How Should A Leader Be Graded?


How To GRADE A Leader?



How To GRADE A Leader


Wouldn't it be useful and logical if we took into account all individuals who are elected, chosen, and/or climb to leadership positions, and utilized a targeted - method to efficiently, appropriately, GRADE a leader? After nearly four decades of personal involvement in nearly every aspect of leadership, from trying to identify and trying to qualify, to training, trying to develop, and consulting to thousands of actual and/or possibilities leaders, as well as serving as a leader on numerous occasions, I am a firm believer that if there were a formal - procedure/process for thoroughly evaluating potential leaders, With that in mind, this essay will aim to investigate, investigate, evaluate, and explain, via the use of mnemonics, what this implies and signifies, as well as why it matters.


1. Generate goodwill; contribute to the larger good; promote growth: Shouldn't a leader's strategy and action plans stress the importance of assisting others and the particular group while remaining focused on the larger good? Consider what a person is willing, competent, and/or able to perform, starting with steps that regularly produce goodwill! According to studies and personal experience, sustainable organizations are often distinguished from the rest of the pack because they continually explore strategies and implement steps to guarantee trustworthy, reactive, responsible, relevant, sustainable, and quality growth! A organization must continually expand and adapt in order to maintain its viability in the future!


2. Appropriate; timely; practical; risk/reward: It is never sufficient for a genuine leader to just seem and/or be active! Rather than that, his attention must be on pertinent ideas and activities that are responsive to present difficulties while also keeping a quality, sustainable, and viable future in mind! Avoid anybody who approaches the situation through rose-colored glasses, since although an optimistic, can-do attitude is vital and good, it serves little value unless/until it is practical and actually responsive! Great leaders evaluate their actions and initiatives from a risk/reward perspective!


3. Attitude; aptitude; acuity; ability to communicate; articulate; action: Consider both the attitude and aptitude/skill-set of a prospective leader! Pay close attention to both the message conveyed and the activities executed, as well as the action plan!


4. Investigate thoroughly; discover; deliver: Competent, relevant leadership, mandates, a desire and capacity to probe deeply in order to seek the best route ahead constantly, deserve to provide people with what they need and deserve. Excellent leaders provide genuine service and representation!


5. Empathy; attention; energizing; superiority; endurance; efforts; outcomes: Does the person display true empathy by listening properly and learning from each discussion and experience? Will he appropriately put his emphasis? Will he want the pinnacle of personal brilliance, while others may be content with adequate? How will he guarantee that his efforts are energized and that he retains endurance in the face of others' failures? What are the possible ramifications and consequences of this specific individual?


Groups must have unambiguous criteria and procedures for evaluating and GRADING future leaders! Without effective leadership, the majority of enterprises struggle!


Richard has founded companies, served as a COO, CEO, Directors of Development, and consultant for four decades. He has professionally organized events, advised hundreds of executives, and led personal development seminars. Rich is the author of three books and tens of thousands of articles. PLAN2LEAD, LLC, his firm, has an educational website at plan2lead. Plan2lead can also be found on Facebook at http://facebook.com/Plan2lead.

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