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7 Principles of Transformational Leadership: Create a Mindset of Passion, Innovation, and Growth
In the world of work, the single greatest asset of successful individuals, teams, and organizations is their mindset--what happens in between their ears. It's not the corporate strategy, the sales compensation plan, or the market segments they're pursuing. It is what each leader, team member, and employee chooses to focus on, believe, and create for themselves and others.
7 Principles of Transformational Leadership presents the fundamental concepts whose implementation will result in dramatic revenue, performance, and relationship growth. Specifically, leaders will learn
7 Principles of Transformational Leadership presents the fundamental concepts whose implementation will result in dramatic revenue, performance, and relationship growth. Specifically, leaders will learn
- GenresLeadershipNonfiction
257 pages, Kindle Edition
First published January 1, 2017
61 people are currently reading
179 people want to read
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Displaying 1 - 14 of 14 reviews
December 14, 2019
Had a few notes:
Write down using structure questions of how you want to be viewed and known as well as your company.
Simply always do what you SAY you will do.
Don't avoid bad news.
Name the top three experiences you want every client to have with you and then build that just like Disney did.
Don't Focus so much on the behavior but the thoughts, beliefs, and feelings behind the behavior.
People won't reach there potential when expectations aren't clear.
You must constantly raise the bar by learning
Write down using structure questions of how you want to be viewed and known as well as your company.
Simply always do what you SAY you will do.
Don't avoid bad news.
Name the top three experiences you want every client to have with you and then build that just like Disney did.
Don't Focus so much on the behavior but the thoughts, beliefs, and feelings behind the behavior.
People won't reach there potential when expectations aren't clear.
You must constantly raise the bar by learning
May 16, 2025
promises define leadership trust
(later part of the book wasn't as impactful as the first half IMO)
come back to this:
Finding your purpose starts with honest reflection. Ask which parts of your day leave you energized rather than exhausted. Think back to your proudest moments – what made them meaningful? And what would customers miss most if you stopped providing it? Then distill those answers into a single, powerful purpose statement: Take someone who trains leaders. Their statement sounds like this: “I create leadership workshops so that managers can build stronger teams.”
Here's how that breaks down naturally when spoken. It begins with “I create” – what you actually do. Then “so that” – who you're doing it for. Finally, “can” – what they gain from your work. A nurse might phrase theirs as: “I create compassionate care plans so that patients can heal with dignity.”
Act smaller by focusing on daily actions rather than just the grand vision. Master your mindset by consciously choosing growth-oriented thoughts. Cultivate ruthless focus even when challenges arise. Create white space – two 15-minute reflection periods daily. And finally, consider hiring a coach who can provide an unbiased perspective.
notes:
- Many leaders find themselves stuck, putting in effort yet struggling to create the impact they desire. The key to breaking through? Changing the way you think, lead, and inspire those around you.
- The best leaders are those who ignite passion, drive innovation, and elevate everyone around them. They approach challenges with confidence, focus on opportunities instead of limitations, and cultivate an environment where both employees and businesses flourish.
- when purpose is unclear – tension rises, enthusiasm fades, and progress slows dramatically.
- The fix lies in the Purpose Principle. Think of it as three interlocking gears: love, talent, and value. Love is what energizes you – the aspects of work that fuel your enthusiasm and growth. Talent, on the other hand, encompasses your unique strengths – the skills that set you apart. And finally, value focuses on the benefits others receive – how your work improves lives in meaningful ways.
- First, reframe your past by viewing setbacks as growth opportunities that strengthen rather than diminish you. Then, you’ll need to reclaim your future by identifying which aspirations truly energize you and committing to them completely
- when leaders tell people what they want to hear but do something else, they create a credibility gap. This leaves employees disbelieving the message – simply because they distrust the messenger. And it’s precisely this pattern that’s led many employees to become jaded and disengaged, merely tolerating their leaders rather than being inspired by them.
- Without clear promises, uncertainty and fear flourish in organizations. Performance decreases as specific fears take root. Leaders might shy away from holding team members accountable because they worry about sparking conflict or damaging relationships. Employees may play it safe rather than taking smart risks, concerned that failure could hurt their reputation. And team members might keep valuable insights to themselves if they're worried about not sounding smart enough to higher-ups. These psychological barriers can create an environment where people focus more on protecting themselves than helping the organization thrive. That kind of self-preservation prevents the frank discussions and bold experiments needed for innovation.
- Too many leaders fall in love with their processes rather than the results customers actually want. Instead, ask outcome-focused questions: What goals matter and why? How will progress be measured? And what value will this create?
- Trust comes from following through on commitments, while respect grows from valuing others’ talents. Without these, even the best ideas face resistance.
- At the end of the day, people don't resist change itself so much as they resist feeling inadequate or threatened. By addressing the thoughts and emotions behind behaviors, you create a clear path for others to embrace your ideas while maintaining their sense of control
- leaders who instill supreme confidence in their employees gain a competitive business advantage. People who feel valued work with more passion, take more risks, and grow faster than those who don’t. Many leaders struggle with praising effectively because they remain trapped in negative mindsets – harboring past resentments, constantly criticizing themselves, or operating from a place of fear. These psychological barriers prevent potential from flourishing in workplace environments.
- By intentionally designing your leadership rather than allowing it to develop accidentally, you create the foundation for inspiring passion, innovation, and growth throughout your organization.
(later part of the book wasn't as impactful as the first half IMO)
come back to this:
Finding your purpose starts with honest reflection. Ask which parts of your day leave you energized rather than exhausted. Think back to your proudest moments – what made them meaningful? And what would customers miss most if you stopped providing it? Then distill those answers into a single, powerful purpose statement: Take someone who trains leaders. Their statement sounds like this: “I create leadership workshops so that managers can build stronger teams.”
Here's how that breaks down naturally when spoken. It begins with “I create” – what you actually do. Then “so that” – who you're doing it for. Finally, “can” – what they gain from your work. A nurse might phrase theirs as: “I create compassionate care plans so that patients can heal with dignity.”
Act smaller by focusing on daily actions rather than just the grand vision. Master your mindset by consciously choosing growth-oriented thoughts. Cultivate ruthless focus even when challenges arise. Create white space – two 15-minute reflection periods daily. And finally, consider hiring a coach who can provide an unbiased perspective.
notes:
- Many leaders find themselves stuck, putting in effort yet struggling to create the impact they desire. The key to breaking through? Changing the way you think, lead, and inspire those around you.
- The best leaders are those who ignite passion, drive innovation, and elevate everyone around them. They approach challenges with confidence, focus on opportunities instead of limitations, and cultivate an environment where both employees and businesses flourish.
- when purpose is unclear – tension rises, enthusiasm fades, and progress slows dramatically.
- The fix lies in the Purpose Principle. Think of it as three interlocking gears: love, talent, and value. Love is what energizes you – the aspects of work that fuel your enthusiasm and growth. Talent, on the other hand, encompasses your unique strengths – the skills that set you apart. And finally, value focuses on the benefits others receive – how your work improves lives in meaningful ways.
- First, reframe your past by viewing setbacks as growth opportunities that strengthen rather than diminish you. Then, you’ll need to reclaim your future by identifying which aspirations truly energize you and committing to them completely
- when leaders tell people what they want to hear but do something else, they create a credibility gap. This leaves employees disbelieving the message – simply because they distrust the messenger. And it’s precisely this pattern that’s led many employees to become jaded and disengaged, merely tolerating their leaders rather than being inspired by them.
- Without clear promises, uncertainty and fear flourish in organizations. Performance decreases as specific fears take root. Leaders might shy away from holding team members accountable because they worry about sparking conflict or damaging relationships. Employees may play it safe rather than taking smart risks, concerned that failure could hurt their reputation. And team members might keep valuable insights to themselves if they're worried about not sounding smart enough to higher-ups. These psychological barriers can create an environment where people focus more on protecting themselves than helping the organization thrive. That kind of self-preservation prevents the frank discussions and bold experiments needed for innovation.
- Too many leaders fall in love with their processes rather than the results customers actually want. Instead, ask outcome-focused questions: What goals matter and why? How will progress be measured? And what value will this create?
- Trust comes from following through on commitments, while respect grows from valuing others’ talents. Without these, even the best ideas face resistance.
- At the end of the day, people don't resist change itself so much as they resist feeling inadequate or threatened. By addressing the thoughts and emotions behind behaviors, you create a clear path for others to embrace your ideas while maintaining their sense of control
- leaders who instill supreme confidence in their employees gain a competitive business advantage. People who feel valued work with more passion, take more risks, and grow faster than those who don’t. Many leaders struggle with praising effectively because they remain trapped in negative mindsets – harboring past resentments, constantly criticizing themselves, or operating from a place of fear. These psychological barriers prevent potential from flourishing in workplace environments.
- By intentionally designing your leadership rather than allowing it to develop accidentally, you create the foundation for inspiring passion, innovation, and growth throughout your organization.
April 23, 2021
كتاب 7 مبادئ للقيادة التحويلية
للكاتب: هيو بلاين
الكتاب مخصص لخلق الشغف والإبداع والنمو في تطوير المنشآت والمؤسسات والأعمال التي نقوم بها، الكتاب جيد، وأسلوب الكاتب مشوق، لا يخلو الكتاب من فوائد في هذا المجال، نتطلع لمطالعة كتاب آخر للمؤلف.
This entire review has been hidden because of spoilers.
May 16, 2025
Transformational leadership is not about titles, strategies, or systems — it’s about fundamentally changing how you think, act, and lead. Hugh Blane’s "7 Principles of Transformational Leadership" invites readers to reimagine their leadership approach by focusing inward first. Many leaders operate with relentless effort yet see limited progress. They often feel stuck, exhausted by tasks but lacking direction. This book argues that the missing ingredient is a mindset shift — a move from reaction to intention, from managing tasks to shaping meaningful experiences for others. By internalizing and applying seven interconnected principles, leaders can unlock greater influence, fuel innovation, and build environments where both individuals and organizations thrive.
7 Principles of Transformational Leadership are as follows:
1. Purpose - Effective leadership begins with a clear, personal purpose—the intersection of passion, skill, and positive impact. Leaders must define why their work matters and realign their daily actions to reflect this mission. A clear sense of purpose fuels motivation and resilience.
2. Promises - Trust is built through promises—commitments made and kept. Leaders must say “yes” to what matters most and “no” to distractions. By honoring their word consistently, they establish credibility and create a culture of reliability and accountability.
3. Projects - Projects aren’t just tasks; they’re how leaders project their values. Purposeful leaders focus on outcomes, not bureaucracy. Their personal clarity inspires teams, who in turn deliver real value. This chain of alignment boosts engagement and innovation.
4. Persuasion - Influence is earned, not forced. Leaders build persuasion by forming strong relationships, listening first, and aligning proposals with others’ goals. Communication is key—clear expectations and consistent follow-up help reduce resistance and foster collaboration.
5. Praise - Recognition drives performance. Genuine, specific praise builds confidence and motivates excellence. Leaders must also remove obstacles by understanding what holds people back. Reflection and feedback help teams—and leaders—grow continuously.
6. Perseverance - Breakthroughs follow persistence. Talent matters, but grit matters more. Resilient leaders stay focused on their goals, develop new skills, and overcome setbacks. Staying connected to purpose helps turn challenges into growth opportunities.
7. Preparation - Great leaders make time to think. Reflection, planning, and learning transform leadership from reactive to intentional. By preparing for obstacles and committing to daily progress, leaders build consistent momentum toward long-term success.
The first step to effective leadership is grounding it in purpose. Just like driving through thick fog creates hesitation and anxiety, leading without a clear sense of why causes confusion and stalls momentum. When teams lack shared purpose, energy wanes, and innovation suffers. The key is to uncover the unique combination of what excites you, where your strengths lie, and how your work benefits others. These three elements — passion, skill, and impact — form the core of your purpose. Leaders are encouraged to reflect deeply on what parts of their work energize them, what they’ve done that made them most proud, and what would be missed if their contribution disappeared. The result is a concise personal mission — a simple sentence that connects what you do, who it helps, and how it changes their world. With this clarity, leaders can redesign their daily activities to support what truly matters. They begin to see setbacks as opportunities for growth, realign their goals with their deepest values, and prioritize tasks that drive forward their mission.
Trust is the foundation of any meaningful leadership, and it is built or broken through the promises leaders make. Promises aren’t just verbal agreements; they represent the space between intention and execution. A promise, once made, becomes a powerful tool for establishing credibility. Conversely, failing to follow through breeds cynicism and disengagement. In organizations where leaders frequently overpromise or dodge accountability, trust erodes quickly. Employees become skeptical, focusing more on survival than contribution. The antidote lies in making deliberate, authentic commitments that are aligned with your purpose and values — and sticking to them. Effective promises require saying 'no' to distractions and honoring the commitments you’ve chosen. Leaders are encouraged to identify a few top priorities and ensure their daily actions reinforce those commitments. Trust grows through consistency and follow-through, and that reliability becomes the bedrock for innovation, collaboration, and bold risk-taking.
Leaders often view projects as a burden — something to manage rather than something that expresses their purpose. But seen through the lens of transformational leadership, projects become more than deliverables; they’re how leaders extend their vision into the world. Projects can be reframed not just as what you do, but how you "project" who you are. By focusing less on bureaucracy and more on meaningful outcomes, leaders create a ripple effect through their teams and organizations. Success starts with personal alignment. Only leaders who live out their own values can create environments where others thrive. Then, inspired employees in turn deliver value to customers and clients. This cascade begins internally. Rather than obsessing over methods or tasks, effective leaders stay focused on impact — the change they’re trying to create. Daily habits, clear goals, strategic reflection time, and even coaching can help maintain this alignment. The leader’s role becomes less about control and more about creating clarity, inspiring action, and empowering others.
Influence is a crucial part of leadership, and it’s not achieved through force but through understanding and connection. Persuasion begins long before a proposal is made; it starts with the relationship between the leader and those they’re trying to influence. The process of persuasion involves three stages. First, the leader must build trust and earn respect — this requires consistency in behavior and a genuine appreciation of others’ abilities. Next, they must show sincere interest in the other person’s goals and concerns. This shift in focus builds rapport and makes people feel seen. Only then is it appropriate to offer solutions — and they must be presented in a way that supports the other person’s needs, not the leader’s agenda. Clear communication also plays a role here. Leaders are advised to define expectations early, clarify who is making decisions, and schedule regular check-ins to maintain alignment. Resistance to change often stems from fear of losing control or competence, so persuasion works best when it preserves the other person’s dignity and autonomy.
Recognition is an underrated yet powerful tool in a leader’s toolkit. While fans erupt in joy when their favorite team scores, employees often receive little more than a nod for exceptional work. This discrepancy has consequences. When people feel unappreciated, they disengage. The Praising Principle encourages leaders to recognize accomplishments in a way that inspires continued growth. The key lies in being genuine, timely, and specific. Recognition should highlight exactly what was done well and why it matters. Praise becomes a form of positive reinforcement that fuels confidence and performance. But praise is only half the equation. Leaders also need to remove barriers to success by investigating what’s holding people back — not with blame, but with curiosity. A daily habit of reflection helps leaders track progress, learn from missteps, and identify where they or their teams need support. In doing so, they foster an environment where people choose to exceed expectations rather than simply meet them.
Resilience may be the most essential leadership trait, and perseverance is what distinguishes transformative leaders from merely competent ones. Stories of great achievers like Lincoln and Dyson serve as a reminder that repeated failure often precedes major breakthroughs. Talent alone isn’t enough — determination sustains performance through adversity. Leaders are encouraged to clarify their goals, understand why those goals matter, and realistically assess what will be required. That includes time, effort, and emotional investment. They should identify what new skills they need to develop and ensure they’re surrounded by people who support rather than drain them. Self-talk also matters; negative inner narratives can derail even the most talented leaders. Preparation for challenges, celebrating small wins, and drawing inspiration from role models all contribute to sustained motivation. The greatest threat to perseverance isn’t difficulty — it’s losing touch with your purpose. Leaders who remain deeply connected to why they lead are more likely to view obstacles as necessary steps on the path to impact.
Finally, great leadership doesn’t happen by accident — it’s intentionally designed. The last principle, preparation, stresses the importance of slowing down to reflect, plan, and grow. Too often, leaders operate on autopilot, reacting to crises and completing tasks without considering whether their actions align with their values. The Preparation Principle urges leaders to carve out space for deep thought. True leadership requires welcoming obstacles as opportunities, not threats. Four motivators drive effective preparation: dreams that stretch your imagination, courageous decisions that challenge your comfort zone, unwavering beliefs that reinforce your power to choose, and daily actions that build consistency and momentum. Leaders are encouraged to examine their day-to-day experience by asking thoughtful questions about where they added value, how they responded to challenges, and what they want to create tomorrow. This practice enhances self-awareness and ensures each day contributes to a larger vision.
In conclusion, Hugh Blane’s "7 Principles of Transformational Leadership" offer more than leadership advice — they provide a roadmap for personal transformation. By living with purpose, making meaningful commitments, expressing values through projects, influencing through trust, recognizing strengths, pushing through adversity, and preparing with intention, leaders become catalysts for growth. These principles don’t work in isolation; they reinforce each other. As leaders apply them consistently, they move from managing to inspiring, from reacting to designing. The transformation begins within, but its effects radiate outward — creating workplaces where people thrive, innovate, and achieve extraordinary results together.
7 Principles of Transformational Leadership are as follows:
1. Purpose - Effective leadership begins with a clear, personal purpose—the intersection of passion, skill, and positive impact. Leaders must define why their work matters and realign their daily actions to reflect this mission. A clear sense of purpose fuels motivation and resilience.
2. Promises - Trust is built through promises—commitments made and kept. Leaders must say “yes” to what matters most and “no” to distractions. By honoring their word consistently, they establish credibility and create a culture of reliability and accountability.
3. Projects - Projects aren’t just tasks; they’re how leaders project their values. Purposeful leaders focus on outcomes, not bureaucracy. Their personal clarity inspires teams, who in turn deliver real value. This chain of alignment boosts engagement and innovation.
4. Persuasion - Influence is earned, not forced. Leaders build persuasion by forming strong relationships, listening first, and aligning proposals with others’ goals. Communication is key—clear expectations and consistent follow-up help reduce resistance and foster collaboration.
5. Praise - Recognition drives performance. Genuine, specific praise builds confidence and motivates excellence. Leaders must also remove obstacles by understanding what holds people back. Reflection and feedback help teams—and leaders—grow continuously.
6. Perseverance - Breakthroughs follow persistence. Talent matters, but grit matters more. Resilient leaders stay focused on their goals, develop new skills, and overcome setbacks. Staying connected to purpose helps turn challenges into growth opportunities.
7. Preparation - Great leaders make time to think. Reflection, planning, and learning transform leadership from reactive to intentional. By preparing for obstacles and committing to daily progress, leaders build consistent momentum toward long-term success.
The first step to effective leadership is grounding it in purpose. Just like driving through thick fog creates hesitation and anxiety, leading without a clear sense of why causes confusion and stalls momentum. When teams lack shared purpose, energy wanes, and innovation suffers. The key is to uncover the unique combination of what excites you, where your strengths lie, and how your work benefits others. These three elements — passion, skill, and impact — form the core of your purpose. Leaders are encouraged to reflect deeply on what parts of their work energize them, what they’ve done that made them most proud, and what would be missed if their contribution disappeared. The result is a concise personal mission — a simple sentence that connects what you do, who it helps, and how it changes their world. With this clarity, leaders can redesign their daily activities to support what truly matters. They begin to see setbacks as opportunities for growth, realign their goals with their deepest values, and prioritize tasks that drive forward their mission.
Trust is the foundation of any meaningful leadership, and it is built or broken through the promises leaders make. Promises aren’t just verbal agreements; they represent the space between intention and execution. A promise, once made, becomes a powerful tool for establishing credibility. Conversely, failing to follow through breeds cynicism and disengagement. In organizations where leaders frequently overpromise or dodge accountability, trust erodes quickly. Employees become skeptical, focusing more on survival than contribution. The antidote lies in making deliberate, authentic commitments that are aligned with your purpose and values — and sticking to them. Effective promises require saying 'no' to distractions and honoring the commitments you’ve chosen. Leaders are encouraged to identify a few top priorities and ensure their daily actions reinforce those commitments. Trust grows through consistency and follow-through, and that reliability becomes the bedrock for innovation, collaboration, and bold risk-taking.
Leaders often view projects as a burden — something to manage rather than something that expresses their purpose. But seen through the lens of transformational leadership, projects become more than deliverables; they’re how leaders extend their vision into the world. Projects can be reframed not just as what you do, but how you "project" who you are. By focusing less on bureaucracy and more on meaningful outcomes, leaders create a ripple effect through their teams and organizations. Success starts with personal alignment. Only leaders who live out their own values can create environments where others thrive. Then, inspired employees in turn deliver value to customers and clients. This cascade begins internally. Rather than obsessing over methods or tasks, effective leaders stay focused on impact — the change they’re trying to create. Daily habits, clear goals, strategic reflection time, and even coaching can help maintain this alignment. The leader’s role becomes less about control and more about creating clarity, inspiring action, and empowering others.
Influence is a crucial part of leadership, and it’s not achieved through force but through understanding and connection. Persuasion begins long before a proposal is made; it starts with the relationship between the leader and those they’re trying to influence. The process of persuasion involves three stages. First, the leader must build trust and earn respect — this requires consistency in behavior and a genuine appreciation of others’ abilities. Next, they must show sincere interest in the other person’s goals and concerns. This shift in focus builds rapport and makes people feel seen. Only then is it appropriate to offer solutions — and they must be presented in a way that supports the other person’s needs, not the leader’s agenda. Clear communication also plays a role here. Leaders are advised to define expectations early, clarify who is making decisions, and schedule regular check-ins to maintain alignment. Resistance to change often stems from fear of losing control or competence, so persuasion works best when it preserves the other person’s dignity and autonomy.
Recognition is an underrated yet powerful tool in a leader’s toolkit. While fans erupt in joy when their favorite team scores, employees often receive little more than a nod for exceptional work. This discrepancy has consequences. When people feel unappreciated, they disengage. The Praising Principle encourages leaders to recognize accomplishments in a way that inspires continued growth. The key lies in being genuine, timely, and specific. Recognition should highlight exactly what was done well and why it matters. Praise becomes a form of positive reinforcement that fuels confidence and performance. But praise is only half the equation. Leaders also need to remove barriers to success by investigating what’s holding people back — not with blame, but with curiosity. A daily habit of reflection helps leaders track progress, learn from missteps, and identify where they or their teams need support. In doing so, they foster an environment where people choose to exceed expectations rather than simply meet them.
Resilience may be the most essential leadership trait, and perseverance is what distinguishes transformative leaders from merely competent ones. Stories of great achievers like Lincoln and Dyson serve as a reminder that repeated failure often precedes major breakthroughs. Talent alone isn’t enough — determination sustains performance through adversity. Leaders are encouraged to clarify their goals, understand why those goals matter, and realistically assess what will be required. That includes time, effort, and emotional investment. They should identify what new skills they need to develop and ensure they’re surrounded by people who support rather than drain them. Self-talk also matters; negative inner narratives can derail even the most talented leaders. Preparation for challenges, celebrating small wins, and drawing inspiration from role models all contribute to sustained motivation. The greatest threat to perseverance isn’t difficulty — it’s losing touch with your purpose. Leaders who remain deeply connected to why they lead are more likely to view obstacles as necessary steps on the path to impact.
Finally, great leadership doesn’t happen by accident — it’s intentionally designed. The last principle, preparation, stresses the importance of slowing down to reflect, plan, and grow. Too often, leaders operate on autopilot, reacting to crises and completing tasks without considering whether their actions align with their values. The Preparation Principle urges leaders to carve out space for deep thought. True leadership requires welcoming obstacles as opportunities, not threats. Four motivators drive effective preparation: dreams that stretch your imagination, courageous decisions that challenge your comfort zone, unwavering beliefs that reinforce your power to choose, and daily actions that build consistency and momentum. Leaders are encouraged to examine their day-to-day experience by asking thoughtful questions about where they added value, how they responded to challenges, and what they want to create tomorrow. This practice enhances self-awareness and ensures each day contributes to a larger vision.
In conclusion, Hugh Blane’s "7 Principles of Transformational Leadership" offer more than leadership advice — they provide a roadmap for personal transformation. By living with purpose, making meaningful commitments, expressing values through projects, influencing through trust, recognizing strengths, pushing through adversity, and preparing with intention, leaders become catalysts for growth. These principles don’t work in isolation; they reinforce each other. As leaders apply them consistently, they move from managing to inspiring, from reacting to designing. The transformation begins within, but its effects radiate outward — creating workplaces where people thrive, innovate, and achieve extraordinary results together.
March 30, 2021
Achei bom, mas nada mais que isso - meio repetitivo
December 17, 2020
Great tips on how to become an engaging leader. One of the items that resonated with me was specific to technical leadership. A technical leader both leads up, down, and across an organization to show how technology is a business enabler. Not all audiences are technical. When communicating technical topics, don't be technical. Acronyms and jargon may not be understood. This was a good read. Required as part of work reading list also.
March 22, 2019
كتاب ملهم في معظم اجزاءه
المؤلف وجه الكتاب للقادة المقدمين على تغيير تحولي في منظماتهم لكن المبادئ تنطبق على أصحاب الاهداف أيا كانت
لا يقدم معلومات جديدة لكن يدخل ضمن دائرة كتب تطوير الذات التي تقرأها لتحفز نفسك وتستذكر اهدافك بأسلوب ماتع.
المؤلف وجه الكتاب للقادة المقدمين على تغيير تحولي في منظماتهم لكن المبادئ تنطبق على أصحاب الاهداف أيا كانت
لا يقدم معلومات جديدة لكن يدخل ضمن دائرة كتب تطوير الذات التي تقرأها لتحفز نفسك وتستذكر اهدافك بأسلوب ماتع.
July 31, 2021
I dislike reading something by a person I know and like that simply doesn't work for me, and 7 Principles of Transformational Leadership is no exception. I've met Hugh Blane through my work a few times, and I really enjoy chatting with him. He told me he was working on this book several years ago; I was excited about the topic and to read his work on it. Unfortunately, the book itself proved underwhelming.
In a series of easy-to-read chapters, Blane delineates a process for transforming yourself so that you can transform your business leadership, and thus transform your results. He gives each section an alliterative name (e.g. The Purpose Principle, The Promises Principle, etc.), offering the reader an easy mnemonic device. Much of the advice is solid, and some of these ideas and practices are things I already believe in and do. So why wasn't the book more memorable?
Simply put, it's the writing style. Blane is an executive coach and consultant, among other things, and the "voice" of this book sounds like a speaking voice, not a writing voice. There are too many cliches, vague aphorisms, and redundancies - patterns that can work in vocal delivery, but are not as effective in the written word. I found it hard to slog through the writing to get to the substance of the material.
I also think that more contemporary examples of the principles in play might have benefited the book - case studies, and stories with a great deal of specificity. I recognize that Blane may not have been able to get permission to share key stories from his clients, but I was disappointed not to see more of that.
I once knew a woman who was a pastor, religious speaker, and writer. Her books only worked for me if I imagined her delivering them like a sermon, or a lecture. I felt a bit like that with Blane's book on leadership. Everything suggests that Blane is an excellent coach and advisor to business leaders. If I could imagine him speaking to me one-on-one, across the executive desk, the writing came together for me a bit more.
Still, the ideas here aren't wrong. I am a particular fan of The Praising Principle, and The Perseverance Principle. Check out what Blane has to say - and try to imagine him talking to you instead of writing to you.
In a series of easy-to-read chapters, Blane delineates a process for transforming yourself so that you can transform your business leadership, and thus transform your results. He gives each section an alliterative name (e.g. The Purpose Principle, The Promises Principle, etc.), offering the reader an easy mnemonic device. Much of the advice is solid, and some of these ideas and practices are things I already believe in and do. So why wasn't the book more memorable?
Simply put, it's the writing style. Blane is an executive coach and consultant, among other things, and the "voice" of this book sounds like a speaking voice, not a writing voice. There are too many cliches, vague aphorisms, and redundancies - patterns that can work in vocal delivery, but are not as effective in the written word. I found it hard to slog through the writing to get to the substance of the material.
I also think that more contemporary examples of the principles in play might have benefited the book - case studies, and stories with a great deal of specificity. I recognize that Blane may not have been able to get permission to share key stories from his clients, but I was disappointed not to see more of that.
I once knew a woman who was a pastor, religious speaker, and writer. Her books only worked for me if I imagined her delivering them like a sermon, or a lecture. I felt a bit like that with Blane's book on leadership. Everything suggests that Blane is an excellent coach and advisor to business leaders. If I could imagine him speaking to me one-on-one, across the executive desk, the writing came together for me a bit more.
Still, the ideas here aren't wrong. I am a particular fan of The Praising Principle, and The Perseverance Principle. Check out what Blane has to say - and try to imagine him talking to you instead of writing to you.
January 23, 2022
The jumping off point for greatness is a clear and compelling purpose ― Hugh Blane
Every year, in January, so many of us create our new year’s resolutions – lists of things that we want to do differently in the new year: Lose weight; Workout more often; Get a new job; Go back to school; Meet someone special. Many of these ideas are nothing more than wishful thinking…that is to say that there is no plan as to how that resolution will be achieved. It is not surprising, then, that so many resolutions are abandoned just days after their creation. Why, then, are some successful? The answer most likely includes a detailed plan combined with a sense that success is a non-negotiable. Hugh Blane’s book about transformational leadership offers a series of principles that, when applied, can create a mindset that pursues life with the passion and purpose necessary to meet and exceed your goals.
Throughout his book, Blane lays out seven principles: purpose, promise, projects, persuasion, praising, perseverance, and preparation. Each principle provides a foundational concept and its associated practical applications. For example, chapter one focuses on purpose as the foundation for everything else. If we’re honest, it can be a struggle to define our purpose. Many of the businesses and companies that we have associated ourselves with over the years struggle to identify and remain true to a singular purpose. Without this sense of clarity, it is highly unlikely that true focus is even possible. At this point, Blane explains that purpose has three facets: love (for your work), talent (for the work you do) and value (for your customer). Readers can document their progress through the following: “I can ___ (what you do) so that ___ (whoever your customer is) can achieve ___ (what)”.
With limited time and energy, it only makes sense to develop the skills and mental strategies that will empower our teams to have the greatest impact and the greatest sense of fulfillment.
Every year, in January, so many of us create our new year’s resolutions – lists of things that we want to do differently in the new year: Lose weight; Workout more often; Get a new job; Go back to school; Meet someone special. Many of these ideas are nothing more than wishful thinking…that is to say that there is no plan as to how that resolution will be achieved. It is not surprising, then, that so many resolutions are abandoned just days after their creation. Why, then, are some successful? The answer most likely includes a detailed plan combined with a sense that success is a non-negotiable. Hugh Blane’s book about transformational leadership offers a series of principles that, when applied, can create a mindset that pursues life with the passion and purpose necessary to meet and exceed your goals.
Throughout his book, Blane lays out seven principles: purpose, promise, projects, persuasion, praising, perseverance, and preparation. Each principle provides a foundational concept and its associated practical applications. For example, chapter one focuses on purpose as the foundation for everything else. If we’re honest, it can be a struggle to define our purpose. Many of the businesses and companies that we have associated ourselves with over the years struggle to identify and remain true to a singular purpose. Without this sense of clarity, it is highly unlikely that true focus is even possible. At this point, Blane explains that purpose has three facets: love (for your work), talent (for the work you do) and value (for your customer). Readers can document their progress through the following: “I can ___ (what you do) so that ___ (whoever your customer is) can achieve ___ (what)”.
With limited time and energy, it only makes sense to develop the skills and mental strategies that will empower our teams to have the greatest impact and the greatest sense of fulfillment.
July 29, 2022
Key Concepts
Truly outstanding leaders are able to transform their organizations, but not before transforming themselves. By
reworking your mindset, you can transform your own potential into outstanding business results. The key is to
follow these seven principles:
1. Purpose: You must know what it is you want to accomplish, and how it will benefit others.
2. Promises: Your promises must align with your purpose—and be kept.
3. Projects: To implement your own transformational leadership project, you must create an environment that
allows you and your employees to flourish.
4. Persuasion: Build strong relationships with others in order to persuade them to follow you.
5. Praising: Taking the time to praise others’ hard work and accomplishments will help them improve their
performance.
6. Perseverance: Your purpose needs to be accompanied by perseverance.
7. Preparation: To prepare for transformation, first model it yourself, taking responsibility for your actions and
their impacts.
Truly outstanding leaders are able to transform their organizations, but not before transforming themselves. By
reworking your mindset, you can transform your own potential into outstanding business results. The key is to
follow these seven principles:
1. Purpose: You must know what it is you want to accomplish, and how it will benefit others.
2. Promises: Your promises must align with your purpose—and be kept.
3. Projects: To implement your own transformational leadership project, you must create an environment that
allows you and your employees to flourish.
4. Persuasion: Build strong relationships with others in order to persuade them to follow you.
5. Praising: Taking the time to praise others’ hard work and accomplishments will help them improve their
performance.
6. Perseverance: Your purpose needs to be accompanied by perseverance.
7. Preparation: To prepare for transformation, first model it yourself, taking responsibility for your actions and
their impacts.
May 13, 2023
an interesting read, but with some noise
The principles: purpose, promises, projects, persuasion, praising, perseverance, and preparation all make tacit sense, though they are often laboured and at times forced (had we considered other letters from P this may have worked better), which means that they don’t always gel together.
Each principle feels like it has unnecessary additional sub points that are at times thought provoking (some of the reflective questions) but at other times distracting.
I’ve perhaps taken note from blog posts on the subject of transformational leadership and summaries of this book than I did directly from the book.
The principles: purpose, promises, projects, persuasion, praising, perseverance, and preparation all make tacit sense, though they are often laboured and at times forced (had we considered other letters from P this may have worked better), which means that they don’t always gel together.
Each principle feels like it has unnecessary additional sub points that are at times thought provoking (some of the reflective questions) but at other times distracting.
I’ve perhaps taken note from blog posts on the subject of transformational leadership and summaries of this book than I did directly from the book.
June 22, 2023
Great book with tools to transform yourself as a leader. I listened to this book and while good, I will buy it as a hard copy and actually use it as an exercise book. Listening was good to get the concept but the book actually requires you to do work and follow up to get really something out of it. It’s a guide to improve how you lead.
January 16, 2023
Easy and actionable, the true sweet spot for leadership books.
Read
May 17, 2025هدف
سلسلة
خطاب مد سببا
Design leadership not accident
سلسلة
خطاب مد سببا
Design leadership not accident
This entire review has been hidden because of spoilers.
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