations.
327 pages, Kindle Edition
First published November 23, 2015
262 people are currently reading
1310 people want to read
About the author
Bob Anderson
2 books17 followersRobert J. Anderson is the Founder and Chairman of The Leadership Circle and the Full Circle Group. Over the past 35 years, Bob has dedicated his career to exploring the intersections between leadership and mastery, competence and consciousness, spirituality and business.
Bob is the creator of The Leadership Circle Profile, an integrated and innovative leadership assessment tool. A culmination of years of research, The Leadership Circle Profile and its associated assessment tools are used by thousands of organizations around the world. The Leadership Circle and Full Circle Group earned first place in the Large Leadership Partner and Provider category of the HR.com 2015 Leadership 500 Excellence Awards. Bob is a true pioneer in the field of leadership development and research.
Throughout his career, Bob has worked with CEOs and leadership teams to help them improve their leadership effectiveness. He has also partnered with independent consultants and coaches around the world to help them master the skills of coaching and developing executives to achieve greater personal and organizational effectiveness. He now spends the majority of his time creating thought leadership works for consultants and practitioners to use with the mission of impacting global leadership through those dedicated to the craft. Bob's practical wisdom, humility, creativity, humor, and expertise provide a rare and transformative experience for the leaders, coaches, and consultants with whom he works.
Bob holds a Bachelor's Degree in Economics from John Carroll University and a Master's Degree in Organizational Development from Bowling Green State University. He serves as adjunct faculty for the Executive Education Center at the University of Notre Dame Mendoza College of Business. There he assists diverse groups of leaders in navigating their own leadership transformations. In 2005, Bob received the Partner in Innovation faculty award. In 2015, Bob co-authored Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results (Wiley) with William A. Adams.
Bob and Kim, his wife of 32 years, make their home near Toledo, Ohio. The two enjoy traveling the globe for both work and play with their three adult children.
Bob is the creator of The Leadership Circle Profile, an integrated and innovative leadership assessment tool. A culmination of years of research, The Leadership Circle Profile and its associated assessment tools are used by thousands of organizations around the world. The Leadership Circle and Full Circle Group earned first place in the Large Leadership Partner and Provider category of the HR.com 2015 Leadership 500 Excellence Awards. Bob is a true pioneer in the field of leadership development and research.
Throughout his career, Bob has worked with CEOs and leadership teams to help them improve their leadership effectiveness. He has also partnered with independent consultants and coaches around the world to help them master the skills of coaching and developing executives to achieve greater personal and organizational effectiveness. He now spends the majority of his time creating thought leadership works for consultants and practitioners to use with the mission of impacting global leadership through those dedicated to the craft. Bob's practical wisdom, humility, creativity, humor, and expertise provide a rare and transformative experience for the leaders, coaches, and consultants with whom he works.
Bob holds a Bachelor's Degree in Economics from John Carroll University and a Master's Degree in Organizational Development from Bowling Green State University. He serves as adjunct faculty for the Executive Education Center at the University of Notre Dame Mendoza College of Business. There he assists diverse groups of leaders in navigating their own leadership transformations. In 2005, Bob received the Partner in Innovation faculty award. In 2015, Bob co-authored Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results (Wiley) with William A. Adams.
Bob and Kim, his wife of 32 years, make their home near Toledo, Ohio. The two enjoy traveling the globe for both work and play with their three adult children.
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Displaying 1 - 30 of 39 reviews
March 11, 2017
As with most of books of this type, the authors are selling a product, and they claim that theirs is better than the others - they used the word "breakthrough" more than few times along with "groundbreaking". That always trips my radar. But, they do cite many other leadership authors, but usually with a caveat that the author/theorist was missing something (that they figured out).
I'm in a yearlong management seminar program and we are assigned executive summaries of various books. If possible, I like to try to read the source text before the class. In this case, the text is quite large and the editor distills it to 8 pages. They didn't do too bad a job, but pretty much all of the theory and supporting case studies had to be omitted.
There are obviously good points to be taken from this (or most other leadership books), but I don't agree yet with Anderson and Adams on their framing of leadership development. I doubt I will as some runs counter to logic, particularly the end point that invokes mystical mumbo-jumbo, so it gets tossed as a non-end point. (It's called "Unity" and is about "oneness" and how the best leader has nothing of him/herself left because he/she is no longer an individual. I won't even dignify that with a response. Twaddle. Okay, a little dignifying there.)
I was quite surprised to see them give redundancy a completely new definition. They didn't know they were, because they said they were borrowing it from engineering: "Redundancy results when one tension resolution in the structure depends on a second tension resolution in the structure and vice versa." Uh...redundancy means duplicate systems to minimize single points of failure.
In one of their cute chapter ending prompt questions, they asked "How long has it been since your world was rocked to its core by something you learned?" Truly inquisitive people aren't rocked much, if at all...that that is even a question makes me wonder who the target audience is.
I'm in a yearlong management seminar program and we are assigned executive summaries of various books. If possible, I like to try to read the source text before the class. In this case, the text is quite large and the editor distills it to 8 pages. They didn't do too bad a job, but pretty much all of the theory and supporting case studies had to be omitted.
There are obviously good points to be taken from this (or most other leadership books), but I don't agree yet with Anderson and Adams on their framing of leadership development. I doubt I will as some runs counter to logic, particularly the end point that invokes mystical mumbo-jumbo, so it gets tossed as a non-end point. (It's called "Unity" and is about "oneness" and how the best leader has nothing of him/herself left because he/she is no longer an individual. I won't even dignify that with a response. Twaddle. Okay, a little dignifying there.)
I was quite surprised to see them give redundancy a completely new definition. They didn't know they were, because they said they were borrowing it from engineering: "Redundancy results when one tension resolution in the structure depends on a second tension resolution in the structure and vice versa." Uh...redundancy means duplicate systems to minimize single points of failure.
In one of their cute chapter ending prompt questions, they asked "How long has it been since your world was rocked to its core by something you learned?" Truly inquisitive people aren't rocked much, if at all...that that is even a question makes me wonder who the target audience is.
December 5, 2015
THREE REASONS TO LIKE THIS BOOK:
1) Mastering Leadership builds on a solid and valid foundation of human development theory, which I learned in graduate school many years ago, use regularly in my work, but never thought to apply specifically to the area of leadership development.
2) The authors acknowledge and use an understanding of what they call the Inner Game (Inner Operating System) and the Outer Game (complex combination of values, beliefs, experiences, assumptions, and so on).
3) The authors use the core concept of Identity in this fairly complex, but clearly explained model which incorporates both Creative and Reactive styles of leadership behavior, while also including the familiar dichotomy of Task orientation versus Relationship orientation.
The ideal leader is proficient at both Task and Relationship, while increasing their creative behaviors and reducing their reactive behaviors. The ideal leader seeks and achieves growth through five leadership stages (Egocentric, Reactive, Creative, Integral, and Unitive).
Without going into detail here, this book is not just about becoming a more effective leader, but becoming a more effective force in our world.
COOL TOOLS:
The Leadership Circle: A graphic representation of Creative and Reactive styles, along with Task and Relationship.
The Leadership Circle Profile: This tool gives us a visual assessment of our Creative and our Reactive behaviors, along with how we "tilt" toward Task or Relationship.
Using these two tools, our future goals are more easily identified as we plan to increase Creative, reduce Reactive, and balance Task and Relationship.
The book covers a fairly complex and deep theoretical model, but does so articulately and with plenty of examples from real life. It is wonky enough to satisfy the statistical nerds among us, but available enough for those who just want to learn and grow. When you finish digesting the various charts, graphs, and images, you move into deep reflection about yourself and the role of leadership in your life.
Many familiar names and terms pop up in both the text and the index, which is one of the things I look for in a book that purports to be useful to me. Filled with solid research-based knowledge, it covers a broader scope than most other leadership development books I have read.
Mastering Leadership is not "easy" reading, but it IS very engaging reading for anyone serious about expanding their knowledge of how we can help ourselves and others. It does not offer simple solutions or reheated and empty slogans, but a model and a tool to help us become much more intentional about developing our leadership abilities effectively.
BOTTOM LINE: Mastering Leadership goes on my Fingertip Shelf, where I keep those few titles I truly want to remember, learn, and use into my future. I imagine many others will want to take similar advantage of the book as well.
1) Mastering Leadership builds on a solid and valid foundation of human development theory, which I learned in graduate school many years ago, use regularly in my work, but never thought to apply specifically to the area of leadership development.
2) The authors acknowledge and use an understanding of what they call the Inner Game (Inner Operating System) and the Outer Game (complex combination of values, beliefs, experiences, assumptions, and so on).
3) The authors use the core concept of Identity in this fairly complex, but clearly explained model which incorporates both Creative and Reactive styles of leadership behavior, while also including the familiar dichotomy of Task orientation versus Relationship orientation.
The ideal leader is proficient at both Task and Relationship, while increasing their creative behaviors and reducing their reactive behaviors. The ideal leader seeks and achieves growth through five leadership stages (Egocentric, Reactive, Creative, Integral, and Unitive).
Without going into detail here, this book is not just about becoming a more effective leader, but becoming a more effective force in our world.
COOL TOOLS:
The Leadership Circle: A graphic representation of Creative and Reactive styles, along with Task and Relationship.
The Leadership Circle Profile: This tool gives us a visual assessment of our Creative and our Reactive behaviors, along with how we "tilt" toward Task or Relationship.
Using these two tools, our future goals are more easily identified as we plan to increase Creative, reduce Reactive, and balance Task and Relationship.
The book covers a fairly complex and deep theoretical model, but does so articulately and with plenty of examples from real life. It is wonky enough to satisfy the statistical nerds among us, but available enough for those who just want to learn and grow. When you finish digesting the various charts, graphs, and images, you move into deep reflection about yourself and the role of leadership in your life.
Many familiar names and terms pop up in both the text and the index, which is one of the things I look for in a book that purports to be useful to me. Filled with solid research-based knowledge, it covers a broader scope than most other leadership development books I have read.
Mastering Leadership is not "easy" reading, but it IS very engaging reading for anyone serious about expanding their knowledge of how we can help ourselves and others. It does not offer simple solutions or reheated and empty slogans, but a model and a tool to help us become much more intentional about developing our leadership abilities effectively.
BOTTOM LINE: Mastering Leadership goes on my Fingertip Shelf, where I keep those few titles I truly want to remember, learn, and use into my future. I imagine many others will want to take similar advantage of the book as well.
June 15, 2021
the most valuable part of this book for me was a description of the next level of consciousness. During reading, you feel the taste of it.
If you had no idea about the post-conventional way of thinking this book gives a good description. But I would like to advise read it in pair with "Immunity to change" by Lisa Laskow Lahey and Robert Kegan.
If you had no idea about the post-conventional way of thinking this book gives a good description. But I would like to advise read it in pair with "Immunity to change" by Lisa Laskow Lahey and Robert Kegan.
November 13, 2019
This book is about much more than leadership. It is about life, ego, consciousness and the dynamics that rule organizations and society. This is definitely one of the most useful and insightful books I’ve read. It’s given me a lot to think about, and I think I will keep it close as a tool to help me develop my stage of consciousness. I highly recommend this book to anyone who is seeking to understand better how people’s minds operate, and to anyone seeking to improve themselves, regardless the context you come from.
July 18, 2017
Slow start but great end
The first 6-7 chapters could be condensed and less about selling his model. The last few chapters were most powerful and useful. I still had some very powerful takeaways so I am glad I stuck with it.
The first 6-7 chapters could be condensed and less about selling his model. The last few chapters were most powerful and useful. I still had some very powerful takeaways so I am glad I stuck with it.
August 15, 2020
Finally finished this one. As I was reading it as preparation for a training, and the training was pushed forward in time, it took a while. Some good insights but a bit too much repitition equals a solid three star rating.
December 3, 2020
There are 3 leadership personality types: heart (which focuses on relationships), will (which focuses on being involved and detailing the steps how to get to the end goal) and head (which focuses on analysis and detaching one's self to look at the big picture). Each of these types have their weaknesses ("shadows"). Heart types might bring complacency and find it difficult to make decisions; Will types might be too controlling and demanding to reach a goal; Head types might be too protective and not allow others to make mistakes. To leverage the gifts and avoid the shadows, a leader must move from a reactive (play to not lose) stance to a creative one (play to win). To achieve this transformation, some practices are necessary. For example, having a clear vision of what you really want to do (if there were no boundaries) and understanding your own shadows that prevent you from achieving that vision are two of the important ones.
The 1 star deduction is a result of this book only giving a few real world examples and for focusing too much at a conceptual level. Nonetheless, it is still above average due to the value it will bring for those who have their own experiences to pull from (including negative experiences where they were a "bad" leader).
The 1 star deduction is a result of this book only giving a few real world examples and for focusing too much at a conceptual level. Nonetheless, it is still above average due to the value it will bring for those who have their own experiences to pull from (including negative experiences where they were a "bad" leader).
December 26, 2020
This book has some good info but it’s buried beneath pages and pages of superfluous storytelling and diagrams. The information is NOT presented in a strait forward manner. Once you boil the information down to the nuts and bolts it makes a lot of sense (dare I say common sense), but the authors never proceed to shed light on how one might put into practice methods of improving their core competencies and becoming a more effective leader. The Christian references were annoying, as were the attempts to redefine terms like “redundant” and “passive.”
I wanted to give this book one star but realized much of the information (once you get past the car salesman pitch) is incredibly useful, just not to anyone who has already done a great deal of self-exploration and already has a heightened self awareness.
I wanted to give this book one star but realized much of the information (once you get past the car salesman pitch) is incredibly useful, just not to anyone who has already done a great deal of self-exploration and already has a heightened self awareness.
May 8, 2023
This is assigned reading for my coaching training program, especially the reactive-to-creative leadership framework. I found lots of connections and references to other authors I've read work -- Peter Block for consulting, Kegan and Lahey for developmental psychology, and Senge for systems thinking. While their "Universal Leadership Model" felt like a somewhat presumptive name, the content was strong. The inner-game / outer-game framework is becoming the most powerful for how I think about my own therapy experience and the coaching practice I'm doing with other leaders.
On quote I’ll definitely remember: “We tend to spend most of our time on changing the system, and relatively little on the profound personal change required of us.”
On quote I’ll definitely remember: “We tend to spend most of our time on changing the system, and relatively little on the profound personal change required of us.”
April 29, 2018
I have been reading this book for a leadership class and have enjoyed it a lot. At it's heart, the book is a universal model of leadership based on stages of development of the ego. It's really enjoyable to read -- and even more useful if you take the online test, and even more useful if you have colleagues and coworkers who can also evaluate you.
The book draws on many influences -- lots of metaphysical stuff at the end -- and is very well organized with some good portraits of individual leaders (who were clients of the authors) and their journeys. I enjoyed the book so much that I have 15 pages of notes.
The book draws on many influences -- lots of metaphysical stuff at the end -- and is very well organized with some good portraits of individual leaders (who were clients of the authors) and their journeys. I enjoyed the book so much that I have 15 pages of notes.
July 12, 2018
This book sets out to define leadership and the qualities that correlate with good leadership. It does not really offer pragmatic advice on how one can improve their leadership, but that’s not the point of the book. Implicitly it suggests that it is not a reasonable expectation to learn that from a book. I liked the focus on adult development and academic background, which added credibility to this book above other books in this genre that are mostly fluff. However, I also thought the book could have been much more concise as there is a lot of repetition and “selling” of the ideas that I found unnecessary.
September 3, 2024
The book I wish I had studied through coursework.
This book has a phenomenal framework on leadership that is the most comprehensive and enriching I’ve seen. This book should be part of coursework in every mba. The framework theories that one cannot develop into a leader on skill based competency alone, but then expands on the other characteristics needed and the impact of under or over indexing on these. The big takeaway is that transformation is needed inside as much outside of the individual and teams. It’s interspersed with case studies of actual journeys people traversed to reach their actualised selves. Very insightful and probably needs to be read a dozen or more times to grasp fully.
This book has a phenomenal framework on leadership that is the most comprehensive and enriching I’ve seen. This book should be part of coursework in every mba. The framework theories that one cannot develop into a leader on skill based competency alone, but then expands on the other characteristics needed and the impact of under or over indexing on these. The big takeaway is that transformation is needed inside as much outside of the individual and teams. It’s interspersed with case studies of actual journeys people traversed to reach their actualised selves. Very insightful and probably needs to be read a dozen or more times to grasp fully.
October 19, 2020
Master being a human being
This book is not about mastering being a manager or a leader in a business but it is so much more than that. It’s about evolving as a human being. A human being that gets rid of his/her ego and see us all as one. One of the best books I’ve ever read!! The book is factual and evidence based, built on many different types of research you might have heard of or studied in the past. Also, if you are spiritual, regardless of your religious affiliations if any, you will find this book incredibly inspiring.
This book is not about mastering being a manager or a leader in a business but it is so much more than that. It’s about evolving as a human being. A human being that gets rid of his/her ego and see us all as one. One of the best books I’ve ever read!! The book is factual and evidence based, built on many different types of research you might have heard of or studied in the past. Also, if you are spiritual, regardless of your religious affiliations if any, you will find this book incredibly inspiring.
June 5, 2021
An excellent, evidence-based account of what it takes to achieve good leadership and to develop your level of leadership. It dovetails with much of the excellent work done by others on personal, mindset and cognitive development. Having read much on leadership I have not come across a similar body of work. One book on leadership that should be on the bookshelves of anyone dedicated to developing their leadership effectiveness. (The only challenge for readers is that they may need to read some of the related background work in order to appreciate the full value of this book.)
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January 30, 2020They started by boasting how this theory is the one and only of its kind and how it is the first time ever someone has been able to form this type of an approach. A typical, even exaggerated selling speech which I found very annoying. I gave up after 25% book as there had been no real content until then, just attempts to prove how tremendous and extraordinary results you could end up having with this book...
April 13, 2023
Whoooo this book was DENSE. But as a textbook, it was incredibly practical. I listened to the audio and often stopped to put a bookmark because the material was spot-on to my leadership experience. In fact, I'm pretty sure I'll end up including this in my leadership development programs in the future.
The last chapter is pretty New Age, and I could've done without all that "we are all one with the universe" stuff.
The last chapter is pretty New Age, and I could've done without all that "we are all one with the universe" stuff.
June 21, 2020
Probably one of the most important books on leadership for the 21st century. I like how the authors have distilled centuries of leadership and adult learning researcher. Leadership = learning. I also like the model they present: The Leadership Circle. Recommended for anyone who wants to elevate their leadership.
August 13, 2021
This book has some very good points and the assessment is also very helpful. However, much of the book seems to be for the intent of proving that their assessment is scientific and proven to be effective. I recommend that you take the assessment with the guide and skip the long overly detailed book.
August 17, 2024
I enjoyed this book - and I'm grateful to see some that it validated some of the things I've been trying with my team at work. I kept thinking that the title says "leadership" and the heart of the book seems to be about organizational effectiveness, so I have to wonder to what extent organizational effectiveness is truly about leadership.
March 14, 2019
If you are looking for a leadership development approach for your organization, this books lays out a fairly comprehensive model. I took away a number of key insights that I will be using in my own development as mindful leader and in my practice in developing other leaders. Great book.
July 21, 2019
I admire the ambition of the book to promote us all becoming a force of good in our world. A 3 or 4 - its hard to decide. If you are using the book as an explaination for the assessment then a 4 but if only for background for an evaluation then it tends to go on at times and a 3.
March 22, 2024
Just the authors selling their program page after page. Filled with their own invented jargon to keep their material proprietary while losing any real hope of helping real leaders in the real world. Will not be rereading this one.
August 20, 2017
Important insights in people's reactive limiting and creative enabling drivers
January 30, 2021
Love the concepts, poorly written
September 14, 2021
Presents a really good model of Leadership development
August 4, 2024
Kognitiv terapi og livets formål var ikke det jeg forventet å lese om i denne boken. Men det var kanskje det mest spennende her. Psokologi og ledelse blir mer og mer sammenflettet
May 26, 2025
This may be one of the best and most comprehensive pictures of how to grow in leadership that I’ve ever read… Especially as it incorporates multiple other very helpful models. Recommended!
May 31, 2025
Super evidence based and interesting
May 13, 2016
When we ask people to identify the extraordinary leaders they have worked for or with, most cannot identify more than one or two, suggesting we hold leaders, and are held as leaders to very high standards.
Given these violated expectations, we might wonder why anyone would want this job. Leaders carry enormous responsibility and operate in a world of increasing change, complexity, and connectivity. They are asked to work with more transparency and disclosure as they endure greater scrutiny. Despite these challenges, many leaders love their jobs and see what they do as a calling. They relish the chance to influence people, create positive results, and change things.
From our research and field experience, we have identified four universal
promises of leadership: 1) Set the right direction and create meaningful
work; 2) Engage all stakeholders and hold them accountable for performance;
3) Ensure that processes and systems facilitate focus and execution;
and 4) Lead effectively—maintain relationships of trust to achieve
and sustain desired results
When we work, we invest our life’s blood (time, talent, and energy)
into an organization. Therefore, we want to readily identify the meaning
of the work we do, see rewards beyond money, and contribute to the
organization’s higher purpose. Leaders set the context and create the conditions
in which individuals and organizations thrive.
Results without process can't be replicated and process without results is worthless
Leadership effectiveness is a primary contributor to business performance
Leaders spend most of their days in conversation—meetings, phone calls, emails, and strategic communications. How you show up in these conversations determines your level of effectiveness. How we show up together in these conversations drives our collective effectiveness. The quality of our collective conversation largely determines our collective leadership effectiveness and business performance.
What you hold in your consciousness tends to manifest-the inner game runs the outer game
A Leader's effectiveness is greatly influenced by the stage of mind through which the leader is operating: consciousness and competence rise together, the inner games runs the outer game, mastery is related to maturity, and extraordinary leadership is well-honed capability arising on a higher order platform of consciousness
the more we are defined by other people's approval, the more likely we will fear rejection and be risk-averse, indecisive, cowardly, and compliant. The more we define ourselves by our results, the more likely we fear failure and fail to delegate, collaborate, build teamwork and allow others to engage meaningfully and creatively. We will tend to relate to others in autocratic and controlling ways. If we define ourselves on our intellectual capacity, we will fear vulnerability, fail to connect with others, acknowledge their brillance, and relate to others in a self-protecting, arrogant, analytically critical and condesending way. Reactive beliefs are self-limiting and have serious liabilities. The more we are run by them, the less we lead effectively, and since leadership effectiveness drive business performance, reactive leadership leadership puts us at a competitive disadvantage.
Leaders in the top 20th percentile perform six-fold multiple on the performance in the middle percentile. Only 20% of adults are living and leading from an operating system configured at creative level or higher
The process of developing extraordinary leadership is the same process as becoming an extraordinary person
Every exchange is a moment of truth, a point of failure or critical link in the chain of success
There is no safe way to be great, and, there is no great way to be safe
We are the primary obstacle to the very future we are committed to creating
Creative leadership is about creating an organization that we believe in, creating outcomes that matter most, and enhancing our collective capacity to create a desired future
Purpose-->passion-->action-->purpose--->ect
I create results, I am not my results. Failure and mistakes are part of the process of creating success
Leadership effective = Direction/meaning-->Engagement/accountability-->Focus/execution
Given these violated expectations, we might wonder why anyone would want this job. Leaders carry enormous responsibility and operate in a world of increasing change, complexity, and connectivity. They are asked to work with more transparency and disclosure as they endure greater scrutiny. Despite these challenges, many leaders love their jobs and see what they do as a calling. They relish the chance to influence people, create positive results, and change things.
From our research and field experience, we have identified four universal
promises of leadership: 1) Set the right direction and create meaningful
work; 2) Engage all stakeholders and hold them accountable for performance;
3) Ensure that processes and systems facilitate focus and execution;
and 4) Lead effectively—maintain relationships of trust to achieve
and sustain desired results
When we work, we invest our life’s blood (time, talent, and energy)
into an organization. Therefore, we want to readily identify the meaning
of the work we do, see rewards beyond money, and contribute to the
organization’s higher purpose. Leaders set the context and create the conditions
in which individuals and organizations thrive.
Results without process can't be replicated and process without results is worthless
Leadership effectiveness is a primary contributor to business performance
Leaders spend most of their days in conversation—meetings, phone calls, emails, and strategic communications. How you show up in these conversations determines your level of effectiveness. How we show up together in these conversations drives our collective effectiveness. The quality of our collective conversation largely determines our collective leadership effectiveness and business performance.
What you hold in your consciousness tends to manifest-the inner game runs the outer game
A Leader's effectiveness is greatly influenced by the stage of mind through which the leader is operating: consciousness and competence rise together, the inner games runs the outer game, mastery is related to maturity, and extraordinary leadership is well-honed capability arising on a higher order platform of consciousness
the more we are defined by other people's approval, the more likely we will fear rejection and be risk-averse, indecisive, cowardly, and compliant. The more we define ourselves by our results, the more likely we fear failure and fail to delegate, collaborate, build teamwork and allow others to engage meaningfully and creatively. We will tend to relate to others in autocratic and controlling ways. If we define ourselves on our intellectual capacity, we will fear vulnerability, fail to connect with others, acknowledge their brillance, and relate to others in a self-protecting, arrogant, analytically critical and condesending way. Reactive beliefs are self-limiting and have serious liabilities. The more we are run by them, the less we lead effectively, and since leadership effectiveness drive business performance, reactive leadership leadership puts us at a competitive disadvantage.
Leaders in the top 20th percentile perform six-fold multiple on the performance in the middle percentile. Only 20% of adults are living and leading from an operating system configured at creative level or higher
The process of developing extraordinary leadership is the same process as becoming an extraordinary person
Every exchange is a moment of truth, a point of failure or critical link in the chain of success
There is no safe way to be great, and, there is no great way to be safe
We are the primary obstacle to the very future we are committed to creating
Creative leadership is about creating an organization that we believe in, creating outcomes that matter most, and enhancing our collective capacity to create a desired future
Purpose-->passion-->action-->purpose--->ect
I create results, I am not my results. Failure and mistakes are part of the process of creating success
Leadership effective = Direction/meaning-->Engagement/accountability-->Focus/execution
Displaying 1 - 30 of 39 reviews