On Launching A Leadership Revolution

I recently finished reading Launching A Leadership Revolution – Mastering The Five Levels of Influence – by Chris Brady and Orrin Woodward.

Below are key excerpts that I found particularly insightful:

1- “Leadership ability is a lot like the drilling equipment used by Yates and his partners to discover the richness of oil that already existed beneath him. Each of us; has a natural wellspring of talent and ability buried within. The drill of leadership is required to tap into the geyser of our potential. As with Yates’s drilling equipment, leadership ability will take effort to attain, but the rewards are incalculable.”

2- “We wrote this book because our work with tens of thousands of entrepreneurs across North America for more than a decade has convinced us that most people (and their organizations) have much more potential locked away inside of them than they realize. Leadership is the key that opens the lock on that potential. Time and again we have seen people come alive and achieve things they never thought possible, once they started learning to take responsibility for leadership. The results, quite frankly, have been revolutionary.”

3- “Leadership is the influence of others in a productive, vision-driven direction and is done through the example, conviction, and character of the leader.”

4- “While people may exhibit differing natural levels of leadership, everybody can cultivate and grow his or her leadership ability. Besides, ability differs from one endeavor to the next, so that a person may have weak influence in one area but be strong in another. Everybody can be a leader at something. and usually people s strengths lie in areas that interest them greatly.”

5- “The three characteristics of “raw material” for a leader are: 1. Hungry 2. Hone-able 3. Honorable. These are the foundational qualities of a leader, the Three Hs that must be possessed by the leader-to-be as a prerequisite to further advancement.”

6- “Hunger itself is one of the biggest facets of leadership. Hunger provides the energy to begin, the stamina to persist, and the will to finish an endeavor. It is this hunger or ambition that births leadership.”

7- “All of leadership starts with hunger. At any point in time when the leader is not hungry, the leader is not functioning as a leader. This may sound radical, but it is true. Remember, a leader takes people somewhere. The moment the leader is not moving, the leader is not leading. And it takes ambition to keep the leader moving…Along each side of the road are shoulders. Often the shoulders of roads are comprised of gravel…On the left shoulder is comfort. Comfort is fine in small doses and in certain areas of life, but, like gravel, it can also serve as a warning. Remember, ambition flourishes in discontent with the status quo. Discontent and comfort cannot coexist. If a leader becomes too comfortable, ambition will die, and the soft gravel of comfort can pull him or her down into the Ditch of Complacency…Also notice that being a leader means traveling close to the Shoulder of Frustration. In fact, this is the mark of any true leader, being a leader is a study in managed frustration. How can one have ambition tor a brighter tomorrow without being frustrated at the current set of realities? How can a leader be at war with the status quo and not be frustrated at the same time? The answer, of course, is that no leader can. Any real leader traveling the Road of Success toward his or her dreams will encounter frustration along the journey. Frustration can be healthy, but, just like the shoulder on the other side of the road, this gravel of frustration presents a trap. Too much frustration can be a warning to the leader that his or her attitude is dipping and could pull the leader down into the Ditch of Discouragement.”

8- “The Three Levels of Motivation There are Three Levels of Motivation where hunger is fed and nurtured. The first is not quite as powerful as the second, and the second is not quite as powerful as the third. Motivation Level 1: Material Success This first category is comprised of all the material things that excite our senses and stimulate us to want to perform. For many people, one of the attractive aspects of performing as a leader in their field is the material or financial gain that can accompany that success…Motivation Level 2: Recognition and Respect The next level of motivation is comprised of recognition and respect. This is a deeper, more powerful level than that of material success…Motivation Level 3: Purpose, Destiny, and Legacy.”

9- “And as any leader will soon discover, real, true. Lasting accomplishment comes mostly from the “deeper” levels of motivation. Indeed, a strong sense of purpose, an understanding of personal destiny, and the desire to leave a lasting, positive legacy obedient to God’s vision for us are by far the strongest types of motivation. Leaders must cultivate these sources of motivation on a regular basis to fuel performance and sustain it over the long haul. Every action one takes is either one step closer or one step farther from his or her destiny. Remember, many begin the journey. Very few finish well. It’s the hungry who make it.”

10- “Foundational Quality 2: Hone’able – The definition of hone is “to sharpen or smooth with a whetstone or to make more acute, intense, or effective.” The second foundational quality of a leader is to be hone-able, to have an attitude that allows intensifying and sharpening…For a leader there is no completion to education. We need to live like we will die tomorrow and learn like we will live forever. When a leader remains teachable, his or her potential is limitless. With this in mind, there are several roadblocks to learning that a leader must constantly avoid…Arrogance…Disinterest…Wrong Assumptions…Entrenched Habits…Not Invented Here Syndrome…Wrong Priorities…Cynicism.”

11- “Foundational Quality 3: Honorable – Integrity can be considered as the condition of “not doing what’s wrong.” Character can be defined as doing the right thing, for the mere reason that it is the right thing, even if that thing is difficult and unpopular. The two sewn together make honor.”

12- “Vision comes from the picture of a dream in the leader’s mind. One doesn’t always get what one wants, and one doesn’t always get what one deserves, but one does generally get what one pictures. Having a clear mental picture is the vision the leader carries and casts. Some call it visualization. This is where the dream-building exercise can come in handy, serving to build and maintain a clear vision in the mind of the leader. It is the iterative Cycle of Achievement loop that leaders deploy in their planned attack on the status quo. Understanding each of the parts and using it as a road map allows leaders to improve their performance on a continuing basis. The Cycle of Achievement gives leaders one way to describe that improvement process and keeps them on track as they rotate the cycle over and over again. With every rotation, the leader improves, advances, and betters himself. (vision, goal setting, game planning, working, seeking counsel).”

13- “Personal growth is internal, taking place deep within a leader. Often, when people embark upon the journey of becoming leaders, they feel frustrated at a lack of external results to show for their efforts. But the process of becoming a leader starts with a lot of effort, which results in improvements the outside world cannot yet see. The gains are internal, inside the person. Only later will all the effort at personal growth and improvement show up in the form of external result Stephen Covey says, “Internal victories precede external victories.””

14- “The Three Categories of Personal Effectiveness: I – Character  1. honesty 2. integrity 3. courage 4. proper values based on absolute truths 5. faith 6. a humble spirit 7. patience with others 8. discipline 9. self-mastery  II- Tasks 1. acceptance of responsibility 2. work ethic 3. availability 4. willingness to invest time 5. tenacity 6. perseverance 7. execution III- Relationships 1. accepting people 2. approving of people 3. appreciating people 4. seeing the good in people 5. encouraging people 6. caring for and about people 7. putting others first 8. seeking win-win arrangements 9. helping people accomplish tasks 10. living the “Golden Rule”.  ”

15- “The Five Levels of Influence Explained – This concept of Levels of Influence will be explored within the framework of the following hierarchy: 1. Learning 2. Performing 3. Leading 4. Developing Leaders 5. Developing Developers of Leaders…Note that the playing field is not level. It is more like a flight of ascending stairs. This is because as a leader progresses through the leadership-development process, his influence increases and the impact of his efforts have broader scope. Also, as the leader ascends the Levels of Influence, each of the previous levels stays with him. Just because a leader has advanced to the level of Performing doesn’t mean he stops Learning. Likewise, a leader who advances to Developing Leaders cannot stop Leading in other areas, and so on.”

16- “The First Level of Influence, Learning: Presuppositions or the “Art” of Learning – Learning Is a Top Priority, Leaders Can Learn from Anyone, Leaders Can Learn Best from Those Who Have Results | Actions or the “Science” of Learning – Leaders Learn About People Leaders Learn About Basics, Leaders Learn About Goals and Objectives, Leaders Learn About Processes, Leaders Learn About Measurements of Performance, Leaders Learn About Rewards, Leaders Learn about Histories, Leaders Learn About Environment, Leaders Learn About Obstacles and Oppositions, Leaders Learn from Books, Leaders Learn from Audio Recordings, Leaders Learn from Videos, Leaders Learn from Association with Other Successful Leaders, Leaders Learn from Coaches and Mentors, Leaders Learn from Action, Leaders Learn by Controlling the Flow.”

17- “The Second Level of Influence, Performing: Presuppositions or the “Art” of Performing – Performers To Understand that Results Come through Personal Effort, Performers Understand that Champions Don’t Start Out that Way, Performers Know There Will Be Many opportunities to Feel Second Best, Performers Don’t Expect Fair Treatment, Performers Know There Will Always Be Critics, Performers Know There Will Always Be Strong Adversaries, Performers Understand that Breaks Will Come to Those Who Prepare, Performers Know that Attitude Conquers Circumstances, Performers Understand that Desire Trumps Talent, Performers Can Never Be Satisfied, Performers Know There Is Power in Belief | Actions or the “Science” of Performing – Performers Work as Part of an Overall Team, Performers Edify the Organization’s Leadership, Performers Promote the Training System and Learning Environment, Performers Follow the Proven Methods, Performers Build on Their Basic Strengths, Performers Initiate Activity, Performers Push to Grow and Improve, Performers Become Relatable, Performers Become Believable and Demonstrate Conviction, Performers Maintain a Positive Attitude, Performers Give Their Best in Every Situation, Performers Get Results (Execute), Performers Ignore Their Press Clippings.”

18- “The Third Level of Influence, Leading: Presuppositions or the “Art” of Leading – Leaders Understand that Results Come Trough Team Effort, Leaders Understand that People Buy In to the Leader before Anything Else, Leaders Understand the Importance of Finding and Developing Good People, Leaders Understand that Dealing with Inadequate Resources Is Common, Leaders Understand that Leadership Is the Limitation, Leaders Understand the Impact of Their Actions on the Organization, Leaders Understand that Leadership Is about Sacrifice, Leaders Understand that a Leader’s Job Is Never Done | Actions or the “Science” of Leading- Leaders Model the Way, Leaders Compel Individuals to Perform, Leaders Coach Others, Leaders Become Servants, Leaders Operate as Field Commanders, Leaders Orchestrate Activity, Leaders Measure Results, Leaders Solve Problems, Leaders Communicate.”

19- “The Fourth Level of Influence, Developing Leaders: Presuppositions or the “Art” of Leadership Development – Level 4 Leaders Know Results Will Come Through the Efforts of Other Leaders, Level 4 Leaders Understand the Power of Duplication, Level 4 Leaders Know that leaders Have Strengths in Various Areas, Level 4 Leaders Know the Vision Must Be Big Enough for Many Leaders, Level 4 Leaders Know that Recognition Is the Most Valuable Motivator | Actions or the “Science” of Leadership Development – Level 4 Leaders Compel Other Leaders to Get Team Results, Level 4 Leaders Become Talent Scouts, Level 4 Leaders Empower Other Leaders, Level 4 Leaders Learn to Mentor.”

20- “…when identifying potential leaders, there are a few more attributes to consider so that the Level 4 Leader does not waste time mentoring those who will not blossom into effective leaders. These are: 4. Activity 5. Respect 6. Connected relationship 7. Attitude 8. Relatability.”

21- “Level 4 Leaders must understand that the process of mentoring is a balancing act. Just as the road to success is bordered by Ditches of Discouragement and Complacency, the process of mentoring is bordered by the Ditches of Friendship and Dictatorship.”

22- “Regarding the protege, the mentor wishes to know: 1. What makes him tick? 2. What makes him special? 3- Why did he get involved in his particular field? 4. What motivates I him? What are his dreams? 5. What is his personality or temperament? 6. What challenges has he had in his life? 7. What victories has he had? 8. What principles does he understand and embody? 9. What principles does he still need to learn? 10. What blind spots does he have about himself? 11. What is his commitment level? 12. What is the basis of his character? 13. Where is his thinking?”

23- “(On Mentoring) Sets the Example, Asks Questions, Builds the Relationship, Affirms the Protege, Builds the Protege’s Belief, Builds the Protege’s Dream, Kills the Protege’s Fear, Gives Confidence, Keeps the Protege in the Action Phase, Reframes the Protege’s Challenges, Allows Struggle to Instruct, Encourages the Protege, Spreads Contagious Enthusiasm, Teaches the Philosophy, Course-Corrects and Confronts the Issues, Gets the Protege to Take Responsibility, Challenges the Protege, Pursues a Heart Change, Develops Balance in the Protege.”

24- “The Fifth Level of Influence, Developing Leaders Who Develop Leaders: Presuppositions or the “Art” of Level 5 -Results Will Come Through the Endurance and Succession of the Vision, The Vision and the Leader Are Intertwined | Actions or the “Science” of Level 5 – Attract the Highest-Caliber Leaders to the Cause.”

25- “The concept of the Five Levels of Influence is especially helpful for many reasons. First, it helps an individual gauge his own ability and understand how and where to improve. Second, it helps a leader understand where people are in terms of ability and what to do to help them develop. Third, it assists a leader in evaluating the Leadership Level that exists in any portion of his or her organization. Understanding this information about self, people, and organizations becomes extremely helpful in diagnosing issues and providing guidance, correction, and direction.

Regards,

Omar Halabieh

Launching A Leadership Revolution

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