I believe success is just a fleeting moment when your realities match your expectations.

I also realize, for many, the number of those moments they experience overtime defines what they (and perhaps others) see as a successful life.

So why are some people more successful than others?

I have met many people in many lands over my life and although opportunities for some seem limited, even amongst those in the direst of circumstances, there are some people that make a great success of their life. I am talking about success when it is measured against the relative or real opportunities that exist for individuals due to the circumstances of their existence.

What is it that helps some rise whilst others languish in mediocrity?

Obviously there is no simple answer however I have noticed some common traits in those that succeed.

The first pillar of success (or trait that successful people seem to have) is that: “those who succeed invariably believe that SUCCESS IS A CHOICE”.

I read an article titled “SUCCESS IS A CHOICE!! It is that simple…” by a Jim McGilvary where he told a story of business woman who could not get her business to where she wanted it to be. He said in the article:

“I told her and I am telling you:

• Make no more excuses for not having success

• Hold yourself accountable for the good and the bad

• STOP the negative thinking

• STOP worrying about the “naysayers”

• Laugh in the face of the unknown and…

• Make the choice right now, that you will do what it takes to have success.

He goes on by saying:

“I will leave you with one last thought: To fail is to have tried. To try [in itself] is to have success. You cannot have success without some failure. Choose to try, whether you fail or succeed. You cannot have success without trying. Keep choosing to have success and you will have it. It is as simple as that.”

Now perhaps his advice is a little glib and it is not quite “as simple as that” particularly for those who are very in difficult situations, however if you think about it the logic is quite sound.

So point one is you must choose to succeed.

The second pillar is:

The need to have a STRONG PERSONAL VISION

In the video “The Power of Vision” Joel Barker explores the value of having a strong personal vision of a positive future. He stresses that this is a key, not only to success, but in some cases to survival itself. In one segment he tells the story of Viktor Frankl and says; “this remarkable man is the author of the outstanding book Man’s Search for Meaning.” Frankl he explains was a prisoner in Ausweise and Barker tells how “his strong sense of having a future saved both his life and the life of others.” The survivors had a common trait and he says… and I quote:  “all of those who made it through had [or at least believed they had] something significant yet to do in their future”. A vision of a positive future is a powerful driver in us all.

The third pillar is competence.

All people will naturally gravitate to those whom are competent. So what is competence? “ Competence is: ‘the ability to create and apply a solution to a particular problem’. Whether the problem is a leaky tap or a brain tumour competent people will always be sought after and success usually follows them. How do you become competent, learn, fail, re-learn, adjust, practice and hone your skill and build your knowledge and experience. There are no shortcuts.

The fourth pillar of success (or personal trait) is the ability to win during times of change and uncertainty.

Notice I didn’t say cope. Coping is just not good enough for success, we need to find ways to excel in a constantly changing universe. The skills you will need to do that are primarily an ability to stay focussed on your goals, a willingness to remain optimistic and an attitude of persistence and high levels of commitment. You need to have the strength of character to stay true to your vision even in times of great uncertainty. You will also need to develop an ability to analyze situations, deal with half-truths and minimal information and with all that still seek out and grasp opportunities to thrive.

Finally the fifth pillar is: To be able to work well with others.

That means you have to become a student of (and reach some reasonable level of understanding of) human nature. You must to succeed be willing to engage in politics. Politics is always present when humans are together whether at social outings or in the workplace. As part of working well with others you must become expert in communication… particularly the “learning to listen” part of communication. The are many articles and posts on this website covering the issues (or art) of communication and I commend them to you.

So what is success, other than what I have said so far it’s a lot of hard work, which of course is the reality of our existence… because… nobody… truly gets a free ride. Wait you say what about those that are born into successful rich families. Well they have the same problem as the rest of us, often their realities just do not match up to their (or even others) expectations.

Problem four: The common difficulty with goal setting is that although you need to focus on the positive (some say in ratio of four to one) often there is little attention paid to assessment of obstacles and the strategies to overcome them. What we need to do is spend a little time in predefining anticipated difficulties or obstacles and allocation the resources that will be needed to overcome them. we may need legal assistance, financial assistance or the cooperation of an already over-stretched production department just to cite a few examples. Lets be honest even with all the positive attitude we can muster we still have to deal with the reality that obstacles are unavoidable and we must spent some energy in planning for them in advance.

Problem five: Little or no serious focus is given to the solutions that need to be developed for overcoming obstacles. I’ve often been in planning meetings and heard the term “lets cross that bridge when we come to it”. If we are going to invest time energy and money into the execution of a plan that attitude is just not good enough. Some sort of scenario development needs to be undertaken an brainstorming for creative solutions needs to be done at the outset, otherwise all investment up to the the point of difficulty can be wasted.

Problem six: Keeping the goal to ourselves either as individual or a small team: Attempting to achieve our gaols alone or with limited resources is fraught with danger. We are all always part of a bigger process and we need to align with those ‘external processes’ and stakeholders if we are to achieve real results at a minimum cost. You need to call on all resources you have reasonable access to the get the best results for the goals you have set.

Problem seven: Not setting and clearly defining the important milestones on our path to achieving the result we (outcomes) we want. I talked in the previous post about objectives and again these have to be clearly defines and measured. Once reached they also need to be rewarded and celebrated.

I guess I could have titled these posts the “Seven Deadly Sins of Goal Setting” and that they may be. Finally it is wise to remember that goals to us may just be seen as onerous targets when other from whom you enlist support and effort. People inherently do not like externally imposed targets, so if you are gong to obtain “real support” for your goals, you have to get others whom you need to buy into your vision and accept the mission that the goals are supporting.

Ric-orglearn The six “Ps” of planning, always important and so is visualising what you want the end result to look like!

So sticking with the goals problem and bearing in mind what I have said, what are the main reasons we fail in our mission and what are the common mistakes we have to watch out for in the goal aspect of our plan?

Problem one: Often we do not spend enough time working on our most focusing on audacious or difficult goal.  Why – easy more comfortable goals can seem more attractive as we get some form of payback in a much shorter timeframe with much less effort.

Problem two: No form of the “SMART” principle is used. SMART stands for “Specific Measurable Attainable Realistic Time-bound” If this formulae is not applied to both the activities supporting the attainment of the goal and the goal itself the plan will be nothing more than some wishful thinking or useless navel gazing.

Problem three: Not correctly defining our compelling reasons the goal and not gaining agreement of the implementers of the action plan that the goal is worthwhile for all stakeholders. The goal must clearly be understood and valued in terms of the accepted vision and mission. It is critical that the goal setter clearly defines the benefits so it inspires those take the actions to stay committed to their tasks. Of course not clearly defining the downside and consequence of not achieving the coal can be part of the problem. We must explain both sides of the coin.

Please come back for part two of  “Goal Setting is Just the Start of the Real Work”

If you are controlling your work group, rarely leave your department, constantly micro manage all processes to check what the staff are up to, constantly defining what a ‘good’ job looks like, stipulating standards, insisting on a rigorous regime of task methodology or requirements and allocating authority based on tiles and seniority then you are managing.

If however you are freely encouraging a culture of finding ways to develop and implement new ideas, fostering creativity and initiative by letting ‘followers’ participate in a flexible situation where authority is shared and allowing some percentage mistakes for the sake of overall improvement then you are leading.

If you are overseeing the survival of your organization by merely dealing with short-term operational needs and processes whilst strictly controlling costs and watching a budget set by others you are managing.

If you are on the other hand constantly looking for growth through identifying new and possibly risky ventures that could be the basis for future income or if not turning out as you would wish possibly losses you are leading.

Management is about… instructing, allocating, delegating, following up, organizing, overseeing activities, processes & individual tasks, control & supervision and directing whereas leadership is about… inspiring, helping, encouraging teamwork, coaching, supporting,  aligning with your workforce, planning, seeking process improvement, implementing change, agreeing goals and empowering followers.

The concepts of leading versus managing are really quite different however in most organizations managers are expected to play both roles at once. This challenge of almost needing a dual personality is one, that if you wish to gain greater authority in your organization, you will need to deal with for your entire career.

Now if you cannot see the chance for advancement in your current organization that your desire perhaps its time to move on to another. Here is a resume example that may assist in your quest to find a challenging role as a leader manager. resume example

Remember by taking on a management role you will need to accept that with authority comes responsibility. The responsibly you will need to live with is not just to see that the organization’s rules and procedures are followed, you must be able to take responsibility for outcomes, both now and in the future. Bearing responsibility of course is where the real money can be earnt.

Two critical planning issues are, quantity and quality.

QUANTITY – The almost sickening pace of ever-changing market conditions means annual sales plans (and budgets) are a thing of the past. In the current environment ‘living’ (continuous) plans, or at least quarterly targeting are needed. How quickly do motor vehicle models change, telephone systems evolve and computers become outdated? How quickly does a fickle customer base move to a new brand or make a substitute buying decision? Mechanisms for adjusting to an ever-changing reality are a must.

QUALITY – When the sales plan is done who is involved? It should be the entire executive team supported by all the sales staff and any outside consultants that contribute to the sales and marketing efforts. Advertising agents, marketing and PR consultants and yes even the financial advisors, economists and political scientists. All departments must get on board with the concept that ‘the sales department is not the whole company, however the whole company had better be the sales department’ and that…

‘THE ONLY REASON A COMPANY HAS TO EXIST IS TO SERVE A CUSTOMER’

Changes in the market place…

Hotels can provide a great example of market place myopia and a reluctance to walk away from a traditional perspective. To start with, say we decide to focus on catering to the government sector which through budget constraints suddenly decides meetings, conferences and expensive ‘private room dinners’ are out. How about if we rely on the Japanese tour markets and the economy collapses and oops no customers and a lot of highly paid Japanese speaking staff who are doing little more than eating up the payroll. What if we set ourselves up as a five star super deluxe property that caters to high-end corporate customers and September 11 occurs so everyone starts teleconferencing? The problem is that while, say the government sector is flourishing; often too little attention is placed on developing other markets. Constant repositioning and adjustment to capture market opportunities and close monitoring of market trends is a must to survive in today’s volatility.

If we are going to cater for an ever-changing future we need to constantly train to meet that future. Many organisations (including hotels) don’t seem to invest enough in modern business methods and particularly in modern selling and lots of sales staff still do boring ‘presentations’. Example: I remember a tourism publication that stated that Thailand (a great holiday destination) is going to loose major market share because it can’t find trained managers to run its tourism related businesses. I mean the entire country may well suffer because a few key industry operators are too short sighted to invest in the ‘soft skills’ needed for the future. Thailand’s woes were exacerbate then of course by the political turmoil that racked the country for some years.

Corporate culture and fine traditions are great however…

‘WHEN THERE IS A PARADIGM SHIFT EVERYONE GOES BACK TO ZERO AND PAST EXPERIENCE CAN MEAN NOTHING’ (Joel Barker)

A big danger that I have seen overlooked time and time again is … too much business from one customer. For hotels (as an example) this seems to be the problem of constantly struggling with big time ‘introducers’ whose buying power is so great they are able to command the market at minimal profit whilst reserving large percentages of a hotels inventory. I think perhaps the evolution of the modern independent traveller using direct ordering through the Internet may in time put paid to this lot. Hotel groups selling across the 3, 4, 5 star and super deluxe properties might give us all a clue on how we all need to think. Capturing different market segments and reducing our reliance on one or two major introducers should be a commandment. (I can never understand why more hoteliers don’t design individual properties that cater for a broader spectrum of customers, perhaps along the line of some cruise ships).

Sound business practice also means sales people must think ‘big picture’ and to make sure they/we are acting as a ‘company team’ and that we are putting the organization’s overall results ahead of our own ‘small area’ priorities. A friend in the event management business recently told me that he had two hotels in the same group arguing over his business and cutting each others prices and he was both amused and perplexed by this situation. He had decided that in future he was going to use another chain as although he had made a short term gain, the hotels sales team’s behaviour made him nervous and question their professionalism and he felt uneasy about accommodating his customers in either hotel. Were the sales operators of these organizations acting as a team and looking at the big picture… maybe not and what damage was done to the long-term result for the organization and its prospect for future sales?

SELL THE COMPANY, NOT JUST THE PRODUCT AND ALWAYS THINK… ‘RELATIONSHIP’!

Poor sales and marketing and the role of intelligence…

Company difficulties can also arise from insufficient understanding of the competition and not knowing one’s strengths and weaknesses in relation to those of our business rivals and in relation to a changing market. This lack of knowledge and understanding will inevitably lead to us forfeiting opportunities. How much competitor analysis is undertaken by those businesses that fail? I suggest little or none. (Do we do competitor analysis and market trend analysis on a regular basis… no huh)? Managers need to carefully look at the total market for new business opportunities rather than just trying to do the same old same old at 110%.

We must avoid becoming blinded by our own perspective (or lack of perspective) on the market or of becoming too immersed in operational details that can cause us to lose sight of how the overall operation is progressing. Lets face they guy on TV who sometime back said ‘Germany will never again be a leading economy if it insists on continuing to make manufactured products that no one wants to buy’, was right. The best production in the world won’t save us from the bloody-minded attitude that “this is what we do and we don’t want to change”.

On a more light hearted note, maybe we also need to look at the ratio of sales staff to administration and production and perhaps sack two accountants, four engineers, fifty percent of the HR department and anyone we are carrying on the payroll out of some perverse sense of loyalty. Then spend the money we save… to hire, train, encourage, cajole, push or even glorify the sales team. That’s where to money is… with their ‘best mates’… “THE CUSTOMERS”

SHARP CORPORATION OF JAPAN STARTED OUT MANUFACTURING BELT BUCKLES AND MOVED ON TO MECHANICAL “EVERSHARP” PENCILS AND NOW…?

ERICSSON ONCE SOLD ARMY BOOTS AND TOILET PAPER TO THE RUSSIANS.

If your company is not constantly reinventing itself can I suggest your need to move to an organization that is. The big question we all need to ask… Is my organization moving with the times, does management have a sound vision of its future and is the vision appropriate for where the world appears to be heading?

This skill is particularly handy for influencing where a common purpose, vision or another’s enthusiasm is missing, poor commitment levels are evident, “ho hum” attitudes exist or desired behaviors (required for success in a task) are not being demonstrated.

So how can we use this skill to influence others and what are the behaviors we need to adopt to use it effectively?

Firstly we must show appropriate enthusiasm

Share your own enthusiasm through your voice, intonation and body language when selling the benefits of the desired course of action for the individual you are trying to involve. If you just stand up and factually state what you want things to look like or outcomes you are seeking in a formal boring tone you satisfactory or inspiring picture will be created.

Paint a verbal picture of the future using descriptive language

Much as you would develop a corporate or private ‘vision’ you need to paint a picture of how where you and the other person will be or what things would look like and how much better they would be, especially for the individual involved if he/she (or they) comply, or better still commit, to what you are proposing.

Be brief or “broad brush” about your vision and don’t get bogged down in the details

Exactly how things will be done or the details can come once commitment has been obtained. Others are more likely to be enthusiastic about a ‘broad brush’ or ‘big picture’ ideas about a more satisfying future. I have seen this proven many times when conducting company vision sessions, great enthusiasm until the detailed WORK has to be done. So details should only be approached when “buy-in” is truly achieved.

Include the person you are trying to influence in the picture

Find out what benefits or situations are of interest to the other person by asking questions and carefully listening to the answers. Find out how you can align your desired future state with their aspirations and desires. Focus specifically on how they could contribute or become involved. Ask questions such as, what interests or excites them about the future and how they can see it contributes to their future.

If you would like to read other blog articles by Ric and you came direct to this page you can go to main blog by clicking on the white “orglearn.org” in the header panel above!

While you’re here if you can’t align your vision of the future with your current employer take a look at the free blank resume form and perhaps to paint a new future for yourself by following the link!

I recently read a great quote that I feel is appropriate here:

“The empires of the future are empires of the mind.” – Winston Churchill

Finally according to Marty Latz of the Negotiator Magazine: “Our tendency to be unduly influenced by such visual, emotional and flashy language (essentially verbal pictures) and to be less influenced by dull, statistical evidence, is called vividness bias.” So want to be influential and have people buy into you propositions? Perhaps this summary will help:

Enthusiastically communicating using descriptive language to paint a verbal picture of a desired future and placing the other person in the picture will help you to influence others to your vision.

‘Jan. 26 2010 PRNewswire/ — According to a recent national survey by Lee Hecht Harrison, the majority of workers in the U.S. find their bosses likeable, but feel the management within their companies have room for improvement.’

Well that’s a “no brainer” of course and I guess it will always be the case however their next statement gives a little more insight.

“When asked to rank which qualities their boss best exhibited, likability took the top spot among U.S. workers, followed by leadership, honesty, fairness, patience and loyalty. Although leadership ranked second, just less than half of workers polled (49%) thought their managers exhibited strong leadership skills – a sobering data point reinforcing the need for renewed focus on leadership development.”

I have seen in many countries the problem of bosses wanting to be liked. To be honest if you are an individual that needs to be liked can I suggest you don’t take on a leadership role. You don’t want to be hated either however you must be respected if you are wanting to be an effective leader.

There are many aspects of to gaining respect however here is a short checklist.

Openness: let people know what you want from them and how you feel about their efforts

Competence: if you can’t demonstrate that you are a competent person you will never gain committed followers

Consistency: a measured and stable attitude to work and followers is essential if you are to reduce unwarranted levels tension and promote excellence

According to the website Bizcovering [and I agree] you also need to ‘Show courage in facing difficult issues even admitting own mistakes, maintain your vision consistently and involve everyone positively’. They go on to say a “most importantly. you need some mechanism for sustaining hope when things otherwise look sour.”

Another key survey finding uncovered: “Motivation & Mentorship Lagging: Only 24% of employees polled felt that their manager displayed motivational skills [I think they mean inspirational skill as I have explained in another blog post] and the same number noted that their supervisor failed to mentor and explain the choices made from an organizational perspective.”

**Link for direct page viewers return to main blog if you would like to read other blog posts on career and leadership success!

If you are looking to work for a more effective leader and need a change of jobs/employers take a look at the free blank resume form!

Finally can I suggest that again the central problem is poor communication skills. I have written many posts on the need to communicate well as a manger, the difficulties most of us have and some of the solutions available. Can I also strongly suggest that if you are a manger and not currently reading (or have never read) a book on leadership and/or leadership communication, best visit your local bookstore as soon as possible.

Creative

Hackman and Johnson (1991) state that creativity is “challenging the status quo by seeking out new ideas…” Managers typically concern themselves with status quo maintenance, but leaders move beyond status quo to face and deal with the future. Transformation requires innovation and fresh perspectives to enduring questions. Many managers I deal with think that they will never become leaders because they don’t see themselves as being creative. Remember creative thinking can be taught and creative thinkers can hired and good leaders can effectively use the creativity of those around them… if the have the wisdom to listen.

Interactive

Hackman and Johnson (1991) also suggest that an interactive leader provides better direction than a non-interactive leader. In order to meet the needs of the follower, the leader must take a posture of open participation with follower. They also contend ‘that interaction is central to putting leadership into motion’. Many other theories (and practical experiences) of leadership emphasize the need for (effective) communication in order to attain success. Remember though communication is not interaction its merely the conduit between individuals. The important issues are found in dictionary definitions… “acting in close relation with each other” or “affecting each others behaviour”.

ARE WE CREATING TOMORROW OR BANKING ON THE PAST?

Empowering

Empowerment is fourth aspect that Hackman and Johnson (1991) suggest is important. Empowerment is the ability to “translate intention into reality and sustain it [for the followers]” (Bennis & Nanus, 1985). B & N further explain that ‘empowerment is the reciprocal of power and that empowerment puts duality into motion’. In other words, power translates into empowerment and empowerment, in turn, creates more power. Without leaders promoting responsibility and displacing power, followers cannot fully achieve their potential. This as we know is a big challenge in some Asian cultures. The key is if you want to have a modern successful organization, you as a leader must address this issue.

Visionary

Perhaps the most elemental characteristic of the transformational leader, “more than anything else, transformational leaders communicate a vision to their followers” (Hackman & Johnson, 1991). Zorn (1991) notes that vision helps to rally action toward achievement of the goal. Leaders must not only speak the vision, they must also enact the vision for individuals and the organization. Vision sets the direction and it is impossible to get where you want to be without direction. Can you or you staff quote your company’s vision, (or your own for that matter). So much has been said about vision and its central role in business and success, any more here would be superfluous.

A VISION WITH POWER CAN CHANGE MEDIOCRITY INTO EXCELLENCE

Passionate

‘Transformational leaders are passionate in their commitment to task and people alike’ (H & J, 1991). Bennis and Nanus (1985) again elaborate, “like explorer and artists, [leaders] seem to focus their attention on a limited field – their task – to forget personal problems, to loose their sense of time, to feel competent and in control”. To transform leaders must have a strong commitment to their vision. Passion is essential for this strong commitment, without passion there is no real direction and vision is short-lived.

Ethical

One final notable characteristic is that of high ethical standards. Any discussion of transformational leadership must include ethics. Burns (1978) comments, “Leaders must effectively ‘connect with’ followers from a level of morality only one stage higher than that of the followers, but moral leaders who act at much higher levels relate to followers at all levels…” Blanchard and Peale (1989) suggest that a manager with strong ethical standards is armed with the ability to do the right thing all of the time. They further conclude that ethics must not only be the result, but ethics must be involved in the process of decision making. An effective leader must be committed to ethical responses to any situation.

ETHICAL BANKERS, ACCOUNTANTS, LAWYERS, CORPORATE EXECUTIVES AND POLITICIANS… NOW THERE’S AN IDEA!

Refs: Hackman, M. & Johnson, C. (1991) Leadership. Waveland Press.
Zorn T E (1991). Construct system development, transformational leadership and leadership messages. Sthn Communication Jrnl, 56 (3), 178-193. Journal of Leadership Studies in 1995

Ric (orglearn) **Link for direct page viewers return to main career success blog to check out other posts!

While you’re here take a look at the free blank resume form!

SUMMARY

Transformational leadership assumes that people will energetically follow an individual who has the ability to inspire them and who can use others natural motivation to strive towards a shared vision. A person to be a true motivational leader must in addition to having worthwhile vision show a willingness to excel and the competence do great things in a creative new way. Transformational leadership to be successful assumes that agreed tasks can be accomplished by injecting commitment and enthusiasm among the followers.

Transformational leadership adjectives: articulate, uplifting, passionate, caring, trustworthy, integrity listening, committed, serving, influencing, encouraging, charismatic, creative, innovative, empowering and confident.

Transformational leaders set an example and become a role model for their followers. Transformational leaders see their followers as individuals and treat them as such.

In light of recent events transformational leadership’s capacity to reshape social and physical relationships is more needed than ever. Perhaps it is time to destroy old way of living and make way for new one. Finally transformational leadership encourages people to surpass their current levels of achievement and embrace a dynamic and innovative way to approach our future at a personal, organizational and political level. The world currently seems to be crying out for true leadership, transformational leadership, at all levels of society.

One more time:

INSPIRING AND ETHICAL BANKERS, ACCOUNTANTS, LAWYERS, CORPORATE EXECUTIVES, BUSINESS LEADERS AND POLITICIANS… NOW THERE REALLY IS A TRANSFORMATIONAL IDEA!

Old style leadership anagram

Despotic Anagram (old thinking)

Dictatorial & commanding
Evaluates rather than values
Suspicious and cynical
Power seeking & taking
Oppresses differences
Total control seeker
Intrustive & instructive
Cold and calculating

Nothing too inspiring about despots!

“THE WORLD THAT WE HAVE MADE AS A RESULT OF THE LEVEL OF THINKING WE HAVE DONE THUS FAR CREATES PROBLEMS THAT WE CANNOT SOLVE AT THE SAME LEVEL AT WHICH WE CREATED THEM” – Albert Einstein

So what we need is great teams leveraging on each others ideas and talents inspired by great leaders.

Leadership Anagram (new thinking)

Love of followers is demonstrated
Empathetic with individuals at all levels
Able to create vision & achieve the mission
Democratic decisions & communicates
Empowers & encourages others
Resilient, overcomes setbacks
Sharing, provides for followers needs
Hopeful, positive & future driven
Intelligent, uses the head and heart
Persistent, sticks to the task, never gives up

SO WHICH ONE IS MORE LIKE YOU? – (ACCORDING TO THE STAFF?)

The short wall sign you should put up in your office if you want to learn the formula to becoming a great leader!

A personal oath you can make to yourself if you want to become a great leader:

I will take a long term view, conceive and communicate a well thought out and positive vision that is tested and supported by an appropriate set of values

I will always be innovative and take care to effectively decide what is important and what is just clutter and I will actively promote that which is important.

I will readily elicit and accept help and will stay close and constantly listen to and consider the suggestions made by my key players.

I will strive with passion to build a team (rather than a group) where reward is linked to outcomes and continuous learning is the norm.

I will take care to see, recognize and celebrate the best that followers contribute and allow others to shine and share in the spotlight.

I will actively remember that now is the only time we ever have will always live in the present

I will ungrudgingly be willing to make personal sacrifices to actively ensure the best outcomes for my followers.

So do you really want a leadership role?

**Link for direct page viewers return to main career success blog to check out other posts!

While you’re here take a look at the free blank resume form!

Leadership takes competence and confidence so remember:  “The most important words you will ever hear are those that you say to yourself about yourself when you are by yourself.” source unkown.

Ric (orglearn)

Some of the assets we need as individuals seeking success:

Gates: ‘continuing to learn from those that live the topic’
Buffet: ‘developing our communication skills’

What Buffet admires about Gates: His charity to others and his commitment of energy, skill and money
What Gates admires about Buffet: His integrity and willingness to share his knowledge and experience

This is a must watch video for any aspiring and positive human being looking for something to form the pillars of their career.

Ric (orglearn) **Link for direct page viewers return to main career success blog to check out other posts!

While you’re here take a look at the free blank resume form then do your resume and perhaps you can ensure that it contains and communicates examples of how you represent a person of integrity, passion, charity with a willingness to be a continuous learner!