Posts Tagged ‘grand’

One may ask

One may ask? Wow! Why did Dr. Baiz, pick “The relativity In Leadership” as a topic of discussion? We all know that the word “Relativity” is typically referenced to the man whom has been recognized as perhaps the smartest man who ever lived; and, so therefore why make such an attempt? Well, if I may, I would like to paraphrase what Albert Einstein once said about the subject of relativity. Einstein said it would take a well versed trained physics scholar, two weeks to understand just the very rudiments of relativity, just to understand what relativity is, just the “rudiments”. You see Albert Einstein was denied the Nobel Prize eight times; and quite frankly denied because the Nobel Prize committees reviewing his work just did not understand fully what he was trying to explain, he truly was a man way ahead of his time. Einstein in his time was the premier scientist of his day and beyond. He was a leader, In spite of being denied eight times for the grand Prize all scientists seek. He held firm and worked away at his theories.

Albert Einstein is the innermost figure in our world that taught us that: “everything is relative” – now one must be careful and not just simplify the issue of relativity and think that you are now an expert in relativity by applying it in any random approach to the problem solving process of resolving challenges. The scope of “Relativity In Leadership” is to understand like Einstein understood in his theories of Relativity that In the end there is no end. Some have said plan with the end in mind. My answer to that is how? As there are no ends to: things, beings, or developments. Action is an evolving manifestation and leadership is constantly in the face of relativity. How? Let’s take a brief look at leadership and relativity and synthesize how the two are partners in progress. Let’s review the political, psychological, and social aspect of leadership as it pertains to relativity. In politics it is a broad base stratum of economics and finance, in psychology it is a broad base strata of philosophical approaches to human behavior and treatment while in the social it is a complex application of a cultural trends and social solutions to society’s sicknesses. The relativity In Leadership within the above mentioned social factors are the ever ending explorations of finding where the truth lies in leadership and what is the best mechanism to apply the best system; within the realm of all that we have at our finger tips that is Relative to Leadership! It is definitely there one just has to look for it.  

Be prepared to apply relative conceptual solutions to leadership approaches and define your leadership by applying the relative relationships to the heart of your business astuteness.           

Some people appear as such natural leaders one wonders if they were born with the quality of leadership

Some people appear as such natural leaders one wonders if they were born with the quality of leadership. It’s possible that this may be true. However, even for these “so-called” born leaders, the right environment is crucial to help them develop to their fullest potential.

Observing and learning

Leadership requires learning. Anyone can learn to become a leader. There are enough leadership training courses and seminars on offer. Leadership books are a great place to start your learning. The best way to learn, however, is to observe leaders in your home, work and social environments and try to learn from them. The best time to observe a leader in action is when there is a crisis. Crisis-handling is where most leadership skills come into play and the person is required to respond quickly and decisively and set things right.

Try to observe both kinds of leaders – formal leaders like elected representatives of local and world bodies as well as informal leaders like your own parents, grandparents or community elders. All these people can offer great insights on leadership and help you garner knowledge on the skills that go into leadership.

You must keep in mind that leadership is not something you can learn in a day. You must find ways and means to learn from your daily experiences, and put your learned skills and knowledge to use in day-to-day situations whenever the opportunity presents itself.

Remember, though, that leadership styles are not learnt in a day. It needs daily use to learn from daily experiences and to put your learnt knowledge and skills to the test.
Practicing Leadership

It is so true that ‘practice makes perfect’. It is not enough to have read books on leadership and acquire theoretical knowledge. In order to develop your own leadership style, you must find a way to apply what you have learnt whenever an opportunity comes your way. With practice, you will find yourself getting better at it. And people around you will also start recognizing your ability to take charge and naturally turn to you for direction. This is the way a leader emerges.

Leadership is not just about how to handle situations. It is a quality that you carry around with you when you deal with colleagues, friends, family or even the grocer. It shows in every bit of your demeanor. The way you carry yourself or interact with people shows a lot about your leadership quality. If you manage your organizational and personal responsibilities well, your leadership will be seen.

The trick is to keep using what you have learned till leadership becomes a habit for you.

Building Trust between you and your Team

A leader is only as good as his team. The leader alone cannot achieve the objectives and must share the responsibility with his team members.

The formally appointed leader is not necessarily someone who can get the team inspired to work together and complete the required tasks. In fact, each member of the team will have his or her own expertise making them the ‘informal’ leaders in their area of expertise.

The job of the formal leader is to make the team work together and build trust so that it becomes a cohesive group. Mere lip service will not achieve this. To build confidence and trust, your actions must match your words.

To sum up, leadership is something that comes out of an ongoing learning process through observation, training and study. But the best way to learn is to keep practicing what you have read or observed at every given opportunity.

Obama’s inauguration day poems



Will we battle terrorism as it should be fought
Or run away and let evil doers chase us to our door?
Will we protect our freedom and system of life
As our fathers and grandfathers sacrificed before?

Will we secure our borders against illegal entry
Or let our economy and security be destroyed?
Will we finally stop runaway wasteful spending
By leaders who are self-serving and void?

Will we continue to pledge our help to the less fortunate
Who suffer from war, hunger and disease?
Will we preserve our heritage and our future
From those who wish to bring liberty to its knees?

Never be afraid to be proud of America
And march with the thankful, honorable and just.
Never surrender our freedom of choice
Standing firm for what we believe and trust.

Sometimes it’s hard to protect what is right
Sometimes we’re scorned as for others we fight.
Some of us are willing regardless of loss
To commit our soul to save the cross.

Evil prospers on greed and human hate
Always eager to destroy and defecate.
God’s grace descends on the souls of man
Cleansing the impure wherever He can.

As long as man has struggled on earth
Life has had its troubles from birth.
God’s seed of goodness has delayed man’s demise
Thank Heaven for his heroes the strong and the wise.

The Lord adores his heroes of yesterday
Just how numerous, only He could say.
God loves his soldiers who line up to serve
By standing against evil His grace they deserve.

God Bless America


There are two worlds, this one and the next
Man’s is deceptive, temporary and full of blame.
God’s is permanent, loving, truthful and complete
Free of hate, lust, war, greed and shame.

Our bodies belong to this world and die
Our souls come from God’s and return.
Virtue is knowledge of what is right or wrong
As the lessons of lifetime we learn.

Humans are disorderly, wasteful and corrupt
All are guilty of the ignorance of sin.
The worst crimes practiced on Earth today
Are the sadistic deeds committed by men.

History persist but nothing has changed
The world we live in is more dangerous than before.
Most people never know the true facts or answers
They just follow the leaders they fear or adore.

The falsehoods of politics shadow man’s soul
Testing our faith, temperament and resolve.
Real heroes defend, liberate and unite
Facing problems with a mandate to solve.

President Obama I pray for your wisdom
To deal with America’s troubles and enemies at hand.
Man’s world is God’s boot camp of divine worth
As the misdeeds of man crisscross the land.

By President’s Poet
Tom Zart
Most Published Poet
On The Web


You can hear all of Tom Zart’s 330 poems
of love, war, faith and more 24-7 on web radio at



In my last article i reviewed napoleon hill’s list of the 11 attributes that he believed most contributed to the success or failure of a leader, gleaned during his 20 years of interviewing the most successful men and women in america for his book “think and grow rich”

In my last article I reviewed Napoleon Hill’s list of the 11 attributes that he believed most contributed to the success or failure of a leader, gleaned during his 20 years of interviewing the most successful men and women in America for his book “Think and Grow Rich”.

These attributes are:

  1. Self confidence, be knowledgeable about your work
  2. Self control, remain calm under pressure
  3. Sense of justice, fairness & respect for others
  4. Decisive and stand by decisions
  5. Organization & planning skills
  6. Strong work ethic
  7. Neatness & hygiene
  8. Empathy
  9. Mastery of details
  10. True accountability in deed as well as word
  11. The ability to achieve through others

In this book, Hill also discusses the 10 major causes of failure in leadership. These are:

The first cause of failure is the inability to organize details. According to Hill “efficient leadership calls for (the) ability to organize and to master details. No genuine leader is ever too busy to do anything which may be required of him in his capacity as leader. When a man, whether he is a leader or follower, admits that he is too busy to change his plans, or to give attention to any emergency, he admits his inefficiency. The successful leader must be the master of all details connected with his position. That means, of course, that he must acquire the habit of relegating details to capable lieutenants”. This failure relates to two key skills required by the successful leader or Project Manager – good organization skills, and the ability to delegate effectively. Too many managers create a project plan at the start of the project, and then do no more than tick it off, as if the project plan can manage the project. A good leader or manager is across the details of the plan, and manages it effectively.

Even more disheartening is the manager who abdicates responsibility rather than delegating responsibility. What’s the difference you might ask? When a task is delegated to someone, consideration is given to the person’s skills and ability to do the task, the amount of supervision required, and their capacity to do the task. The manager keeps track of the task, and assists where necessary. When a task is abdicated, it is farmed off to the nearest person without regards to their capacity, skills and knowledge (and therefore ability to do the job) and with no follow up, save for blaming the poor soul when the task invariably fails, as it must.

The second cause of failure according to Hill is the “unwillingness to render humble service. Truly great leaders are willing, when occasion demands, to perform any sort of labour which they would ask another to perform “.  This is the corollary of success attribute number 6 – strong work ethic. No manager can be truly successful if they ask more of others than they are willing to do themselves, or if they consistently delegate the most odious tasks to more junior staff.

The third cause of failure is an “expectation of pay for what they know instead of what they do with that which they know. The world does not pay men for that which they know. It pays them for what they do, or induce others to do”. This one brought a smile to my face, for I have met many managers and so-called leaders who expect remuneration and respect because they have been in a job for so many years, or they have an MBA or they know influential people. It’s not what you know or who you know – it’s what you actually do that counts!

The fourth cause of failure is “fear of competition from followers”. Hill goes on to state that “the leader who fears that one of his followers may take his position is practically sure to realize that fear sooner or later”. No leader can lead who is continually looking back over his or her shoulder to see who is gaining on them. Great leaders and managers encourage and nurture good people and enjoy working with them.

Someone once told me that you should never be indispensable – as a manager you should always make sure that one of your direct reports is capable and able of taking over from you at a moment’s notice. This means that you need to nurture them, train and mentor them, and trust them. This benefits not only them, but you, should a better opportunity open up.

The fifth cause of failure is lack of imagination. According to Hill “without imagination, the leader is incapable of meeting emergencies, and of creating plans by which to guide his followers efficiently”. Sadly to say, many Project Managers today seem to think that Project Management is a paint by numbers job – build a project plan and then everything will run along tickety-boo. It doesn’t, and it doesn’t help if the Project Manager cannot keep their head in a crisis, modify project plans, risks and issues on the fly, and quickly ascertain viable alternatives when the project is in crisis.

The sixth cause of failure is selfishness. Hill goes on to say “the leader who claims all the honour for the work of his followers is sure to be met by resentment. The really great leader claims none of the honours. He is contented to see the honours, when there are any, go to his followers, because he knows that most men will work harder for commendation and recognition than they will for money alone”. And funny how those managers who do “steal all the glory” are the self same ones who never accept responsibility or take the blame, even for the most minor of problems.

The seventh cause of failure, according to Hill, is intemperance. By intemperance, Hill refers to over indulgence in any pleasures, be they food, drink, drugs, gambling or sex. Hill believed that “followers do not respect an intemperate leader. Moreover, intemperance, in any of its various forms, destroys the endurance and the vitality of all who indulge in it”. Whilst this may seem somewhat quaint today, I think the point he was trying to make is that a great leader does not have time to over indulge in anything (the key being over indulge). A truly great leader always has his or her eyes on the prize!

The eight cause of failure is disloyalty. According to Hill, “the leader who is not loyal to his trust, and to his associates, those above him, and those below him, cannot long maintain his leadership”. A manager who does not trust and respect their team will find the going very tough if they need to call for extra effort from the team.

The ninth cause of failure is an emphasis on the “authority” of leadership. Here, Hill is referring to those leaders and managers who manage through fear and intimidation, rather than respect. Those “I am the boss and you’ll do what I say” types (and yes, they still exist). Hill goes on to say “the efficient leader leads by encouraging, and not by trying to instil fear in the hearts of his followers. … If a leader is a real leader, he will have no need to advertise that fact except by his conduct – his sympathy, understanding, fairness, and a demonstration that he knows his job”.

The tenth and final cause of failure is an emphasis on title. This touches on the subject of positional versus personal authority. A great leader or project manager has personal authority – if they were to be demoted to the lowest rank, they would still have the respect of their peers (and superiors) due to their personal authority. However, many managers rely on positional authority – such as a grand title (Executive Vice President or Corporate Change Manager) or the fact that they report directly to the Board of Directors. Remove them from that role and they are nothing! According to Hill “the competent leader requires no “title” to give him the respect of his followers. The man who makes too much over his title generally has little else to emphasize”.

As with the attributes of a successful leader, I don’t necessarily agree with all of Hill’s choices, but again – it is a very good list. You could do worse than to memorise these. In summary, then, the major causes of failure in leadership are:

  1. Inability to organize details
  2. Unwillingness to do that which you ask of others
  3. Expectation of pay for what you know rather than what you do
  4. Fear of competition
  5. Lack of imagination
  6. Selfishness
  7. Intemperance, over indulgence
  8. Disloyalty
  9. Emphasis on the “authority” of leadership
  10. Emphasis on title
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