The Dominant Quality In Leaders Of Distinction

MB Text 8-14-2015 (Leadership Qualities)It’s no secret that corporations look for prolific leaders to drive the corporate success van. This means putting the right person in the right role and surrounding that person with the right personnel. By doing so, corporate decision makers can increase the chances of producing a profit for its investors and show significant growth by the end of the year. So, what should their question be before starting their hunt for such a person(s)?

The primary question should not be, “Who is a difference maker?” Rather, it should be, “What qualities make one a difference maker?” Once this is established, the manhunt can begin since the search will narrow in on qualities rather than a person. Many mistakes have been made by people in search of the one person they believe can help change things for them or their team. Whether corporate or personal, judging and sizing up a person based on their present condition, or outward appearance, may prove to be impractical.

People who possess qualities which make them stand out aren’t as easily discernable. One reason, is they are not ambitious, nor do they have need of a title to define them. You may find a person who knows how to say the right words and is an over achiever, but lacks discipline and integrity. The person who is truly a difference maker is more interested in the quality of their work, than their work looking as though it has quality.

Let me explain what I consider to be an attribute. An attribute is a quality or characteristic of someone or something which gives credit for things such as a body of work, art, or a saying. An attribute can be considered a standard or conviction which causes a person to stand out. Imagine being in the company of difference makers who care about making a difference in society and in the lives of others.

What do you have when an entire team of people with difference maker qualities come together? What you have is a winning combination who can never be defeated. A difference maker is someone who is willing and able to fill all aspects of their role with confidence, who consistently delivers on objectives, and who follows or leads their team to peak performance. They understand their role is as essential as the next man’s. In many cases, a difference maker shakes things up, brings forth change, and demands results from themselves and their colleagues. They aren’t interested in being popular; they want success for the company or team even if it means not leading. With this attitude they will hit their targets and inspire their teams to do the same.

Difference makers are self-motivated. Difference makers are honest, they don’t cover up mistakes, and they are completely accountable for what works and what doesn’t work. They take full responsibility for their actions and results. You can’t tell if these people are difference makers by looking at them; their qualities are exposed by interacting with them. They are proactive, solution-oriented, and take-action people. Their values align with those of their organization or team, and these values drive day-to-day behaviors to pursue excellence.

How does a company, small business, or individual find a Difference Maker? Well, you can’t find them in the Yellow Pages. In the brawl for gifted able bodies, the challenges most organizations face are not limited to the simple unavailability of competent people. The hiring process is not set up to properly identify those who can truly make a difference. Focusing only on the skills and experience needed, the interviewer often pays too little attention to values, motivations, habits, work styles, behaviors, and cognitive abilities. Stop qualifying a person for where your company presently is, and start looking for those individuals who may not have all the skills, but who are willing to be molded into the person you need, not just want. Don’t look for the mate who completes you, look for the person who complements you.

Companies should design employment programs to become mentors to their employees instead of employers. Difference Makers are developed into their role not fit into it.

Recommended Reading:

I frequently say, “Readers are leaders and leaders are readers.” I strongly believe this statement; therefore, I have taken the time to recommend reading material that I believe will greatly benefit your life and business endeavors. Click the images to see more information or to order the books from Amazon.com.

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Come let’s talk some more about this, comment your thoughts below.

Beyond Standard

I have never met a person whose endeavor was to be average or standard. Average is not a goal because it takes no extraordinary ability to achieve it.

Beyond Standard
Beyond Standard
I have never met a person whose endeavor was to be average. Average is not a goal because it takes no extraordinary ability to achieve it.

Standard or minimum requirement is the new ‘average’ which is the usual, the ordinary kind, or the least acceptable quality. It is the ‘typical’ accepted by the general public. It’s like the old maxim, “It can’t be wrong if everybody is doing it.” Why accept what everyone else does? Is it because it is safe? Do you feel that if you are like everyone else, you can then avoid being negatively discussed by others? Continue reading “Beyond Standard”

My Protégé’s Mistake

A protégé of mine was concerned with a particular problem, and sought my thoughts because his problem needed immediate attention. He said that if he did not make a decision about the matter, it could possibly cost him a considerable about of money. My recommendation to him was to call the company first thing in the morning regarding his concession, and send an email detailing his reasons. After several days had passed, I happened to see him and inquired about his decision concerning his problem.

He said that he and his wife decided to hold off on making any decision and that they would call the company next week. I asked, “Do you think that your problem is going to go away?” He replied, “These things have a funny way of working themselves out.” My response was utter silence and I concluded the conversation with, “Good Day.”

How could people be so naïve as to think that if things are left to themselves they will evolve into something beautiful? That makes as much since as Darwin’s Theory of Evolution. The last explosion I can recall left everything affected by its force in complete ruins. Do you believe in chance?

Are you the kind of person who leaves his problems alone, thinking that somehow they will work themselves out? The person who leaves his or her life to chance simply believes in luck.

Life may hold some unfair advantages for some people if success is considered luck. Fortunately, success yields itself only to the self-disciplined, driven individual who believes that he or she can force their success. E. B. White said,

“Luck is not something you can mention in the presence of self-made men.”

God informed Joshua in the book of Joshua that if he adhered to His laws and was courageous, then he would know good success and would make his way prosperous. No marriage works without sacrifice; no business succeeds without a proven product or service; and no person overcomes their ignorance without information and applied knowledge. Therefore, get your head out of the sand and make something happen.

Lucille Ball once said,

“Luck? I don’t know anything about luck. I’ve never banked on it, and I’m afraid of people who do. Luck to me is something else: Hard work — and realizing what is opportunity and what isn’t.”