“The winds and waves are always on the side of the best navigators.” – Edward Gibbon, English Historian
Leaders look beyond the current situation; beyond what is to what could be. That’s why leadership is all about change. It’s why leadership is action, not a position.
Growing our leadership is also a dynamic process. It begins at the center of our being and develops in multiple directions, each represented by the timeless leadership principles described in The Leader’s Digest. This “hub and spokes” model is the basis for The CLEMMER Group’s Leadership Wheel.
Are you tired of being teased by the people around you that you’re not a good leader? Have you ever tried to research about the good leadership? Well, everyone is not born to be a leader but has chance to be a good one. Good leadership is started from yourself. To be a leader is not a privilege but it is the right that we can enhance ourselves
My high school classmate is always a part of clubs and organisations in our school. She always received the leadership award during the end of our academic year. She has the potential in leadership. Why? Because she always think about her members wants and needs. She’s strict but in a right time and place. She did what she had promise and most of all she is a God fearing woman. Our teacher asked her secrets why all her members follow to her but she said that:
“The best recipe is glorifying God and have a confident that you can handle an organisation. Be honest and do what you have promise.”
Leaders also take initiative and do what needs to be done rather than waiting for “them” to do something (Chapter 3: Responsibility for Choices).
Leaders are authentic and lead by visible example, fostering openness and continuous feedback (Chapter 4: Authenticity). Leaders are passionate and build strong commitment through involvement and ownership (Chapter 5: Passion and Commitment).
Leaders lead with heart and rouse team or organisational spirit (Chapter 6: Spirit and Meaning).
Leaders grow people through strong coaching and continuous development (Chapter 7: Growing and Developing).
Finally, leaders energise people by building strong teams, inspiring, and serving (Chapter 8: Mobilising and Energising).
The wheel model provides a metaphor for situations faced by an organisation. For example, just as a wheel’s weight-bearing ability depends upon the strength of its hub, so too does the strength of an organisation’s hub (or core values) determine the weight of the performance and change issues that it is able to carry.