Back to Back Issues Page
It's Finally Arrived! Leadership Tools Monthly News, August 2005
September 01, 2005

Leadership In Process

Building A Team of Leaders!

Leadership Tools Monthly News

The Ultimate E-zine on Leadership!

Providing leadership tools with original content on key leadership topics including:

Business Planning
Leadership Development
Sales Management
Customer Service
Team Building

Delivering leadership strategies with fresh ideas, results-focused tools and resources to assist leaders in achieving THE TRIPLE WIN.

The Triple Win consists of creating and supporting a work environment where:

Win #1 Employees - are positively engaged and feel highly valued.
Win #2 Customers - are consistently "delighted" and remain loyal.
Win #3 Owners/shareholders - realize optimal return on investment with continual improvement quarter-to-quarter and year-over-year.

Remember, the Leadership Tools Monthly News is FREE, your information is always kept PRIVATE and we only publish the newsletter monthly. This ensures that you will receive quality tools and content without becoming overwhelmed with too many emails.

Volume III - August, 2005 Issue

Leadership In Process
Building A Team of Leaders!

T A B L E   O F   C  O N T E N T S

  1. Lessons-in-Leadership
    • Leadership In Process!
  2. Meeting for Results
    • Leadership Teams for Extraordinary Results!
  3. The Juice Bar
    • The Process of THINKING
  4. Reader Meter
    • Reader Feedback!
  5. Site News
    • Updates - and What's Coming Soon!

Lessons In Leadership

Leadership In Process
Building A Team of Leaders!

"The task of the leader is to get his people from where they are to where they have not been."
- Henry Kissinger

What If? – your team consisted of only individuals that possessed the same drive, determination and passion for their job as you do?

Imagine – how your production would increase?
Imagine – how your time would be maximized?
Imagine – how quickly your organization would grow?

Wouldn’t a team full of competent and enthusiastic, self-motivated leaders, working together for a common mission - become a prime example of LEADERSHIP within your organization?

What If? – each member of your team took complete ownership of the organizations results?

Envision no one being willing to pass the buck for something not getting done.

Assume every team member was fully committed to doing his/her job to the utmost while also making every effort to ensure each co-worker was successful.

Does this sound even remotely plausible? Or, does the above scenario sound completely unrealistic, some sort of unachievable utopia?

What If? – you never had to hear an excuse again for why something didn’t or “couldn’t” get done? Visualize your entire team focusing their questions on “how we can” vs. “why we can’t”.

Never again would you hear the words, “There’s not enough time”, or “There’s too much paperwork”, or “Our turnover is just simply too high”.

What If? – all of the above scenarios were absolutely achievable? Would it be worth the time and effort to make it happen?

The process of establishing strong leadership within an organization is in part based on a leader’s commitment to grow and develop the next generation of competent and effective leaders.

In order to identify those who have the ability and willingness to lead, you need to assess each team member and determine if he or she is currently meeting your expectations and if the employee is capable of achieving much more with some additional coaching, support.

To grow a team of leaders, you must first address any team member who is presently “out of alignment”.

Allowing even one person to remain “out of alignment”, (meaning the individual is not engaged – not contributing- not buying-in to the goals of the team/organization) puts a much greater workload on to every other team member.

If the employee in question is simply present in order to receive the benefits of the job, but is unwilling to make even the smallest sacrifice for the good of the team, then he or she is “out of alignment”, and has in fact become – dead weight.

The leader must immediately recognize and address this kind of non-contributing, “atrophied” employee and quickly either coach him UP or coach him OUT.

NEVER allow the team to be imprisoned or shackled by sanctioning the presence of low expectations.

There can be no tolerance to allow those with no ambition to learn and grow, to peacefully reside in your workplace. You WILL get exactly what you expect. Make certain that you are very clear with yourself and your employees just exactly what those expectations are.

The next step to ensuring your team exemplifies Leadership In Process is by creating what we call a “Leadership Team”, within - your existing team.

To learn more about how to develop a highly effective leadership team within your team, continue on to the next section. It’s time to roll up our sleeves and create something GREAT!

"It’s never crowded along the extra mile."
- Wayne Dyer

Meeting for Results

Leadership Teams for Extraordinary Results!

"Be enthusiastic as a leader.
You can’t light a fire with a wet match."

- Unknown

The following is not simply an activity or exercise. Rather, it is a program to introduce and lead within your organization or team that will help to create the means for maximum results.

People who are willing CAN be developed into leaders – leadership comes from a combined set of skills, not simply the result of possessing a certain genetic code.

In order to create a team of fully functional leaders, you must provide the necessary environment and opportunity for your team members to thrive.

By creating an opportunity for “selected” individuals to participate on a special leadership team within the larger group, you can send a strong message about the kinds of people you seek to invest in, and in effect communicate what you are looking for in those persons you are willing to support for future promotions.

Not all employees will “make the cut”. Some employees:

  1. May want to lead but simply aren’t willing to make the necessary changes in order to qualify for the team.
  2. Won’t be willing to do what it takes in order to meet the higher expectations that will be communicated to those persons invited to participate in the leadership team process.
  3. Are only interested in what’s in it for them, versus clearly understanding the broader picture of what’s important to the team and the organization.

These are the folks who you really need to assess for “alignment” issues, as stated in the earlier section.

Odds are that you may have opportunity to improve the overall quality of your entire team simply by holding these lower performing employees to a higher degree of accountability.

For the team members remaining, the ones who are eager, enthusiastic, determined, willing and able – these are the people who are the next generation of leaders in your organization. These are the aspiring leaders who are deserving of your extra time and resources.

Here are 7 rules for creating a leadership team:

  1. Membership must be voluntary. (Consider having a formal application process to select your initial leadership team members.)
  2. Start out with only a few highly productive team members, no more than 10-20% of your overall team. This creates an “elite” status that can help inspire others to start paying close attention, and to apply for the leadership team at the next opportunity.
  3. Market the Leadership Team process throughout your organization – create a BUZZ that gets people wondering what all the excitement is about. Continue to market the process of the leadership team as the team continues to grow and add value to the organization.
  4. Set HIGH expectations and clear goals for your leadership team. Treat them with the same level of dignity, respect and admiration that you have for your most trusted mentor. Identify and provide some “perks” for the leadership team participants. Subtle perks will keep team members inspired and will also help to inspire non-leadership team members to work harder to make the cut next time.
  5. Be willing to invest time, money and resources – understanding full well that you need to ensure a healthy return on your investment. Ask yourself what the added time and dollars are bringing (or will bring) to your bottom-line, and keep your expectations high.
  6. Establish a formal leadership curriculum. Expose team members to all areas of the business and work with each person to develop a realistic career plan – based on their strengths and areas of interest.
  7. Empower your leadership team to LEAD – only by actually leading others will each member of the leadership team gain the skills and insights for becoming a highly effective leader.

Now then, imagine for a moment that you are one year into the process of developing your all-star leadership team. As a result of your efforts you now have multiplied yourself by a factor 10-20%, right?

This is where it gets really exciting! Go one step farther and imagine that you have assigned each of your graduating leadership team members to select and establish their own brand new leadership team within your organization. Envision each separate leadership team competing with one another – all for the betterment of the entire organization.

Are you a leader that can create and maintain the necessary energy and enthusiasm for a task this great?

Assuming you are, just think of where your organization might be in terms of leadership, promotional bench-strength, employee retention – not to mention increased production and overall business growth.

All of these extraordinary results can be yours by taking the time and care to invest in and grow the leadership abilities of your workforce.

"A leader takes people where they want to go. A great leader takes people where they don’t necessarily want to go, but ought to be."
- Rosalynn Carter

The Juice Bar

The Process of THINKING

"Big thinking precedes great achievement."
- Wilfred Peterson

It’s critical that we maintain “right” thinking.

Andrew Carnegie said, “I would not give a fig for a young man in business who does not already see himself a partner, or the head of the firm. Say each day to yourself, My place is higher up!. Vow that you will reach the position with untarnished reputation, and make no other vow to distract your attention.”

Orison Marden stated in his book, Ambition – “The youth who does not look up will look down, and the spirit that does not soar is destined to grovel.”

Why be afraid to demand great things of yourself? Affirm your ability to do and be the thing you always dreamed of. BelieveWork Hard – and watch the unimaginable leap to your assistance! Don’t wait, begin it now.

Poem entitled, “THINKING”

When you think you are beaten, you are.
When you think you dare not, you don’t.
When you’d like to win, but think you can’t
It is a sure thing that you won’t.

When you think that you’ll lose, you’ve lost;
For out in the world you will find
Success begins with a man’s will –
It’s all in the state of your mind.

When you think you’re outclassed, you are.
You have got to think BIG to rise;
You have to FEEL sure of yourself
Before you can win a great prize.

Life’s battle does not always go
To the stronger or faster man;
But soon or late the man who wins
Is the one who THINKS he can.

- Author Unknown

"You can have brilliant ideas, but if you can’t get them across, your ideas won’t get you anywhere."
- Lee Iacocca

Reader Meter

Reader Feedback!

Your comments and feedback are very much appreciated. We are grateful for every email of encouragement that we receive. Thank you all!

"Excellent! I have just entered the field of corporate life and these leadership tools are proving to be very effective, as the change can be seen and felt."
- Owen

"If more people in the leadership role would use this FREE newsletter they might just become a real leader that people will notice and look up to."
- James

" has helped me with the basics I need to improve my behavior and my skills. Thanks!"
- Anna

"Excellent – this site offers a lot of learning with its rich contents and tools. I would recommend all professionals to reach this site."
- Verghese

"I have just recently discovered this site and it has been very helpful in aiding me in my business, which is a small school that over time has evolved and now needs me to really it take it further."
- Anne

What's Our Secret?

This is where the journey began.
Don't wait, it's time to begin your own journey!

To all of our subscribers: Please let us know your thoughts by completing our:

To request any of our high-value free tools click on the appropriate link located at:

Want to revisit a past issue of Leadership Tools Monthly News? Check out the following:

Our Open-Door Policy.
Making communication flow easier is an important task. This is something that we assess often because it truly is that important. We need to know what is on your mind, what your needs are, and what you'd like to see from us in the future.

In addition, we want to be certain that you have multiple ways of staying in touch with us. To this end, we offer the following:

One of the biggest issues we have in our efforts to communicate with our readers is that some of our subscribers do not receive our newsletters because their spam filters are blocking our emails – even though we NEVER use spam.

Increasingly, ISPs (ex.,, and mail services (ex., Hotmail) are using filtering systems to try and keep spam out of customers' InBoxes. Sometimes, though, they accidentally filter the e-mail that you do want to receive.

Please do not blame your ISP or mail service. The volume of spam is enormous and the algorithms to figure out what is spam (and what is not) are complicated. So mistakes do happen

We all have to deal, unfortunately, with the fallout of what spammers do to the Internet.

Unfortunately, this issue is not going away anytime soon. However, you can take action now to ensure your receive every one of our newsletters. You can “whitelist" our site address with your email provider.

Whitelisting simply means you will add our site to your list of acceptable sites that you wish to allow past any spam filters.

Check your email provider instructions on how to whitelist us so you never miss an issue of our newsletter.

Web Log (BLOG)
Another way for you to stay in touch with us is to add the Leadership Tools Web Log (BLOG) to your RSS reader. Not sure was an RSS reader is? No problem, simply go to our WEB-LOG (BLOG) PAGE

(If you have a Yahoo or MSN home page you can easily add our BLOG to your list of daily content. Just click on the Yahoo button at the bottom of our BLOG page, or search “Leadership Tools News” in the Search Content section in My Yahoo or My MSN.

You will notice that many of our BLOG entries cover various leadership issues, site news and leadership lessons.)

Site Map
We now provide an updated SITE MAP PAGE for our readers. The Site Map was created in an effort to make navigation of our site easier and more convenient.

In summary, in the spirit of adopting an "Open Door Policy", readers now have:

  • the ability to ensure each newsletter is received by whitelisting our site address
  • access to our daily BLOG
  • the ability to more easily find what you are looking for through our new site map

We look forward to hearing from you throughout 2005!

Site News

UPDATES - and What's Coming Soon!

  • IT’s FINALLY HERE - Audio technology has arrived – on several of the links on our nav bar we have recently added audio recordings in an effort to at least place a “voice” with the written word. More to come as we work to develop audio books!
  • 10 Quick Steps To Leadership Development – PDF and MP3 Versions - In Final Stages!
  • AMBITION – What Leaders Are Made Of! - PDF and AUDIO versions - In The Works.
  • Non-Secrets to Our Success - Coming Soon! We will be updating our “My Secrets” page soon to share the best of our “non-secrets”.
  • and much more.... so stay tuned! ;-)

Contact Information

For more information, free tools, quotes, articles, tips, books and other high-quality resources, check out our entire web site at:

All reprints of our articles or BLOG entries must not be altered in any way, must be printed in whole, and MUST place the following credit line with a working link back to our site at the end of the text:

"Information contained herein is used by permission and is the property of Receive their FREE monthly newsletter Leadership Tools Monthly News, by subscribing at

Copyright © and Trademark ™ 2002-2005,
Back to Back Issues Page