Download - Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved. THE LEADERSHIP CHALLENGE
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
THE LEADERSHIP CHALLENGE
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Leadership is the art of mobilizing others to want to
struggle for shared aspirations.
Jim Kouzes & Barry Posner,The Leadership Challenge
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Leadership is ultimately about creating a way for people to
contribute to making something extraordinary
happen.Alan Keith,Genentech
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
How We Learn
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Leadership is not about personality; it’s
about practice.
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
THE FIVE PRACTICES OF
EXEMPLARY LEADERSHIP
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
The Five Practices of Exemplary Leadership®
Model the Way Inspire a Shared Vision Challenge the Process Enable Others to Act Encourage the Heart
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Model the Way
Clarify values by finding your voice and affirming shared ideals.
Set the example by aligning actions with shared values.
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Inspire a Shared Vision
Envision the future by imagining exciting and ennobling possibilities.
Enlist others in a common vision by appealing to shared aspirations.
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Challenge the Process
Search for opportunities by seizing the initiative and by looking outward for innovative ways to improve.
Experiment and take risks by constantly generating small wins and learning from experience.
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Enable Others to Act
Foster collaboration by building trust and facilitating relationships.
Strengthen others by increasing self-determination and developing competence.
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Encourage the Heart
Recognize contributions by showing appreciation for individual excellence.
Celebrate the values and victories by creating a spirit of community.
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
THE FOUNDATION
OF LEADERSHIP
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Leadership is in the eyes of other people; it is
they who proclaim you as a leader.
Carrie Gilstrap, Hewlett-Packard
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What do you look for
and admire in a leader, someone whose direction
you would willingly follow?
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Characteristics of an Admired Leader
_16%_ Ambitious_35%_ Broad-minded_22% Caring 68% Competent_25%_ Cooperative_25%_ Courageous_34%_ Dependable_25%_ Determined_39%_ Fair-minded 71% Forward-
looking
89% Honest_17%_ Imaginative_ 4% _ Independent 69% Inspiring_48%_ Intelligent_18%_ Loyal_15%_ Mature_10% _Self-controlled_36%_ Straightforward_35%_ Supportive
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Desired Characteristics of a Leader
Honest Forward-looking Inspiring Competent
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Source Credibility
Trustworthiness Expertise Dynamism
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Credibility is
the foundation
of leadership.
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
The Kouzes-Posner First Law of Leadership
If you don’t believe in the messenger, you won’t believe
the message.
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High Management Credibility
Be proud to tell others they’re part of the organization
Feel a strong sense of team spirit
When people perceive their immediate manager to have high credibility, they are significantly more likely to ––
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High Management Credibility, Cont’d
See their own personal values as consistent with those of the organization
Feel attached and committed to the organization
Have a sense of ownership of the organization
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Low Management Credibility
Produce only if they’re watched carefully
Be motivated primarily by money
When constituents perceive their manager to have low credibility, they are more likely to ––
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Low Management Credibility, Cont’d.
Say good things about the organization publicly, but criticize it privately
Consider looking for another job if the organization experiences problems
Feel unsupported and unappreciated
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MODEL THE WAY
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Model the Way
Clarify values by finding your voice and affirming shared ideals.
Set the example by aligning actions with shared values.
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
What is credibility behaviorally? How do you know it when you see it?
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DWYSYWD
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
The Impact of Values Clarity on Commitment
High
High
Low
Clarity of Personal Values
4.87
Low
Clarity of
Organizational
Values4.90
6.26
6.12
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Corollaries to the First Law
You can’t believe in the messenger if you don’t know what the messenger believes.
You can’t be the messenger until you’re clear about what you believe.
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Having faith in my principles and beliefs gave me the courage to navigate
difficult situations and make tough decisions.
Tim Avila, CMP Media Electronics Group
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Shared Values Make a Difference
When values are shared, people feel– More personally effective and
successful Less personal and job-related stress More loyalty and pride in the
organization Clearer about organizational values
and job expectations
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Shared Values Make a Difference, Cont’d.
More willing to work hard and care about what they do
More aligned with the organization’s ethical standards
More committed to the organization’s key stakeholders
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The action that made the most difference was
setting a personal example.
Idan Bar-Sade, BridgeWave
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Align Actions with Values
Spending
Time
Critical
Incidents
Stories
Communica-tions and Interactions
Symbols and Rituals
Rewards
!?
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Leadership opportunities are presented to everyone. What makes the difference between being a leader or not is how you respond in the moment.
Michele Goins, Chief Information Officer, Imaging and Printing Group,
Hewlett-Packard
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INSPIRE A SHARED VISION
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Inspire a Shared Vision
Envision the future by imagining exciting and ennobling possibilities.
Enlist others in a common vision by appealing to shared aspirations.
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Vision trumps everything. Organizations are most effective when a well-
articulated and ambitious vision of the future exists.
Nancy L. Zimpher,
President, University of Cincinnati
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What is a Vision?
Ideal Unique Image Future-oriented Common purpose
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When Visions Are Clear
Job satisfaction
Commitment and loyalty
When executives effectively communicate the vision, people report significantly higher levels of ––
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When Visions Are Clear, Cont’d.
Esprit de corps
Clarity about organizational values
Pride in the organization
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To Envision the Future and Enlist Others
Imagine the possibilities
Find a common purpose
Appeal to common ideals
Animate the vision
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Listen Deeply and Determine What’s Meaningful
What people want–– Challenging, meaningful, purposeful work
A chance to be tested, to make it on one’s own
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Listen and Determine What’s Meaningful, Cont’d.
A chance to … Take part in a social experiment
Do something well Do something good Change the way things are
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Be Forward-Looking in Times of Rapid Change
Read cutting-edge magazines
Read articles and books by futurists
Identify themes in the news, talk shows, movies, blogs
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Be Forward-Looking in Times of Change, Cont’d.
Watch trends in the bestseller lists of books, videos, games
Ask your team what trends they think the future holds
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You have to paint a powerfully compelling
picture of the future for people to want to align with the vision.
Vicky Ngo-Roberti, VMware, Inc.
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Bringing a Vision to Life
Metaphors Examples Word pictures
Theme songs
Quotations Pictures
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Bringing a Vision to Life, Cont’d.
Analogies Anecdotes Slogans
Poetry Humor Symbols
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CHALLENGE THE
PROCESS
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Challenge the Process
Search for opportunities by seizing the initiative and by looking outward for innovative ways to improve
Experiment and take risks by constantly generating small wins and learning from experience.
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Seize the Initiative. Everyone
performs better when they take
charge of change.
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Sometimes you just have to go against the grain and do what you think is right because you
believe so strongly in a philosophy and a long-term
way of doing business.
Jacqueline Maartense, Managing Director, Intuit, United Kingdom
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Sometimes you just can’t predict where the change will come from, but you have to have your eyes wide open if you have any hope of even
catching a glimpse of it. Michael Priest,
CEO, Bay Area Credit Services
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Exercise Outsight
Be open Stay in touch Step outside of boundaries
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Success does not
breed success.
It breeds failure.
It is failure which breeds success.
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Leaders Help People Stretch Themselves
Generate small wins Create a climate for
learning from experience
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Leaders Help People Stretch, Cont’d.
Learn to be an active learner
View change as challenge
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The best leaders are the best learners.
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Approach Stress Positively
High Stress, High Illness
Consider challenge taxing
Feel powerless
View change as a threat
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Approach Stress Positively, Cont’d.
High Stress, Low Illness Consider challenge interesting Feel that they can influence the outcome of a situation
View change as an opportunity for development
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Foster Hardiness
Build a sense of control with challenging tasks that are still within the person’s skill level
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Foster Hardiness, Cont’d.
Offer more rewards than punishments
Encourage people to see change as full of possibilities
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ENABLE OTHERS TO ACT
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Enable Others to Act
Foster collaboration by building trust and facilitating relationships.
Strengthen others by increasing self-determination and developing competence.
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To be successful, teams must adopt a www.com (we will
win) mind-set, and not an imm.com
(I, me, myself) mind-set.
Lily Cheng, PACE Learning & Consultancy, Singapore
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Create a Climate of Trust
Show trust to build trust Be open to influence
and alternative viewpoints
Tap other people’s expertise and abilities
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Create a Climate of Trust, Cont’d.
Stay sensitive to people’s needs and interests
Share information and resources
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Create a Sense of Interdependence
Structure projects to promote joint effort
Promote positive face-to-face interactions
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Create Interdependence, Cont’d.
Structure projects to promote joint effort
Promote positive face-to-face interactions
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I may not be the most knowledgeable person...
but I know how to get people to think well about
themselves.
Joyce Clifford, Executive Director, Institute for Nursing Healthcare Leadership
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Enhance Self-Determination and Build Competence
Provide more choices on how to serve customers, solve problems, do a project, exercise independent judgment
Define jobs more broadly to permit increased flexibility and discretion
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Self-Determination and Competence, Cont’d.
Set up conditions so that everyone feels ownership for the whole job
Organize work to build competence
Provide training and technical support
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Self-Determination and Competence, Cont’d.
Create occasions for networking with others in the organization
Be a hands-on coach
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Great leaders grow their constituents into leaders
themselves.
Edmar Soriano, Tutoring Club of Fremont/Newark
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ENCOURAGE THE
HEART
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Encourage the Heart
Recognize contributions by showing appreciation for individual excellence.
Celebrate the values and victories by creating a spirit of community.
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Sometimes a “thank you” is more important than a
big victory party.
Tsung-Chieh (T. C.) Lin, SoSIL Manager, Ground Systems, BAE Systems
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Expect and Recognize the Best in Others
Set a high standard Find people doing things
right Be creative about
incentives Make recognition public
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Link Performance and Rewards
Make sure people know what is expected of them
Provide feedback on performance
Reward only those who meet or exceed the standards
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Without ceremonies, there are no beginnings,
no endings. Life becomes an endless
series of Wednesdays. David Campbell, Senior Fellow,Center for Creative Leadership
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Connect Celebration, Community & Commitment
Use celebrations and ceremonies to reinforce behaviors important to realizing shared values and shared goals
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Celebration, Community & Commitment, Cont’d.
Celebrate in public
Put celebration on the schedule
Have fun together
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Celebration, Community & Commitment, Cont’d.
Be personally involved
Show you care
Use stories to build community and commitment
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DEVELOPING LEADERS
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Leadership development is
self-development.
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The most critical
knowledge for all of us—and for leaders
especially—turns out to be self-
knowledge.
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Leadership is not an affair of
the head. Leadership is an affair of the
heart.
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The best-kept secret of successful leaders is love: staying in love with leading, with the people who do the work,
with what their organizations produce,
and with those who honor the organization by using its work.
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Supplemental Slides
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
The following are additional quotes that you can use to present The
Five Practices of Exemplary Leadership. You can select one or more of these quotes to describe a part of a Practice or you can insert a similar quote from a leader you
know. We encourage you to customize your presentation to
make it your own.
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MODEL THE WAY
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Leadership is in the eyes of other people;
it is they who proclaim you as a leader.
Carrie Gilstrap, Hewlett-Packard
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Understanding my values allows me to be more
passionate about my work and gives a focus for what
everyone on the team should be striving for.
Juan Gonzalez, Industry Solution Manager, IBM
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One of the best ways to prove something is
important is by doing it yourself and setting
an example. Prabha Seshan,
Principal engineer, SSA Global
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Leadership is mostly the model you provide for
your peers in how you behave.
Neal Kucera Counselor, Camp Hope
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In many situations, daring to dream is not as important as daring to put your dreams into action.
Zhang Junli, Student Council President Raffles Junior College, Singapore
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INSPIRE A SHARED VISION
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By having one shared vision, one common goal, we were able to accomplish goals that stand, to this day,
as record-breaking. Alyssa Lee,
Tennis Team Captain
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You begin with the end in mind, by knowing what you dream about accomplishing,
and then figure out how to make it happen.
Jim Pitts, Northrop Grumman Corporation
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The greatest achievement of the human brain is its ability to
imagine objects and episodes that do not exist in the realm of
the real, and it is this ability that allows us to think
about the future. Daniel Gilbert,
Professor of Psychology, Harvard University
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Once you share a vision with others, it is not longer just
your vision; it is everybody’s vision and everybody’s
responsibility to accomplish that vision.
Claudia Lee, Basketball Team Captain
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It’s surprising how little skill people have in being forward-looking, or how
little effort most of us invest in learning to do this.
Dan Schwab, Director, Training and Organizational Development, Trust for
Public Land
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What made the difference was the vision of how
things could be and clearly painting this picture for all
to see and comprehend. Mark D’Arcangelo, System Memory Product
Marketing Manager, Hitachi Semiconductor
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CHALLENGE THE
PROCESS
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When the process challenges you, challenge back.
Allison Avon, CoordinatorSchool’s Annual Fashion Show
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I realized that my job
as a leader was
to make change
each and every day.
Robin Selden, Logitech
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Leaders are not afraid
to take risks and step outside their comfort
zones.
Chris Hintz, Cisco Systems, Inc.
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Never test
the depth of the water with both feet.
African proverb
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In the future I plan to set up experiments, start small, listen and talk with people about how they think the process should be
accomplished, give people choices, and make it easy for
them to say “yes.” Kathryn Winters,
NVIDIA Corporation
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Leadership is learning by doing, adapting to actual conditions. Leaders are
constantly learning from their errors and failures.
Claude Meyer, Red Cross, Kenya
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ENABLE OTHERS TO ACT
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I cared about my team, focusing on the heart of it all.
Sarah Berg, Basketball Team Co-Captain
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Leadership is ultimately about creating a way for people to contribute to
making something extraordinary happen.
Alan Keith, Genentech
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We had to see ourselves as part of a whole, not some individual cog in
a wheel. Jill Cleveland,
Finance Manager, Apple, Inc.
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We acted together.
Raj Limaye, Deputy Manager, Datapro (India)
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
One person alone can never really accomplish as much as a group of truly dedicated persons can.
Jaspreet Sanghera, School Newspaper Photography Editor
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Leadership is not about being heroic. It’s about
inspiring people to believe that the problem can be
solved by working together.
Filip Morovich, Participant, Class Project
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
When I asked what they thought, others got excited,
took on responsibilities, and acted like leaders—
and the job got done!
Peter Freeman, Participant, Work Team
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
ENCOURAGE THE
HEART
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Through appreciation and celebration we show people that they are significant and their contributions are vital
to our overall success. Soumya Mitra
EMC Corporation
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
The first essential element of encouraging the heart is
recognizing the contributions of members of your team, no matter how small or seemingly
unessential to the overall process.
Alex Bron, Golf Team Walk-on
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Recognition is important, challenging, and easily
forgotten—so pay attention and don’t forget
to say “thanks.”
Mary Le, Intel Corporation
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
A sincere word of thanks from the right person at the right
time can mean more to an employee than a raise, a formal
award, or a whole wall of certificates and plaques.
Bob Nelson, 1001 Ways to Reward Employees
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If someone is doing a great job, what’s the problem in
letting them know that? Lindsay Levin,
Chairman, Whites Group
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Copyright © 2007 James M. Kouzes & Barry Z. Posner. All rights reserved.
Encouraging my teammates was one of the easiest and
most beneficial things I could do to make
the team better.Kirsten Cornell
Leader, Volleyball Team