Working environment through human capital

To all my friends and all those who have continued to have me as their solutions provider thank you.

 

An industrial/organizational (I–O) leader helps clients and organizations improve productivity and create an optimal working environment through human capital consulting and strategies. Areas of consulting include but are not limited to selection and recruiting, training, leadership, and development, compensation and benefits, employee relations, performance management, succession planning, and executive coaching.

 

I truly believe in these words of wisdom from Mr. Napoleon Hill. I really do believe that no one person can succeed in any endeavor if they go alone. Well let me rephrase perhaps a person can if they believe they can, however it will take them a long time to get there but at one point or another they will need assistance to reach their full potential.

No one can succeed and remain successful without the friendly cooperation of others.
In today’s interdependent society, it is virtually impossible in any business, profession, or occupation for an individual to achieve great heights of success without the help of others. The best way to get friendly cooperation is to give it. When you make it a practice to encourage others and to help them advance in their careers whenever possible, most will reciprocate when you need their help. Give generously, and you will benefit in kind. 

Organizational Leadership and the psychology that goes into this field is far more difficult then what anyone can imagine. When I explain to people what my doctorate is on, people think that I am a psychologist and that is so far from the truth. So what is: Organizational Leadership?

Most institutions need strong organizational leaders. The Organizational Leadership specialization can help you develop skills to be an effective organizational leader in areas such as conflict resolution, organizational capacity and executive leadership. The job of someone like me is to help any organization l develop a strong knowledge-base in the practice of leadership in a variety of fields.

Who am I well this is me in a nutshell;
 Tenacious and enthusiastic- A drive for success with an entrepreneurial mind and soul.A vibrant professional with an eagle eye focus on results.Spirit to build and lead highly paced teams & Businesses towards achieving business objectives.I started from a young age o and worked my way through hard work and education to eventually where I am today.I'm a proud father and friend to my sons and daughter, Who are the balance of my world and everything I do and create. My children are my passion and my drive to succeed for greatness in life and living.

  

Leader-focused approaches

Leader-focused approaches look to organizational leaders to determine the characteristics of effective leadership. According to the trait approach, more effective leaders possess certain traits that less effective leaders lack. More recently, this approach is being used to predict leader emergence. The following traits have been identified as those that predict leader emergence when there is no formal leader: high intelligence, high needs for dominance, high self-motivation, and socially perceptive. Another leader-focused approached is the behavioral approach which focuses on the behaviors that distinguish effective from ineffective leaders.

 

 There are two categories of leadership behaviors: (1) consideration; and (2) initiating structure. Behaviors associated with the category of consideration include showing subordinates they are valued and that the leader cares about them. An example of a consideration behavior is showing compassion when problems arise in or out of the office. Behaviors associated with the category of initiating structure include facilitating the task performance of groups. One example of an initiating structure behavior is meeting one-on-one with subordinates to explain expectations and goals. 

 

 

 

The final leader-focused approach is power and influence. To be most effective a leader should be able to influence others to behave in ways that are in line with the organization's mission and goals. How influential a leader can be depends on their social power or their potential to influence their subordinates. There are six bases of power: coercive power, reward power, legitimate power, expert power, referent power, and informational power. A leader can use several different tactics to influence others within an organization. These common tactics include: rational persuasion, inspirational appeal, consultation, ingratiation, exchange, personal appeal, coalition, legitimating, and pressure.

 

The trick to all these ways of leading and influencing is knowing the type of people that you work with and understand them as human beings and individuals that is the key understanding them as individuals.

Always Continue On Your Journey And Never Stop Fighting!! SSDE

Hello and good afternoon; Who is Luciano The Key Santini? Well I believe I can give you a pretty good description in regards to that great and awesome question and here it is;

This is who I am !!!

Tenacious and enthusiastic- A drive for success with an entrepreneurial mind and soul.A vibrant professional with an eagle eye focus on results.Spirit to build and lead highly paced teams & Businesses towards achieving business objectives.I started from a young age o and worked my way through hard work and education to eventually where i am today.I'm a proud father and friend to my sons and daughter, Who are the balance of my world and everything I do and create. My children are my passion and my drive to succeed for greatness in life and living. 

 

I guess I was thinking about me growing up and thinking what will I become when I grow up?

 

 

I realized at a very young age that I must stay focused and keep my brain sharp always and in line with my goals. I have always had the philosophy that if and when obstacles come my way and cross my mind or when the negativity sets in I must know within myself to be strong enough to sustain myself when the tough gets going!! My sustainability must be strong. This is the key to a strong mind.

I want to talk about your business and your organization and I have a question for you the owner! Did you know that at one time Henry Ford offered anyone $25K if they could show him how to save one nut and one bolt on each car he built.

What are you willing to pay someone to teach you techniques that would significantly push your business forward? That is just something to think about.

 

 Henry Ford is reported to have offered $25,000 to anyone who would show him how to save a single nut and bolt on each automobile he made.

Without Henry Ford, our country would not be the America we know today. His obsession with reducing costs and improving productivity allowed him to build the first automobile that ordinary people could afford and led to the construction of a vast network of roads and highways that gave birth to today’s mobile society. 

 

It also set the stage for total quality management and continuous improvement programs that are prevalent in the automotive industry today. We would all be well advised to take a page from the lessons that the automotive industry has learned in recent years. An obsessive focus on the needs and wants of our customers allows us to become an indispensable 

 

 

 

 Victory is always possible for the person who refuses to stop fighting.

Julius Caesar had long wished to capture the British. He sailed to the British Isles, quietly unloaded his troops and supplies, and gave the order to burn the ships. He then called all of his men together and said, “Now it is win or perish. We have no choice.” With that single order, he guaranteed the success of his campaign. He knew that people who have no other alternative — or will accept no other — always win. 

 

If you find yourself in a situation where victory seems impossible, you may benefit your cause by developing an alternate course of action. If your objective won’t yield to a full frontal assault, try an oblique approach. There are very few problems in life that are impossible to solve, and few obstacles that will not eventually give way to a determined, motivated person with a plan that is flexible enough to cope with changing condition.

This is who I am !!!--Luciano The Key Santini SSDE

Hello and good afternoon everyone a little late but hey better late then never right so it said hahahahahahahaha.

Well the reason why is because I went and entered a singing contest at a local casino the Chumash in Santa Ynez CA and well we will know if I move on to the next round by tomorrow morning. So that is the reason why I am somewhat late in writing my blog but I love all of you who follow me and read my postings and have inspired me to keep going on my journey to change peoples perspective in life,business and their potential discovery.

This is who I am !!!

• Tenacious and enthusiastic- A drive for success with an entrepreneurial mind and soul.
• A vibrant professional with an eagle eye focus on results.
• Spirit to build and lead highly paced teams & Businesses towards achieving business objectives.
• I started from a young age o and worked my way through hard work and education to eventually where i am today.
• I'm a proud father and friend to my sons and daughter, Who are the balance of my world and everything I do and create. My children are my passion and my drive to succeed for greatness in life and living.

On the radio talking about passion and potential.

I believe the below wisdom will stand the test of time yes I do believe it will.

 The habitual procrastinator is always an expert creator of alibis.
If you are so inclined, you can always find dozens of reasons why something can’t or shouldn’t be done — and precious few why it should or could. It is far easier to rationalize that it’s too difficult, too expensive, or too time-consuming than to accept the idea that if we are willing to work hard enough, smart enough, and long enough we can accomplish anything. Instead of making a commitment, we make up an alibi. If you find that you frequently invent excuses for why you didn’t do something or have a million reasons why something didn’t work out as planned, it’s time for a reality check. Stop explaining and start doing! 

“A core characteristic of successful psychotherapy is the patient’s assimilation of the fact that he or she is a member of the human race, somewhat ordinary and somewhat special, but not categorically inferior or marginal.” Nancy McWilliams

 Live-On-Less Happiness Advantage. — Life is short, break the rules, forgive quickly, kiss slowly, love truly, laugh uncontrollably, and never regret anything that made you smile. Twenty years from now you will be more disappointed by the things you didn’t do than by the ones you did. So throw off the bowlines. Sail away from the safe harbor. Catch the trade winds in your sails. Explore. Dream. Discover. — Mark Twain.

All these quotes are part of who I am and have created the deep intention of change within me as they can in each of us. There will be a time or a moment in each of our lives when we say enough is enough and the change will happen but you as the individual will need to be prepared for the change.

Let us talk about communication skills in the workplace.

By One of my mentors

 
Authors: Lawrence Robinson, Jeanne Segal, Ph. D., and Robert Segal, M.A. Last updated: May 2014.

Tips for effective listening

If your goal is to fully understand and connect with the other person, listening effectively will often come naturally. If it doesn’t, you can remember the following tips. The more you practice them, the more satisfying and rewarding your interactions with others will become.

• Focus fully on the speaker, his or her body language, and other nonverbal cues. If you’re daydreaming, checking text messages, or doodling, you’re almost certain to miss nonverbal cues in the conversation. If you find it hard to concentrate on some speakers, try repeating their words over in your head—it’ll reinforce their message and help you stay focused.
• Avoid interrupting or trying to redirect the conversation to your concerns, by saying something like, “If you think that’s bad, let me tell you what happened to me.” Listening is not the same as waiting for your turn to talk. You can’t concentrate on what someone’s saying if you’re forming what you’re going to say next. Often, the speaker can read your facial expressions and know that your mind’s elsewhere. 
• Avoid seeming judgmental. In order to communicate effectively with someone, you don’t have to like them or agree with their ideas, values, or opinions. However, you do need to set aside your judgment and withhold blame and criticism in order to fully understand a person. The most difficult communication, when successfully executed, can lead to the most unlikely and profound connection with someone.
• Show your interest in what’s being said. Nod occasionally, smile at the person, and make sure your posture is open and inviting. Encourage the speaker to continue with small verbal comments like “yes” or “uh huh.”

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Work,Promotions and Politics -What Not At Work!!! -Luciano The Key Santini--SSDE

Good morning everyone and thank you for allowing me to be part of your life. Life is and can be a funny thing at times. We are challenged every day and we will always continue to face challenges each and everyday simply because that is life. I believe life would be pretty boring if we did not have the challenges we face each day whether at home or work. The thing is that we must have the right attitude and create a positive one to takes through the rough times in life.

I will ask all those who read my blog as a business owner or a manager it really does not matter who you are but the answer will matter much in my continued research on the subject of leadership;

In a well-managed business, all promotions are self-made. The employer’s only part in the transaction is to check carefully to make sure the promotion was earned. The question is how many time do people get promoted in organizations and all staff roll their eyes way into the back of their heads and say-here we go again.

I find that there is a science and a formula to really and truly destroy the morale in an organization and that is The perfect formula for destroying morale in any organization is to create a working environment that leads employees to believe that the only way to get ahead is by playing politics. The best-managed businesses are those in which every promotion is earned and every qualified person has an equal opportunity to compete for it.

 If you’re a manager, weigh all decisions involving your employees on the basis of fairness. And if you aspire to be a manager, choose to work for a company that is fair in its treatment of workers. When you’ve earned your position through skill and effectiveness, you have the best job security.

Sound character is our greatest asset because it provides the power with which we may ride the emergencies of life instead of going down under them.
Without Positive Mental Attitude, life might be described as long periods of uncertainty punctuated by occasional emergencies that shake you to the very core of your being. The emergencies may be financial, personal, or health related, but each must be dealt with separately and swiftly. The surest way to deal with any crisis is to focus on solutions, not on the probable cause of the problem or who should be blamed for it. 

Conduct a quick damage assessment, take the time to think through the alternatives and their consequences, and then act to implement the best solution. If you deal with life’s emergencies as they occur — on your own terms — you will be a stronger, better person for having looked them in the eye and conquered them. 

How about at work? I know that sometimes facing issues or conflict can be pretty taunting with some people.

Conflict will happen when you work with people each and every day simply because of the differences we all have. It could be because we call come from different backgrounds or different cultures and we do not have an understanding of that individual.

As a leader on Leadership and Organizational Psychology I can tell you that most people focus on the persons personality instead of the behavior thus for will cause issues because they are to focused on the person and not the event or behavior so say there is an issue state something like next time when this happens and not when you do this! the latter becomes the perspective of someone telling an adult not to do like one would a child thus condescending causing conflict.

Begin with the importance of the issue  and focus on the future and create a plan of action to resolve the conflict.The most important hing to try to accomplish is to keep or create a collaborative attitude of lets make this work.

What about a contingency planning?

By
Cindy Phillips, Demand Media

First of all what is this plan well it is a  backup plan, activated in the event of a disaster that disrupts a company's production and puts employees in danger. The goal of the plan is to safeguard data, minimize disruption and keep everyone as safe as possible. A company may never have occasion to use a contingency plan, but it is important to have one, keep it updated and train employees what to do if the need arises.You know the old saying if you fail to plan the you are planning to fail.

Minimizes Loss

When a business experiences a disruption, whether it is a power outage or a natural disaster, a contingency plan helps minimize the loss of production. A contingency plan may consist of rerouting data, emergency generators for power, escape routes for employees and supervisory duties for contingency team members. Plans to get production up and running in spite of unforeseen circumstances can be the difference between a company that survives a disaster and one that folds. 

There may be a cost associated with devising a contingency plan and maintaining it, but when measured against the cost of production loss, it will be minimal.

Good communication and leadership skills are essential if you want to be a productive, effective manager. It’s not enough to be knowledgeable about what you do; you must also be able to share your knowledge with the people you manage. Developing your communication and management skills will help ensure that you are providing the type of leadership your employees need to help them succeed. 

LEADERSHIP AND ORGANIZATIONS PSYCHOLOGY-Luciano The Key Santini--SSDE

 I would like to start the conversation with the following wisdom from Napoleon Hill

 

  Defeat
If the thing you wish to do is right, and you believe in it, go ahead and do it! Put your dream across, and never mind what “they” say if you meet with temporary defeat, for “they,” perhaps, do not know that every failure brings with it the seed of an equivalent success.

Defeat we all have experienced it at one time or another in our lives and if you are one of the lucky ones who has not as of yet my friend you will. There will be times in your life when we all have to go through a difficult situation and then it will be how we interpret the issue or situation and how we handle it as well.

How we handle the situation will allow others to see our character of who we are and also whether we deal with anger or not. Defeat sucks and causes other issues internally. What you need to do is simply find a role model to guide you  and teach you what they know and how they understand defeat.

LEADERSHIP AND ORGANIZATIONS PSYCHOLOGY

Organizational Psychology provides knowledge and expertise in the ways individual, group and organizational factors influence organizational performance, problem solving and decision-making.

 INDIVIDUAL CHARACTERISTICS. All managers wish it was a simple task to keep all employees motivated and stress free but the question becomes what are the drivers to make this happen and what do managers or top level executives need to have a clear understanding of.

I believe them to be personality issues and culture clashes. What happen when a manager has a person from a different part of the world and the language that is spoken is not understood but misunderstood. There are clashes between the new employee and the old employees. The manager does not understand what is going on simply because they are not trained in diversity in cultures. I find that most organization will give a one or two hour PowerPoint presentation on diversity and truly believe that that will give a clear understanding and so I laugh yes!! I said I have laughed in such classes to myself of course and then the worst part is that I have to say it was a great presentation AHHHGGGGGG!!!!!

That is not diversity training it is a power point presentation and all were here because they were told to be here!!!

 

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By University Alliance

LEADERSHIP QUALITIES

• Self-assessment:  IF YOU ARE A GREAT LEADER YOU MUST BE ABLE TO ASSESS YOURSELF!! You must know and understand that though you are great at what you do you are not perfect so you must take a good look withing and figure out your shortcomings and then understand your weaknesses.Knowing your areas of weakness does not make you weak; on the contrary, it allows you to delegate to others who have those abilities, in order to achieve the common goal. Rather than clinging to the false belief that they can do it all, great leaders hire people who complement, rather than supplement, their skills. Working on your areas of weaknesses will improve your leadership ability – and recognizing them makes you more human.

 Sharp perception: Do you know how people really perceive you? Effective leaders do. They have an easy level of honest communication with their teams and their peers, and a thorough understanding of how they are perceived. Testing others’ perception of you can be as simple as observing their behavior. Are your co-workers and team members relaxed around you? Does all conversation stop when you enter the room?

If you really want to know what people think, just ask them. You may receive feedback that you’re not listening or showing appreciation as well as you could be. If you’ve established an environment of honest and open communication, you should be able to ask about your good qualities and the areas you need to improve on. Your staff will appreciate your effort.

• Responsive to the group’s needs: Being perceptive can also help a leader be more effective in knowing the needs of the team. Some teams value trust over creativity; others prefer a clear communicator to a great organizer. Building a strong team is easier when you know the values and goals of each individual, as well as what they need from you as their leader.
• Knowing the organization: Effective leaders know the organization’s overall purpose and goals, and the agreed-upon strategies to achieve these goals; they also know how their team fits into the big picture, and the part they play in helping the organization grow and thrive. Full knowledge of your organization – inside and out – is vital to becoming an effective leader.

 SHARE WITH ALL YOUR FRIENDS AND BOSSES ALIKE!!!

Do You Face A Challenge- I Do Every Day People-Luciano The Key Santini SSDE

 People of all walks of life have asked this one simple question and if you ever have this asked try to answer it the same if possible;

The question is how do you handle working with such people that do not believe in education or the future?

My answer:

 Always think of you and that you are the creator of your career and your life- that is what will keep you going and will build a protective covering strong enough to protect you from the dolts and evil ones in the workplace.

Hello all everywhere around the world!! What a weekend it has been already and yes it is only Saturday afternoon. The day started with a surprise visit from a family member and his family to congratulate me on a longtime coming achievement. Friends started to call my phone to do the same and it was a great morning and of course it has kept going all day long and yes I am a bit tired now!!!!

The achievement has been that I have completed my Doctorate after 8 long years after my Masters degree was done. Life is a challenge in itself and well it is all about how you deal with those challenges. In life they will always come our way and we as individuals will always have a different perspective on any one situation.

In business I always ask leaders what are your challenges that you face;The comments that I get sometimes really surprise me because then I say without insulting -How in the hell did you end up a leader!!! Then they tell me that the biggest challenge are the people who make the new implementations so  what leaders and managers need are new skills and or to improve interpersonal influence skills these new skills will and can really help leaders at all levels feel more confident and be able to demonstrate a bias for action and results when dealing with organizational challenges.

Every leader faces “ challenges.”   The top challenge always is and will always be people either at a staff level or at senior management level because they will make the new procedures and policies without having a clear understanding of the difficulties that will occur such as the affects of morale and employee accountability. There are other issues that may arise such as ensuring employees how to avoid problems behaviors. The most important challenge that needs to be addressed is the one that most top and senior management seems to care the least about is motivation and engagement. 

I believe the reason to be is simple really. It is because they have no idea what it is to work at this level. They simply believe to create bigger and better procedures and policies and expect lower level managers to implement  but the reality is that lower managers have no idea what to do because they were never involved in the creation of the changes thus for never really engage staff.

How can leaders address these challenges and help employees become more involved and engaged in their work?  We suggest;

• Show people they are valuable to the organization as often as possible
• Build a connection between work and priorities
• Offer the staff freedom to think outside the box
• Create a balance between direction and empathy

If you have a role as a leader you need to be aware and also realistic of the challenges you face on a day to day routine.If you are a leader then you need to be proactive to make the changes needed to move the organization forward.

If you are a leader or inspire to be one you must remember that:

A closed mind stumbles over the blessings of life without recognizing them.
To the untrained eye, a geode looks pretty much like an ordinary rock. But a trained geologist knows that inside the geode there is a beautiful crystal lining. The story is the same for those who refuse to examine new possibilities because their minds are closed. Life’s greatest opportunities, like the geode, often come in ordinary packaging. 

Do not allow yourself to become such a creature of habit that you simply go through the motions and let life happen to you. Just taking a new route to work, putting together a jigsaw puzzle, reading a newspaper instead of watching television, or visiting a museum at lunchtime will stimulate your thought processes and may help you open your mind to new possibilities

As a leader we must try to stay out of the gossip circles and yes you know exactly what I am speaking of because we spend so much time listening to the things people are saying that we rarely pay attention to the things they don't, and we need to sit back and find the courage to speak up against ignorance and injustice.

Desire for Change And Transformation For The Future-Luciano The Key Santini --SSDE

Hello and good day to all who read my blog postings. I always appreciate the comments made on my blog postings and that is what gives me more ideas to write about so thank you for all the comments.

Today I would like to talk about the feelings we go through when thing do not go our way. The frustrations one goes through when other doubt our potential not because we cannot achieve or reach our goals but because those with doubt know that we can and thus we the frustrations take over. So how does all this begin and the truth is I have no idea but what I do know is the following;

Napoleon Hill says best;

Everything you create or acquire begins in the form of desire.
In order to act, you must have a purpose. If you want to act successfully in all but the most mundane affairs, you must embrace that purpose with a burning desire. Many people think they want to be successful, but since they do not back that thought with an intense drive, they never achieve success. Cultivate your desire. Feed it with thoughts of yourself enjoying whatever it is you seek. It’s like stoking the furnace of a steam engine. You need to build up enough pressure to carry yourself over hills; if your desire doesn’t burn hotly enough, you’ll find yourself stalled and rolling backwards. The secret to action is a red-hot desire. 

So if you have someone tear down down your dreams look the other way and just go for it!! 

How may time have you or anyone you may know has gone through something like this and they have believed what they were told and they are upset and just want to give up and they talk about and at the end they give up. My friends I have seen many people go through these things and never find their potential so to you I say never ever listen to anyone who tells you to stop because it cannot be done instead ask yourself why not?

Let us talk a little about emotional intelligence;

 The topic of emotional intelligence has grown in popularity in the business world. But exactly what is it?  We all have encountered someone who is extremely smart but is unsuccessful due to poor relationship skills. At times most of us have engaged in behavior that we later regretted. Such behavior often reflects a lack of emotional intelligence (EQ).

  

Emotional intelligence, like many psychological terms has multiple definitions.  According to psychologist John Mayer who helped coin title in 1990, the scientific definition of emotional intelligence is, “the ability to accurately perceive your own and others’ emotions; to understand the signals that emotions send about relationships; and to manage your own and others’ emotions.” Simmons and Simmons defined it as, “the emotional needs, drives, and true values of a person and guides all overt behavior” (p. 11).  

Author Daniel Goleman who popularized emotional intelligence with his book of the same title described EQ as the abilities to recognize and regulate emotions in ourselves and in others, which entails: Knowing what you are feeling and being able to handle those feelings without having them swamp you. Being able to motivate yourself to get jobs done, be creative and perform at your peak, and Sensing what others are feeling, and handling relationships effectively.  

I have question for all those who work day in and day out to accomplish any goal each and every day.

Would it be nice to have leaders who truly understand the meaning of emotional intelligence.

 
Emotional intelligence is about learning about others, understanding, and valuing the feelings of staff and others and then responding appropriately. They acknowledged that many individuals are uncomfortable with discussions about emotions – their own or those of others - and either ignore them or discount their importance.  However, failing to appreciate emotions as, a source of human energy, information, connection, and influence will likely thwart  personal and professional effectiveness thus not cool. 

I find that many leaders in many organizations fail in this department simply because they have no idea what emotional intelligence really is and means. Imagine if all leaders or managers in retail stores or in non profit organizations. 

The other is the failures that I have seen in the past and in the now with transformational change. Leaders want to implement the changes but the issue is they have no idea how to implement it and to be honest it is actually funny to watch this transpire and develop into a huge failure.

Most organizations have untold numbers of change efforts occurring at once, in all parts of the organization, large and small—all making demands on people. Employees know they are being asked or pressured to change, but they often do not know why in terms that are meaningful to them. This makes it difficult for them to personally commit to the organizational change. Leaders often experience this lack of commitment as resistance, but actually, it is simply a lack of understanding about why the changes are essential to the success of the business.
This is usually NOT an employee issue, but a leadership issue. Smart people, like the ones you have hired into your organization, commit to what they believe in. And to believe in anything, people must see its relevance and meaning. Without perceiving relevance and meaning, there is no commitment.
- See more at: http://changeleadersnetwork.com/free-resources/ten-common-mistakes-in-leading-transformation#sthash.HTvi5i6w.dpuf

Most organizations have to make changes continuously just to survive and sometimes calls for integration. So called leaders constantly making demands on people which makes it difficult from the start.The issue here is that most of the time people have no idea why the changes are taking place or why they are need all they are told is they need to be made no matter the cost.  What comes next is of course R-E-S-I-S-T-A-N-C-E

The problem is not the staff members the real issue is the leadership that is trying to implement something that they in fact have no idea what it is. The people need to know who is leading them and why and when people do not see any of that chaos!!!


The reasons why this happens is that 9 out of 10 it meant for executives only and send out the email for implementation which is then implemented on blind fury because no one knows why the changes are needed.
 
The so called leaders tell you here are the changes and here is what we have to do but fail to teach and show because they have no idea what it means to begin with.

                      Followers

Most great leaders began in the capacity of followers. They became great leaders because they were intelligent followers.

 




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