Leadership Excellence, Ltd.

Leadership is far more than having strong skills, and a visionary mission. It is also about preparation. Typically, great leaders arise in the right place at the right time in history. They first learned how to be excellent followers, and that experience prepared them in advance for a future leadership opportunity to seize the moment. Make each day an occasion for learning and preparation.

Most people incorrectly measure success by the amount of money they possess, or by the achievement of celebrity status. The true measure of success is how far you have come in life from where you started, and your steadfast determination to overcome any obstacle that is placed in your path. Don’t allow anything to impede your progress or achievement.

It is the character trait of courage that really matters in life. Success can be fleeting, and failure can cause deep discouragement. But, whatever happens to you… always have the courage to go forward even against insurmountable odds. It is this moral strength that will give you the resolution to persevere, and withstand any danger, or difficulty.

Success can be seductive. It can make us believe we are better than we really are, or smarter than everyone else. Be wise… and understand that success has destroyed many individuals by making them complacent or even arrogant. It is true that success is the result of hard work, but it also can be due to luck, good timing or innovation. Don’t allow success to delude you into thinking you can’t make mistakes or lose everything you have achieved.

Life is an incredible journey. There may come a time when you are not happy or content on the path that you are on. Some people do nothing and expect others to change the road under their feet. Others may continue on the same path and live a life of regret. However, life is about making choices rather than allowing "time and chance" to make choices for you. Don’t simply rely on others. Don’t continue living in regret. Start creating your own path.

website: https://leadershipexcellencenow.com Contact Greg: coach@leadershipexcellencenow.com An Introduction to Servant Leadership: https://youtu.be/s6L_-_2QNLQ One of the primary roles of a productive leader is to learn how to motivate people. The word “motivation” is a combination of two words… motive and action. It is the reason why we take action or movement. There are actually 3 primary ways to motivate others. One of the three… is simply the best because it works long-term, and allows individuals to personally reach a higher level. As a leader you need to be aware of these three types of motivation… and understand the differences between them. Let’s discuss this today… The first and most common type of human motivation is fear. Fear is a strong emotion caused by the anticipation or awareness of danger, or the loss of something considered important. In the workplace… fear can be felt from something as simple as correction, to ultimately something as harsh as termination. The truth is… fear motivation is the least effective form of motivation. First, there must be a continual external force generating the fear within the individual. If the external force relents or stops… the fear generated within the individual slowly declines. Secondly, fear primarily motivates the individual to maintain the minimum expectation of achievement to remain in harmony with the person whose power or position is generating the fear. People don’t perform to their highest… they simply perform to comply. Thirdly, over time people develop an immunity to constant fear… they get to a point where they no longer care, or become emotionally deadened to the threat and therefore the fear no longer works effectively. An example of this can be seen in the attitudes of hardened criminals, or so-called “lifers” in various prisons. Virtually no level of threat, or punishment induces fear in them any longer. Fear doesn’t allow people to grow and reach their potential. The second type of motivation works far better than fear, but it also requires an external motivator. This is incentive motivation. This type of motivation offers a reward, bonus, promotion or other kind of incentive to produce the desired results in an individual… but it is effective only to a point. In time… the incentive becomes an expectation or considered a minimum reward. For example, if you give someone a $1000 bonus last year, but a $750 bonus this year… the individual may feel they worked just as hard, and are not as appreciated or recognized for their present performance as they were in the past. In this case, the bonus has become a disincentive. Also, in time you run out of escalating levels of money, rewards or promotions to offer. Putting these two types of motivation together… you come to the “classic” carrot and stick scenario. The carrot symbolizes applying the incentive motivation and the stick symbolizes applying the fear motivation. In leadership training, the “donkey and cart” analogy is often used to teach the difference. If you want to have the donkey perform the work of pulling the cart, you have two approaches. If you place a big juicy carrot on a stick hanging just in front of the donkey, and let him occasionally get a bite out of it you have incentive motivation. The donkey will pull the cart seeking the incentive until it is gone, or the donkey becomes full and loses desire. On the other hand, if you take the stick and whip the donkey’s backside… you have fear motivation. The donkey will pull the cart responding to the pain until its backside becomes numb, or it no longer cares. Then it will just rebel and standstill. The third and best form of motivation is “attitude” motivation. This type of motivation is more effective because it is internal and not externally produced like the others. The individual is motivated because they “want to.” Their motivation comes from a personal desire to be part of something they love, and enjoy. This individual finds purpose and excitement in the role they fill, or duty they perform. They thrive in an environment that encourages respect, growth, productivity and personal fulfillment. Instead of being treated like donkeys, they are valued like potential thoroughbred champions. As a leader, it is important to know the difference between the three major types of motivation. You can attempt to externally provide merely fear… or incentives… to motivate your co-workers, or you can learn to also take another… far more powerful approach. You can use your leadership example, and your skills… to encourage and inspire “attitude” motivation in your team members. Your caring behavior, praise of their labors, optimism, and extraordinary enthusiasm for the mission will help to stimulate “attitude motivation” within your team.

Welcome to the Leadership Excellence channel. Are you interested in your personal growth and development? OR perhaps you would like to know how to be a better leader of others? You’ve come to the right channel. I have been a leadership coach and consultant for decades and I want to share with you some of the information I have learned, and use daily to help my clients. So… if you are interested in topics like your personal leadership, leading others, productivity, motivating yourself or other people, enhanced communication skills, management development, your personal fulfillment… and much more… this channel is for you. No… we won’t be walking over hot coals, and I won’t be jumping around on a stage like a pogo stick. What I will be providing are solid, proven, and instructive ways for you to reach a higher level in your personal life… or in business. Sound interesting? Go ahead and hit the SUBSCRIBE button and if you “ring the bell” you will be notified of new videos I post. We do appreciate your support. Feel free to check out some of the videos we already have posted since January of 2022. We have many more planned. Thank you for checking out our channel!

website: https://leadershipexcellencenow.com Contact Greg: coach@leadershipexcellencenow.com What You Need to Know About Leadership: https://youtu.be/JksBvW7lm6E Autocratic Leadership is Toxic: https://youtu.be/WSdOwTGATGQ I will have a number of videos on this topic but the first thing I want to do in this video is explain some of the similar tasks that both autocratic leaders and servant leaders share. They both face the same needs, problems, opportunities and pressures. The difference is how they approach or face these challenges. One's motives, perspectives and attitudes are what separates a traditional autocratic leader with a servant leader. Let’s begin… One of the myths of servant leadership is that it is somehow soft, or not clearly definable. Yes, it may appear this way… but only if you have been conditioned by your culture to think in terms of dogmatic control, and knee-jerk decision-making. The truth is that autocratic leaders and servant leaders face most of the same difficulties but they approach them in vastly different ways. Here are some of the responsibilities they share. Vision and Mission focused – The best leaders have the ability to create an inspiring mental picture of a better, preferred future. They offer a visionary plan of where you… or the organization… will be in 5-years, 10-years, or 25-years. Great leaders paint the future in such rich vivid images that co-workers can virtually imagine it, and aspire to be part of it. Leaders also remind everyone to keep their focus and attention on the company’s stated mission. Values - Authentic leaders strive to support a values-based climate in the organization. These values impact every aspect of a company – how it does business, how it makes decisions, how it treats its employees and customers. Some key qualities include a commitment to integrity, mutual respect, collaboration and teamwork. Adaptability - Leaders know that routines, plans, and schedules can change at any time. A resilient leader, aims for a flexible approach that allows the organization to “pivot” as necessary, especially in times of new opportunity or threat. Focus - Intensity helps the leader to handle possible distractions while achieving their major objectives. By giving their attention to the most important projects and needs, leaders complete their largest goals while managing their limited time and resources. Stability – Effective leaders are tasked with driving needed change, yet…they also need a strong sense of stability. Taking a steady, reliable approach can allow you to keep your strategy, team or company on track. Establishing regular routines and telling your team what to expect… allows you, and your staff members to maintain energy and focus, even as you strive for constant progress. I will explain some of the differences in perspective using just two examples. Example #1 Shareholders vs Stakeholders Autocratic leaders are primarily concerned with themselves, and the organizations shareholders. These are individuals who hold a “share” or ownership of the company. These leaders are especially motivated to accommodate the largest shareholders who yield some power, or could potentially challenge them, or could initiate a change in ownership in the organization. With an autocratic mindset… it’s the autocrat’s desires, and those of the shareholders that is always first and foremost. This has a tendency to motivate the leader to focus on short-term profit and loss. In contrast to this… servant leaders are primarily concerned with the organizational mission, and its stakeholders. These are the internal and external partners who have a stake or vested interest in the long-term success of the organization. This includes not only the external shareholders, but also its workforce who support their families by their employment, vendors to sell products to the company, customers who expect quality products or services from the company. The servant leader balances the strategy and decisions they make to serve the needs of those who have a share in the organization’s long-term success and future. This has a tendency to motivate the leader to focus on long-term achievements and profit. The 2nd example between an autocratic leader and servant leader is the positive organizational culture created by a dedication to servant leadership principles. These leaders aspire to create and maintain a culture that not only works effectively, but is also fun-loving, creatively driven and is “work” family, and community-oriented. It is based on the “core value” that if you take care of people, put people first… the profit will take care of itself. It promotes the idea of “people caring for people” and this encourages everyone to honor their commitments and keep their promises and obligations. In our next video on the topic of servant leadership we will define more distinctly what it is, and the positive results it produces.

website: https://leadershipexcellencenow.com Contact Greg: coach@leadershipexcellencenow.com What You Need to Know About Leadership https://youtu.be/JksBvW7lm6E Today… I would like to discuss how toxic “autocratic leadership” is… not only for government officials but also for our businesses. Autocratic leadership exists because of two major reasons. First, it is a by-product of the detestable human desire by many to dominate, control and manipulate others. Secondly, it is deeply embedded in most human cultures. For example… the same culture that brought the world Ivan the Terrible, and Stalin… is the same culture that allowed a Vladimir Putin to emerge. This is not a coincidence. Let’s talk more about toxic autocratic leadership. Abusive autocratic leadership is a serious problem, and is not limited to politicians in government… it is also prevalent in most modern businesses, and other organizations. Here’s just a small recent illustration. In early December of 2021, the chief executive officer of Better.com, a US-based digital mortgage lending company… callously fired 900 workers on a Zoom call. This was about 9% of the company’s total workforce. Talk about a lack of leadership skill or decency! Due to the backlash… he took some time off (I’m sure at full pay), and then returned to work. But, this wasn’t the first time this domineering tyrant had been involved in controversy, as evidenced earlier by an email he sent to staff that was obtained by Forbes Magazine. It read… "You are TOO DAMN SLOW. You are a bunch of DUMB DOLPHINS... SO STOP IT. STOP IT. STOP IT RIGHT NOW. YOU ARE EMBARRASSING ME," he wrote. Wow… what an inspirational leader he is. What amazes me most is that the Board of Directors has allowed this shallow behavior to continue. As a follow-up to this… On March 9th, 2022, Better.com, announced it is again laying off about one-third of its remaining workforce, amounting to roughly 3,000 jobs. When you are incapable of good leadership, the answer is always to dispose of people. We need to realize that even though this company got media attention, these kinds of toxic autocratic dictates are made each and every day in far too many businesses. Why? It is because this kind of behavior is embedded in our Western culture. If we are honest with ourselves, it is even celebrated. For example, within our own culture… television ratings show we approve of shows like "The Apprentice" where contestants are encouraged to judge one another, betray a co-worker, and mocked for being “stupid.” Finally, those labeled as “losers” are kicked off the show with the catchphrase… “You’re Fired!” For decades, CEO’s like Jack Welch were celebrated and honored as the model of excellent corporate leadership. This might be true if you are measuring business leadership entirely through the prism of share prices, or market capitalization. Welch, earned the nickname “Neutron Jack” during the 1980s for eliminating tens of thousands of employees even as he continued to accumulate unrelated businesses that dominated in their market share. His successor had to painfully deal with these mistakes. However, beyond GE share prices… his autocratic leadership example was toxic. Here is an example of how he really valued employees. At a meeting, he said that he believed there were “Four Types of Employees.” 1. A High performer that “buys into” the corporate culture — promote and empower them as much as possible 2. A Low performer that doesn’t “buy into” the corporate culture — fire them as quickly as possible 3. A Low performer that “buys into” the corporate culture — give them a second chance in a different position to see if they can be an ‘A’ player. 4. High performer that doesn’t buy into the corporate culture — do a “public hanging” where you fire them and then discuss with other managers their shortcomings. https://davidcummings.org/2008/11/08/jack-welch-on-the-four-types-of-employees/ Of course, he alone defined what a “low performer” and high performer were. It never dawned upon him that corporate cultures need to constantly improve, evolve and innovate to remain productive and healthy environments. To Jack Welch “buying into the corporate culture” meant doing what he wanted employees to do, when he wanted them to do it, and how he wanted them to do it. There was little room for improved cultural change except a new strategy to lop off employees or GE subsidiaries to increase GE’s stock valuation. To the autocratic mindset… people are disposable whether they are soldiers in the military, or employees in a business. They most value their prestige, wealth and influence. To their distorted way of thinking… little else really matters. This is Greg Thomas on behalf of Leadership Excellence Ltd. reminding you that it was General Dwight D Eisenhower who wrote, " You do not lead by hitting people over the head -- that's assault, not leadership."

Historically, almost all leaders have been autocratic… meaning self-power… “a system of government in which absolute power over a state is concentrated in the hands of one person.” This is the most ancient and common form of leadership known throughout history. Beginning at the dawn of humanity and continuing today, its influence still governs the majority of citizens and organizations on earth. One of the least desirable traits of “human nature” is the primal yearning by many to control, to command, and to dominate others. Certain individuals have always arisen to assume positions of leadership among others and the overwhelming majority have been autocratic. Again, this is type of leadership is demonstrated by a “command and control” philosophy that seeks to achieve only the leader’s personal goals. Those at the top of the pyramid believe themselves to be superior, and the most talented. They build an institution that rewards their supporters and the compliant… while punishing those who resist the autocrat. In history, governments and military institutions have gravitated toward this type of “top-down” authoritarian leadership. This philosophical approach has typically viewed followers simply as individuals to be restrained, manipulated and often “disposable” in order to achieve the leader’s purposes. The reward offered to followers is continued survival, and possible advancement within the hierarchy “if” absolute loyalty is demonstrated. With this historical background… it is no surprise that an autocratic leadership approach was naturally followed during the birth of the Industrial Revolution beginning around the year 1760. The changes brought by the Industrial Revolution of the eighteenth century overturned not only traditional economies, but also whole societies. These economic changes caused far-reaching social changes, including the mass movement of people to cities, and new ways of working. The Industrial Revolution was the first step in the modern economic growth and development we still experience today. If you were an entrepreneur, opening a new factory during the Industrial Revolution what kinds of leadership would you see modeled for you in society? You would see the British government. It was autocratic and hierarchal. You would see the British military. It too was autocratic and hierarchal. You would see the Church of England. It too was autocratic and hierarchal. Finally, education and family structure were also autocratic and hierarchal. There were a small number of business reformers like Robert Owen but they were few and far between. So, it should be no surprise that the standard business model was… and has continued to be… autocratic and hierarchal. Other changes in society seemed to justify this autocratic approach. As the Industrial Revolution began, workers living in the cities and arriving from rural farms were often uneducated and unskilled for this new kind of production labor. Work conditions were crude and the daily work hours demanded of them were oppressive. Unlike the farm, strict “start and stop” time requirements were demanded with no off-season. However, work was scarce, and even meager wages could make the difference between survival or starvation in a nation where there was no social safety-net. The emerging class of powerful business leaders viewed these workers as basically ignorant, lazy, and undisciplined. Organizational leaders felt they must control and rigidly supervise all workers to maintain high levels of production. Business owners viewed themselves as paternalistic “father figures” who needed to dominate their “worker children.” Workers who did not completely yield or conform to the owner’s dictates were immediately terminated. For over 200 years the general approach of leadership was hierarchal and authoritarian. This began to change in the latter part of the twentieth century. Democratic institutions brought about greater choices for workers. They began to have more control over their own lives. Public education created a more educated workforce with the knowledge and skills to compete for better jobs and opportunities. Social safety-nets were created including offering unemployment benefits. Workers along with our Western culture began to reject dictatorial hierarchal organizations and the treatment they received from them. In the later part of the 20th century another type of an ancient leadership philosophy began to be studied and promoted by consultants, and a new generation of business owners who wanted change. This philosophy is called servant-leadership, or stewardship and we will discuss it in greater detail next time.

website: https://leadershipexcellencenow.com Contact Greg: coach@leadershipexcellencenow.com A reader of my bi-monthly newsletter sent me the following question: "I really get frustrated when I ask the people who work for me to do a task and they just don’t do it! What are the reasons that employees don’t do what they are asked to do?" There are seven reasons why people don’t do the things they are asked to do (or know they should do). Some of the reasons may be their own personal weaknesses like a lack of motivation or poor attitude. However, more often than not… the real problem lies in the manager, or the culture of the organization. Before getting frustrated at others or passing judgment on their conduct, let’s look at all the possible reasons. I will briefly mention these seven reasons and where the actual problem is rooted. 1. They just don’t know. This is a communication problem. They have not been told what to do, or how they should do something. It is not a good practice to assume someone knows something if they have not been clearly informed and explained. 2. They don’t know how. This is a training problem where no one has instructed an individual on how to do something. This can be a result of poor delegation skills or ineffective training programs. 3. They don’t want to do it. This is a motivation problem that stems from the fact that the individual is not personally driven to do what they should do. There is not an incentive or motive to stir them to action. In other words, there is no motive for them to take action. 4. They are in rebellion. This is an attitude problem. Defiance is a serious dilemma often associated with agitation or belligerence toward management or an organization. 5. They are in the wrong position or role. This is a selection problem because the person is “a square peg in a round hole” and is either not contented, or suited for the role they are presently in. 6. They face an organizational roadblock. This is an organizational problem. The individual lacks the necessary tools, or authority to do the task effectively and therefore they can’t do what they are asked. 7. They face an ethical roadblock. This is a leadership problem. The individual sees a conflict or contradiction between the alleged values of the organization, or its leaders, and what the individual has been told they should do. This is more of a problem than most people realize; for example… when sales personnel are told to literally lie to a customer to cover up an internal problem. The employee sees this as a violation of integrity, and a breach of trust with the customer. An ideal leadership training program addresses these seven important problems in an organization from communication issues… through ethical behavior. A professional facilitator is able to pinpoint where these problems exist, and teach the right attitudes, skills and new habits to overcome them. The result is greater teamwork, productivity and profitability. Why is this important? For an organization to thrive in the 21st century… leadership needs to be encouraged throughout the organization… not simply at the so-called top of it. Today, leadership development is everyone’s calling and responsibility. If the information you heard today was helpful… go ahead and hit the SUBSCRIBE button and please give us a “like.” If you “ring the bell” you will be notified of new videos I post. We do appreciate your support. This is Greg Thomas on behalf of Leadership Excellence Ltd. reminding you that it was Peter Drucker who wrote, “Only three things happen naturally in organizations: friction, confusion and underperformance. Everything else requires leadership.”

website: https://leadershipexcellencenow.com Contact Greg: coach@leadershipexcellencenow.com Video: Just What is Personal Leadership - Part 1 https://youtu.be/a86LKrJazTs Video: How to Create Your Own Personal Mission Statement with Template https://youtu.be/N1RHut2LBhc In the second video on this topic, I want to again discuss with you the dynamic force of Personal Leadership. Last time, we discussed how Personal Leadership is performing a deep dive self-analysis within our own lives beginning with a Mission Statement. Just like a business needs purpose, guidance, and future direction through internal examination… so do our lives. If you missed Part 1 entitled “Just What is Personal Leadership” I will put a link below in the Discussion area. So let’s begin… Today, I will discuss some of the qualities or attributes of a person who embraces the Personal Leadership philosophy. As Leonardo Da Vinci once wrote, “He who cannot establish dominion over himself, will have no dominion over others.” Individuals who embrace the Personal Leadership philosophy are not perfect, nor do they pretend to be. They are human like everyone else. However, they do have a greater tendency to focus on these qualities…

website: https://leadershipexcellencenow.com Contact Greg: coach@leadershipexcellencenow.com Video: Why Most Goals FAIL: https://youtu.be/8Fa8Mv60GG8 Video: How to Create Your Own Personal Mission Statement with Template https://youtu.be/N1RHut2LBhc Today… I want to offer you some excerpts from a webinar I presented a few years ago. In Part 1 of this “webinar series”, I discuss the purpose of a Mission Statement, the 1st of the 12 Principles of Personal Leadership and the benefits of using positive affirmations… If you haven’t seen our videos on creating your own Personal Mission Statement, I encourage you to watch our two videos entitled: 1) “Why most Goals Fail” and 2) “How to Create Your Own Personal Mission Statement.” I will put links to them below in the Discussion Area. Enjoy the excerpts from this webinar, we will have more in the near future. If the information you heard today was helpful… go ahead and hit the SUBSCRIBE button and please give us a “like.” If you “ring the bell” you will be notified of new videos I post. We do appreciate your support, and welcome any comments you have. This is Greg Thomas on behalf of Leadership Excellence Ltd. reminding you that it was Steve Jobs who wrote, “"Being the richest man in the cemetery doesn't matter to me. Going to bed at night saying we've done something wonderful ... that's what matters to me.".”

website: https://leadershipexcellencenow.com Contact Greg: coach@leadershipexcellencenow.com Video: Why Most Goals FAIL: https://youtu.be/8Fa8Mv60GG8 Video: How to Create Your Own Personal Mission Statement with Template https://youtu.be/N1RHut2LBhc This is Greg Thomas. Welcome to our channel. Today… In this first video on this topic, I want to discuss with you the dynamic force of Personal Leadership. I am often asked… what is Personal Leadership, and why is it so important. It’s a great question and today we will answer it. Allow me to begin with a comparison. In business, a good leader is an individual who goes beyond managerial skills to focus on the organizations mission, values and future. A sound leader considers the following kinds of questions… what is our next step to improve our business, keep it relevant and growing? What do we need to start doing more of… what do we need to stop doing that is hurting our potential? If the times or business is changing… how can we re-invent our business? All of these are great questions. So… Personal Leadership is doing a similar analysis within our own lives. Just like a business needs purpose, guidance, and future direction through internal examination… so do our lives. When you incorporate the Personal Leadership philosophy, sometimes also referred to as self-leadership… you choose to seize control of your own life and your own pathway knowing that your cultures default “mission statement” will take over if you do nothing. In essence, Personal Leadership is the ability to lead ourselves. The late Peter Drucker said that being a self-leader is to serve as chief, captain, or CEO of one's own life. Personal leadership is so important, Drucker once reputedly called it “the only leadership that’s going to matter in the 21st century.” If you haven’t seen our videos on creating your own Personal Mission Statement, I encourage you to watch our two videos entitled: 1) “Why most Goals Fail” and 2) “How to Create Your Own Personal Mission Statement.” I will put links to them below in the Discussion Area. The process involves asking yourself questions like, “How do I need to “be”, to “act” and “think” in order to be my best?” Mohandas Gandhi said, “We must be the change we wish to see in the world.” In other words… if you truly desire to make the world a better place and leave a legacy in your family or community, the very first place to start is in changing and improving yourself. This is in direct contrast to many of the hypocritical politicians, and celebrities today who lecture everyone else about the way they should think, live and act… while… they themselves act like an exception. In order to be long-lasting and truly effective… great “leadership” has to begin on the inside of us and then radiate to the outside to have a positive influence on others and in the world. As the late Dr. Steven Covey wrote, “The 'Inside-Out' approach to personal and interpersonal effectiveness means to start first with self; even more fundamentally, to start with the most inside part of self -- with your paradigms, your character, and your motives.” If an individual does not use the inside-out approach their example is superficial and dis-ingenuine. We have all heard of the scornful paraphrase… “do what I say, not what I do” and we rightly mock its insincerity. Using the inside/out approach to change ourselves gives us credibility and genuine leadership traits because it is based on integrity and the power of a personal example. Dr Covey also stated, “The inside-out approach says that private victories precede public victories, that making and keeping promises to ourselves precedes making and keeping promises to others.” Finally, Dr Covey added, "Private victories precede public victories. You can't invert that process any more than you can harvest a crop before you plant it.” This type of philosophy also helps foster meaningful partnerships with others “in and out” of business. Once your employees or co-workers understand why you act the way you do, they'll be more willing to collaborate with you because they're aware of your personal leadership style. They are comfortable with you and can trust you. Becoming responsible for your own Personal Leadership will help you to develop a greater degree of self-awareness, cultivate the right mind-set and develop above average leadership qualities. Personal leadership is about transforming yourself into a better version of you! It is also about understanding your purpose and being able to translate that purpose into an inspiring vision that will also have a positive influence upon others. Nelson Mandela was one of the greatest leaders of the late 20th century. He understood the power of his own personal leadership. After spending 27 years in an isolated prison… he said…, ‘until I changed myself I could not change others’.

Leadership Excellence Ltd. Website: https://leadershipexcellencenow.com Consultation with Greg - https://leadershipexcellencenow.com/free-consultation-form/ The “truth” is that one of two things happen in your life… Either you make your own decisions… or someone… or something else will make your decisions for you. In other words, either you chose the direction and major opportunities for your life or something else does. Here is how it works…

Leadership Excellence Ltd. https://leadershipexcellencenow.com Consultation with Greg - https://leadershipexcellencenow.com/free-consultation-form/ This is Greg Thomas from Leadership Excellence, Ltd. Welcome to our channel. Over the decades I have helped thousands of individuals learn how to establish goals for their personal life and business. But do you know why MOST goals utterly fail? There are many reasons… including lack of planning, setting a goal only as an emotional response, procrastination, or a lack of personal motivation. We will talk about these in an upcoming video. But I don’t believe any of those are the biggest reason. When I am working with a client I tell them there is something they need to absolutely do before they start writing down their goals. If you don’t do this then you have placed the cart before the horse. Here it is… From my experience working “one-on-one” with people, I believe the biggest reason that most goals fail is because FIRST… a person has not established a Personal Mission Statement. Allow me to tell you what happened to me when I went into a bank about 13 years ago to establish my 2nd business… Leadership Excellence Ltd. The banker said to me… “so what’s your business mission statement? What’s the purpose of your business? By what values will you operate your business? Why should anyone buy from you compared to your competition? What unique “niche” does your business have that will set you apart to be distinctive? Where do you desire your business to be 5-years from now… how about 20-years from now? These were all excellent questions and the same principles hold true in our personal lives. So, before we start establishing goals… doesn’t it make sense that we have personally acknowledged our life mission, our purpose, our values, our talents, our desired future? Again, this is why I encourage all of my clients to first… create your own Personal Mission Statement and then… create written goals that complement your Mission. This is the first step in what we call your Personal Leadership. This is when you choose to seize control of your own life and path knowing that a default “mission statement” will take over if you do nothing. We talked about this in an earlier video on this channel entitled, “The Power of Making Your Own Decisions.” Here is the most important thing I will tell you on this video today… Creating goals without first taking the time to create your own Personal Mission Statement is like building a house without any blueprints! By building a life mission statement you create a “game plan” for life, and then establish active goals to achieve it. In the process, your moral and ethical values become your compass in life. A personal mission statement helps you to answer an important individual question that only you can answer… Am I truly living or am I “being lived”? What are the advantages of doing this first? It becomes your own personal “constitution” and your “True North.” By this, I mean that it… 1. Focuses your energies & resources… 2. Provides a sense of orientation… and 3. Unifies the fragments of your life… During the creation process, it makes you think of your life in ways you probably never have before. It “teases out” some vague ideas you have about your purpose, and by following through the process makes them more concrete… from mere generalities to a declared belief. When you are done… you have created a document that reflects your mission, purpose, belief system, values, and the vision you have for your life… in your own words. It will also remind you of your “personal responsibilities” as you live each day. I always encourage my clients to hang it on a wall so that they and others can see and be reminded of who and what you are as stated in your very own words. When you create business or personal goals afterward, they are in concert and in alignment with your stated mission. I have seen numerous times where an individual previously created a goal that turned out to be in conflict with their value system or contradicted their mission. What good are goals when this happens? Frankly, this is why so many individuals start goals and never finish them. It is why they lose interest. Unconscientiously… they know there is a conflict with what they believe to be true, and what they claim they want to achieve in a goal. And it doesn’t stop there! In the future, it helps you to remain grounded when you face the difficulties of life. In an earlier video, I mentioned how I was diagnosed with a life-threatening illness while in my late 40’s. By then, I had been already been using a mission statement since my 20’s. Whenever I have faced a difficult test in life… and have stopped to re-read my own Personal Mission Statement I have known exactly how to react, what approach to take, and what my next step should be, because my missions’ values keep me centered in life and grounded. The same can be true for you.

Leadership Excellence Ltd. Website: http://leadershipexcellencenow.com Many of us have heard of a man named Harland Sanders, or affectionally known as Colonel Sanders. He was the founder of the Kentucky Fried Chicken Franchise and a prominent spokesman of the 1960’s and 70’s. By the time of Sanders' death, there were an estimated 6,000 KFC outlets in 48 countries worldwide, with $2 billion ($6.3 billion today) of sales annually. What you may not know… are the challenging events that led to his eventual success. Let’s recap some of the highlights of his biography… So here is what we can learn from Colonel Harland Sanders. Never give up on your dreams. Quitters never achieve their goals. The Colonel had every reason to view himself as mediocre and many of his failures or setbacks were due to his own personal shortcomings. But… in spite of his past record he never gave in to defeat or age. Think you're too old to finish your dreams or start your business? Think again… The Colonel was 65-years old when he started again… with only a small savings, a Social Security Check and an idea. To him… it was worth the risk and he still had many years of struggle ahead of him before his business took of. He understood the old adage… “nothing ventured, nothing is gained. Allow his example to be a lesson to you in his burning determination and effort to achieve his dreams. You can to! As Winston Churchill once said, “I like things to happen, and if they don’t happen I like to make them happen.”

Leadership Excellence Ltd. website: http://leadershipexcellencenow.com Today, I welcome you to experience “A Motivational Minute.” Don’t ever forget the promise and opportunity offered by each new day. We can’t change the past… but the decisions we make… beginning today… will forever change your future. So let’s get started on a motivational minute… Many of us get frustrated when we face obstacles in our lives, or in business. But do you know why obstacles really exist? Allow me to quote to you from the late Randy Paush, the author of the “Last Lecture.” He used the metaphor that an obstacle is like facing a brick wall. He stated, “The brick walls are there for a reason. The brick walls are not there to keep us out; the brick walls are there to give us a chance to show how badly we want something. The brick walls are there to stop the people who don’t want it badly enough.” He was exactly right. The brick walls are not there to define us but to refine us… into deeper levels of commitment and the resolve to succeed. Just like muscle mass is developed by resistance, so too is our resolve and persistence. Growth comes from overcoming barriers, not from comfort or convenience. So, the next time you face a difficult obstacle remember this… here is a chance for you to show the world, and prove to yourself just how badly you want this. Don’t allow anything to stop you from reaching your goals. If you find a path with no obstacles, it probably doesn't lead anywhere. When you face an obstacle, figure out how to climb over it, plow through it, or pivot around it. The truth is that most obstacles appear to be larger than they really are… That’s it for today.

Leadership Excellence Ltd. https://leadershipexcellencenow.com Greg's email: coach@leadershipexcellencenow.com Consultation with Greg - https://leadershipexcellencenow.com/free-consultation-form/ Thank you for your interest in our services at Leadership Excellence, Ltd. I am often asked what we do, and what kind of services we provide. Allow me to give you my elevator speech! Leadership Excellence Ltd was founded in April of 2009. As a leadership consultant, I have a Master’s Degree in Leadership from Bellevue University and specialize in human resource development. I develop people… and stimulate their personal growth and success. This, in turn… improves and drives organizational performance. Having very large clients… small clients and a hundred in between, I do formal training for groups, teams and departments. I also present Keynote speeches and public presentations. I am also a certified Professional Life Coach providing “one-on-one” coaching and training to individuals of all backgrounds. For formal training, I am proud to use the outstanding development materials of the Leadership Management Institute. I have been associated with them for over a decade. So… more specifically… what do we do? It begins by offering on-line pre-employment… and mentoring assessments. It’s far too expensive to hire the wrong person today. Pre-employment testing helps you to understand the Mental Aptitudes and the Personality Dimensions of someone before they are hired. We even have an assessment that evaluates their capacity for good judgment! You will know from day 1… what their development needs are. These assessments are also used when you are considering a promotion within your organization. They can be a great mentoring tool. Once you have good employees, or desire to expand your own internal development and success, we offer a number of focused training programs. These include…  A program called Personal Leadership and Productivity that helps individuals improve decision-making and enhance their time management abilities…  A program called Essential Selling Skills. This is a basic primer to help individuals understand the fundamentals of sales and marketing of either a product or service.  We can also create a custom training program to meet your specific needs. A number of programs we offer using the excellent LMI material include…  Effective Communication – This program will help you overcome communication barriers, acquire active listening skills and improve your verbal and non-verbal communication skills.  Effective Personal Productivity – This provides individuals the direction they need to achieve desired results, including attitude change, goal-setting and determining priorities.  Effective Personal Leadership – This helps individuals to develop their potential by building upon strengths and improving their self-image. It also includes a Plan of Action to provide a blueprint for your future.  Effective Motivational Leadership – This program will equip you with the skills and ability to lead and motivate others.  Effective Strategic Leadership – This will help you to define and develop the purpose of an organization, its key strategies, the right people for the right roles, and oversee the processes required to achieve success. We have brochures and outlines on all of these “training programs.” If you would like more information on any of them, let us know using the link below. Don’t forget… I am also a certified Professional Life Coach providing “one-on-one” coaching, development, and training to individuals. I have helped organizations by working with their difficult employees, and “on the other hand” I have mentored their most promising “rising stars” to help them advance to a higher level. Again, “thank you” for your interest in our services. Be sure to let me know how we can help you! If you have any questions or need pricing for a service, feel free to contact me using the link below, and I will be delighted to get back to you. I appreciate you taking the time to watch this video.

Video: Why Most Goals FAIL: https://youtu.be/8Fa8Mv60GG8 Downloadable Template - Personal Mission Statement: https://www.dropbox.com/l/scl/AACFUe0i5bs0yRA8WVxPIVB-tGOsleeYc74 website: https://leadershipexcellencenow.com Contact Greg: coach@leadershipexcellencenow.com I suggest you break your Personal Mission down into four short paragraphs that encompass the major areas of your life focusing on your desired future. These four parts are: 1) Your Beliefs and Values, 2) Family Mission 3) Career or Calling Mission, 4) Personal “Whole” Life Mission. Putting these parts together will help you to clarify a more complete life quest. Now let's briefly discuss each of these… 1) Your Beliefs and Values - What is your moral code? What values give guidance to your daily life? Whether it is the “golden rule”, religious scriptures, a philosophy or another source, this is where you should begin! In this opening paragraph of your mission statement, strongly state your deeply held ethical principles and moral code. If you haven’t thought intensely about this before, it could be the most revealing part of your mission statement. 2) Family Mission - This includes your relationship(s) with your immediate and extended family. When all is “said and done”, family has greater importance to most individuals than anything else. If you want a happy and balanced family life, you also need to clarify what influence and level of sharing you desire. Of course, input from all family members will make your mission more attainable and fun to achieve! How do you want to “coach” each member to become all they can possibly be? What importance does your example, and your responsibility play? 3) Career or Calling Mission - Why do you actually work? Is it to find personal fulfillment, or simply to generate income for other interests in life? Do you want to change your career path? If so, how do you plan on making this change? Are there career skills you want to enhance or acquire? At the end of your career, what do you want others to say about your contribution in the workplace? If you are retired, what is the next adventure planned for your productive future years? 4) Personal “Whole” Life Mission - This part includes some of the most satisfying aspects of human life, and sadly most people put these off until retirement or never! How do you plan on maintaining a healthy body and mind? Do you need more education to fulfill a lifelong personal goal? Do you desire to “give back” to others for the blessings you have been granted? What would you do for the rest of your life if money were not a limitation? Now it is time to sit down in a quiet environment, listen to your heart and write. Some individuals consolidate their statements from the first three parts to sum up their overall “Whole Life” mission. Remember that this is your personal mission statement. Don’t rush the process, let your creativity express what is in your heart. Allow this document to be a vital extension of you! Take pride and ownership in what you write. If you experience mental gridlock, step away for a few hours and come back to it later. Work on it until the document reflects what you truly feel and believe. I have mine openly hanging on a wall behind my desk. Allow me to give you some final pointers are you begin the creation process:  After you create your first draft you may want to have a discussion with a loved one or close advisor. Ask them if you are leaving anything out, or diminishing a strength, talent or skill they see in you.  Work on it until it inspires you. The idea is for this document to motivate you when it is referred to in the future. It should reflect not just the way you are today, but what you hope to become in a better tomorrow!  Review it often. A good suggestion is to do this as part of a weekly or monthly meditation.  It should be allowed to be re-written as we grow and change. In time we all change and hopefully mature as we grow through life’s experiences. Expect to make adjustments to your mission and desires, as they will shift with age. I re-write mine every spring as I do a spiritual self-analysis. I hope you have found this Mission Statement template helpful, and because you watched it until the end… I want to offer you a free “fillable form” template you can use to create your very own Personal Mission Statement! You will find the link in the Description Area below. Hopefully, it will guide you through the process. Feel free to make any comments or ask any questions in the comments section. I am here to help you. Let me know if you found this helpful.