Leadership Archives - Page 5 of 10

Five Obvious (but Uncommon) Methods to Build Great Teams

by sincera | Dec 4, 2015 | Business, Career, Leadership, Management, Office Etiquette, Performance, Productivity, World of Work

Whether it is a strategic goal or an operational mandate, the success of every business objective ultimately depends on one and only one factor – How good is your team? The best visionaries and managers can achieve very little if they don’t have a motivated, energized and effective team under them. Great Teams just don’t fall in place automatically, they are built. It takes considerable effort and strategy to build great teams that thrive on challenges and makes work look like fun and a great adventure.

Management is nothing more than motivating other people ~ Lee Iacocca

In my years of being managed in and managing tiny, large, diverse, global and multi-functional teams, I have learnt along the way that there are some pretty obvious methods to build and sustain a high value team of best performers:

Build Great Teams Method #1: Hire for Attitude

We hear this quite a lot but what does it really mean? To me, it means looking for enthusiasm more than expertise, integrity more than degree and thirst for knowledge more than experience. Skills can be taught but it is quite difficult to change behaviors and attitude. Destructive behaviors are very contagious and a few people with a bad attitude can ruin the performance of an entire team no matter how good the rest are. It is important to filter for the best from the start or prune the bad apples the first chance you get.

Build Great Teams Method #2: Give Autonomy (with Accountability)

People are in their best performance “zones” when they find meaning in the work they do. Work is no longer just a job with a salary in today’s global 24/7 environment, it is significantly integrated into our lives. People need to be deeply engaged and feel that they are making progress every day in their lives through their work. One way to do this is to cultivate the concept of entrepreneurship within teams. Assign goals (and not tasks) to your team and give them sufficient autonomy and authority to work towards these goals. “I don’t know” is sometimes the best answer that a leader can give to promote initiative and dynamism within the teams.

Build Great Teams Method #3: Respect (Lots of it)

Cultivate a culture of respect and be a model for it. Promote mentoring within teams and break silos. The best teams discuss, debate and challenge each other on the way to achieving the remarkable while being respectful of each other’s uniqueness. Celebrate this uniqueness and the value that every member of the team brings to the table. When people respect each other, trust in each other’s abilities soon follows and it becomes much easier to make the right decisions to achieve common goals.

Build Great Teams Method #4: Practice Transparency (Enable Communication and Collaboration)

You cannot expect people to operate blind and still give their best output. Technology has made the sharing of information and the levels of interaction much easier – use this to your and the team’s advantage to ensure that the right hand knows what the left hand is doing. Free flow of information empowers team to collaborate and enables rapid progress.

Build Great Teams Method #5: Appreciate, Appreciate and Appreciate

Yes, I can’t say this often enough and I am not talking about the carrot and stick approach. Genuinely and sincerely demonstrate that you value your team by thanking them every opportunity that you get. Make it a priority to notice when people are doing things right or are going out of their way to ensure the success of the team. Celebrate this publicly and privately. This lifts people up, it makes people feel safe and that they matter. This in turn frees them up to perform and contribute at their highest levels.

As I mentioned earlier, the methods are pretty obvious but the simplest methods are always the most effective. It surprises and saddens me to see how often managers don’t practice this. Can’t sum this post up better than Tom Peters:

A soaring vision is desirable.

An effective strategy is important.

Super-processes are a necessity.

But in the end, it’s all about … THE PEOPLE!*

*It’s ALWAYS all about

… THE PEOPLE!

What have your experiences been in building and in being part of successful teams? What would you have done better? I would love to know.

5 Top Leadership Quotes of All Time to Help Us Decode Great Leadership

by sincera | Nov 19, 2015 | Career, Leadership, Managing Yourself, Motivation, World of Work

Being a leader means different things to different people. We all have our own thoughts on what good leadership entails. Some say it comes with what title one is vested with in the hierarchy of a company, some say it is about seniority while some firmly believe it is attributes like confidence, charisma and power that make up a good leader. But would we get a great leader even if we put all these qualities into one person? No, not necessarily. There is no one definition of great leadership and who a great leader is, so here are some of our favorite top leadership quotes by some of the world’s greatest leaders themselves to help us understand what leadership is (and isn’t) better.

Top Leadership Quotes #1:

Being a leader does not mean brute force, a sheer show of muscles (even metaphorically):

I suppose leadership at one time meant muscles; but today it means getting along with people ~ Mahatma Gandhi

Top Leadership Quotes #2:

No matter what your position on the hierarchy is, whether you have the responsibility of leading a team or whether you are to be led, you are the CEO of You, Inc. Leadership starts with leading yourself first.

A true leader has the confidence to stand alone, the courage to make tough decisions, and the compassion to listen to the needs of others. He does not set out to be a leader, but becomes one by the equality of his actions and the integrity of his intent ~ Douglas MacArthur

Top Leadership Quotes #3:

Because with great power, comes great responsibility.

Power isn’t control at all – power is strength, and giving that strength to others. A leader isn’t someone who forces others to make him stronger; a leader is someone willing to give his strength to others that they may have the strength to stand on their own ~ Beth Revis

Top Leadership Quotes #4:

Leadership may be a paradox, but it is a paradox worth understanding and practicing:

I have three precious things which I hold fast and prize. The first is gentleness; the second is frugality; the third is humility, which keeps me from putting myself before others. Be gentle and you can be bold; be frugal and you can be liberal; avoid putting yourself before others and you can become a leader among men ~ Lao Tzu

Top Leadership Quotes #5:

A great leader does not “lead”, (s)he empowers and enables. A critical attribute for being a great leader is to have 0% Hubris and 100% Humility:

In my experience, leadership is about three things: To listen, to inspire and to empower. Over the years, I’ve tried to learn to do a much better job listening actively, making sure I really understand the other person’s point of view, learning from them, and using that basis of trust and collaboration to inspire and empower. [It’s about] setting the bar high, and then giving them the time and resources to do great work ~ Larry Garfield

And to conclude the post, here is a bonus quote to sign off with, by Dan Shoenbaun that sums up our views on leadership very well. Even if you are a leader, be aware of your weaknesses, as you are of your strengths – “I define leadership as knowing when to be in front to lead and guide a team during the journey, and when to step back and let others take the lead. Much like an athlete who knows exactly what position to move to on the field at any given time, a true business leader understands the delicate balance of how to help others become leaders, fuel career ambitions, then give them the chance to shine.”

The Top Five Ted Talks on Leadership

by sincera | Oct 13, 2015 | Career, Leadership, Managing Yourself, Motivation, Productivity, World of Work

“Leadership and learning are indispensable to each other.” – John F. Kennedy

The Ted-Talks series which turned 30 in 2014, began as a one-time event and has evolved into a platform of sharing and receiving for professional and personal development, indeed a “star making factory”, by those who have been there, done that. Motivation and inspiration cannot get more real-time than this. With technology at our fingertips, we are now able to view these tremendously powerful talks, sitting miles away from the real venue and without any cost. We have written about must-read books on leadership, must-watch inspirational movies and now it is time for TED – a fantastic source for life-long learning, something that we at Oorja Biz Ops deeply believe in. To be a great leader, you have to be ready to evolve continuously, to learn and grow every day. We have picked our favourites here for the top five Ted talks on leadership. Read on and make sure you watch them, because they are all ‘real’ leaders, in the ‘real’ ‘world of work’, therefore trust what is coming straight from the horse’s mouth!

Rosalinde Torres: What it takes to be a great leader – http://www.ted.com/talks/roselinde_torres_what_it_takes_to_be_a_great_leader

Leadership expert, Rosalinde Torres summarizes 25 years of her work experience of leading people, and seeing great leaders at work in 3 succinct questions for aspiring company chiefs, which are potentially questions they might as well lives their professional lives by. Indeed, “The world is full of leadership programs, but the best way to learn how to lead might be right under your nose”! [1]

Simon Sinek: Why good leaders make you feel safe – https://www.ted.com/talks/simon_sinek_why_good_leaders_make_you_feel_safe

“I try to find, celebrate and teach leaders how to build platforms that will inspire others.” — Simon Sinek. Which is exactly what he does in this brilliant talk. Sinek speaks about the qualities that make a good leader, the most essential quality being the ability to create trust in employees, or as he says, “being able to draw staffers into a circle of trust, especially in an uneven economy”. He talks about the importance of making your employees feel secure, and how it is directly proportional to their personal and professional productivity.

Stefan Sagmeister: The power of time off – http://www.ted.com/talks/stefan_sagmeister_the_power_of_time_off

The great poet William Henry Davies couldn’t have summed it up better – “What is this life if, full of care, We have no time to stand and stare.” Designer Stefan Sagmeister speaks exactly of this, only connecting it to our professional productivity and how “time off” affects our leadership skills. He speaks about how it is important to step back every now and then, take stalk, re-assess and re-plan. He talks about how every seven years he closes his New York studio for a year-long sabbatical and how this break re-ignites his creativity and helps motivate those working with him.

Derek Sivers: How to start a movement – http://www.ted.com/talks/derek_sivers_how_to_start_a_movement

And entrepreneur Derek Sivers shows you how to do that in just 3 minutes and 9 seconds with the help of the video of a funny man dancing in a park. He speaks about how important it is for a leader to be uninhibited, which is possible only if he believes wholeheartedly in his own idea and is ready to face ridicule and sarcasm. More than that, it also teaches us about the importance of the “first follower” and the importance of treating the follower more as an equal, and the idea then becoming about “them” rather than “his”, or “hers”. A brilliant talk to start your day with!

Kare Anderson – Be an opportunity maker – http://www.ted.com/talks/kare_anderson_be_an_opportunity_maker

For someone who was diagnosed as “phobically shy” in her childhood, Kare Anderson has sure come a long, long way. In this incredibly powerful talk, Anderson talks about how she helped herself develop by helping other people. How she discovered her talents and passions by helping other people discover theirs. A truly noble and symbiotic insight into how more people should understand the concept of “leadership”.

Have your own favorite talks to share which we’ve missed? Do let us know what they are so that we can listen to them too! Happy Leading!

Five Career Strategies to Maximize your Potential and Performance on your Job

by sincera | Oct 12, 2015 | Career, Leadership, Life, Management, Managing Yourself, Motivation, Office Etiquette, Performance, Productivity, World of Work

Do you believe that the Performance Appraisal systems in your workplace actually work for you? Chances are that you don’t and you are in “good” company here. A study done by Sibson’s Consulting found that Only 30 percent of the study respondents (750 individuals, primarily senior-level human resources (HR) professionals) reported that their employees trust the performance-management system. Given that formal performance appraisals don’t seem to be working as well as they should to give employees their due, one needs to take charge of his/her career and have a self performance management system in place to ensure career growth and commensurate rewards. Just being good at your work, efficient and cooperative is not enough – it takes more than that to grow and be successful at the workplace today no matter what your job role or level is.

So how does one take charge of their own performance management and hence the rewards arising out of it? What practical steps and behaviors are needed at the work place to ensure a positive outcome at the job? Here are five career strategies drawn out from my experience and analysis with my team and peers of what works:

Career Strategy #1: Work Hard AND Smart – Yup, there is no escaping working hard if you want to be successful. People on the outer edges of the performance bell curve are usually workaholics. But you also need to be smart here – learn to say no to work or assignments that do not fit into your goals early on. Else you are sucked into the vortex of work alcoholism with no real benefit to yourself – doing work that you do not enjoy doing helps no one in the long run. If your heart is not in it, you will not be performing at your best levels. So choose wisely and then be 100 % dedicated to your work.

Career Strategy #2: Promote yourself – This was a hard-earned lesson for me. I had always believed that my work will speak for itself and rewards may be delayed but will never be denied. But then, who has time to wait? You cannot afford to be shy if you want your work to be recognized. Be aware of your worth and don’t settle for less. You have to be your own marketing manager and actively market the value that you bring in to your manager, department and organization. Make sure people know who you are and what you do. Make your achievements and contributions visible as and when they happen and not just list them at appraisal time. A good way to keeps track of your achievements is also to make your resume a work in progress document that you keep updated as when you achieve a milestone.

Career Strategy #3: Get a mentor or two or three – The advantage of having a mentor at your work (or outside) is multifold. A mentor can help you see a situation differently, identify your key skills and where you need to develop yourself and be someone in your corner when you need some additional support. Look around you to find people who you admire and are role models for where you want to be. Don’t limit yourself to one mentor. You might look to one for domain expertise, to another for industry expertise, and yet another for personal scenarios when you need practical and helpful advice or brainstorming. And if you are lucky to find a great mentor, invest in that relationship and make sure that you too provide support when your mentor needs it.

Career Strategy #4: Build a network early on – “No man/woman is an island” as they say and in the work scenario, this is amplified. Build a strong and trusted support system of peers at your work place. Draw upon each other’s strengths to get ahead and for back up when you need it. Stay close and vent, strategize and have plain and simple fun within your group. I have also found this to be a good antidote to fight against any negativity (read office politics) in the environment. As you move up in your company or switch jobs or roles, be proactive in building your contact base and staying in touch. You never know who may be of help in boosting your career (and this works both ways) and serendipity often strikes when you are prepared for it. Social media makes this easy nowadays and LinkedIn is a great place to achieve this. There is rich content on the web on maximizing your returns from LinkedIn and here is one from an expert to get you started (http://dngraham.wordpress.com/2012/03/07/five-points-to-consider-before-participating-on-linkedin/).

Career Strategy #5: Keep Learning and Stay Positive – Being a lifelong learner is essential for your career success when skills, technologies and market requirements are changing so rapidly. Not only do you need to be open to new experiences and keep learning to convert your weaknesses to strengths but also to be current and relevant in today’s job market. Set your own training goals for the year and make sure that you keeping adding new skills and knowledge to your repertoire. Limit your exposure to negative environments and people – these are energy suckers and if you are not careful, you would soon be working on fulfilling someone else’s agenda instead of your own. Remain positive and true to your own performance plan and keep moving forward on the goals that you have set for yourself – so much more productive than being distracted by negative office politics or complaint-sessions.

Maximizing your performance and potential on your job needs you to take control of your own career plan – be the CEO of YOU Inc. Be fiercely intentional about where you want to be, know your worth and be BODACIOUS (one of my favourite words – meaning a combination of Remarkable, Courageous, Audacious, Spirited) at work.

I leave you with these words from Abraham Lincoln: Always bear in mind that your own resolution to success is more important than any other one thing.

What would you add to the list above as necessary strategies to Thrive and not just Survive at work? What has worked or not worked for you? I would love to hear back and learn from you.

Five Ways to Build and Sustain Organizational Culture

by sincera | Jul 30, 2014 | Business, Leadership, Management, Office Etiquette, Performance, World of Work

That mysterious thing called organizational culture – everyone loves discussing this topic. A company is doing well – credit goes to the culture. A company is not doing so well – blame goes to the culture. And it is perhaps true. Culture is critically important to business success, according to 84 percent of the more than 2,200 global participants in the last Booz & Company Survey (Infographic). But what is more surprising is that 96 percent said some form of culture change is needed within their organization with 51 percent believing that their organization is in need of a major culture overhaul. If organization culture is so widely accepted as a critical factor for a company’s success, and people believe the culture needs to change, why is this not happening? I think the problem lies in treating the whole culture thing as a mystery (that is here, there and everywhere, can be sensed but cannot be grasped – you get the drift) or as something that lies in the HR department’s purview (along with other mysterious things like employee engagement, succession planning, etc.).

Wiki defines Organizational culture as “the behavior of humans within an organization and the meaning that people attach to those behaviors. Culture includes the organization’s vision values, norms, systems, symbols, language, assumptions, beliefs, and habits.”

I would interpret this as the “how” in the company. How do we work on a daily basis – how do we interact with each other and with the external world, how do we react or respond to situations, how are our actions guided. I recommend you read “What Is Organizational Culture? And Why Should We Care? by Michael Watkins” – the post and the comments to see how many different interpretations there are of culture (no wonder it is a mystery).

For all my readers out there who want to delve into this mystery a little more and add to the already high discussion levels on this topic and perhaps bring about culture changes in their own organizations, this post is about building and sustaining company culture from my experiences in two stages of my career – as a team leader in mid-size and large companies and as a small business owner in the third year of leading my company.

Company Culture Builder #1 – Have a clear Vision, Mission and Values statement: This is where you define the culture of the company. It is critical that every employee knows and understands the vision of the organization and the values that it stands for. It needs to be simple enough or made simple enough that everyone in the company can understand them and get aligned to them. The idea here is to get people really involved and committed to the culture – logic and reason have their place, but in initiatives like this the emotions of people have to be tapped – and a clear mission, vision and values statement serves as a great way to bring everyone on the same page.

Company Culture Builder #2 – Hire people who embody these Values: No matter how talented a person is, if you don’t think that the person would be a cultural fit in the organization, resist the temptation and don’t make an offer. The people you hire are your ambassadors for culture, they will be the examples for the next set of hires. As they say, one bad apple spoils the basket – not only do you need to ensure that you hire, promote and reward people not just for skills or performance but for attitude and behaviour that aligns with the culture that you want to foster but also help people who are not aligned to be aligned or move them quickly out of the organization. When valued behaviours are not demonstrated, no matter where he/she is in the hierarchy, there should be consequences that show that such behaviour is no longer acceptable in the organization. This is important to establish accountability.

Company Culture Builder #3 – Understand Culture is not just Top-down: It is side-wise too. Yes, it does start at the top but it happens together – built through everyone’s behaviour and interactions in the team or company. Culture is everyone’s responsibility. Every person in the company should be walking the talk, walking it together, and knowing enough to course correct if some action in the day-to-day operations of the organization does not fit the culture.

Company Culture Builder #4 – Bring Culture in when solving Business Problems: I think this is the best way to bringing the theories to practice, to reducing the whole mystery about culture. When you have an irate customer or a profitability issue or a collaboration issue, that’s the time to do a root cause analysis that also assesses the problem based on what value was or was not used. Did we follow our culture? Were any of our values ignored? Based on what we stand for, what is the right thing to do now? Do we need to change anything in our culture so that this problem does not appear again? These discussions really help in reinforcing the message (and solving the business problem).

Company Culture Builder #5 – Focus less on Perks and more on building Trust and Respect: A cool office, a world-class gym, free food are all good but not at all the main factors that will make a company an employer of choice or build a culture that makes both customers and employees happy. These are short-term motivators only. Enough studies have been done to show that people want to work in an environment where they feel valued, respected and are making a significant contribution to a purpose larger than themselves (meaning). Therefore, creating a strong and healthy organizational culture is more than providing a few services that give a nice shiny surface gloss. Build trust and respect so that when one digs below the surface, one finds a strong and healthy foundation for a great culture.

Taking the digging analogy further, I want to end with these wise words from Edgar Schein, Professor Emeritus with MIT Sloan School of Management, and author of many best sellers including the Corporate Culture Survival Guide :

“Culture operates at many levels and certainly how we do things around here is the surface level. I like to think of culture to be like the lily pond. On the surface you’ve got leaves and flowers and things that are very visible; a visitor would see them. That’s the ‘how we do things around here;’ but the explanation of why we do things in that way forces you to look at the root system, what’s feeding it and the history of the pond, who planted what. If you don’t dig down into the reasons for why we do things this way you’ve only looked at the culture at a very superficial level and you haven’t really understood it.”

How would you define company culture? What do you think are the key factors to build and sustain a great company culture? I would love to hear back and learn from you.

From Managing to Leading – Five Attitudinal Shifts To Become An Inspiring Leader!

by sincera | Apr 22, 2014 | Business, Career, Leadership, Life, Management, Managing Yourself, Performance

Why is it so difficult to find great leaders in the world of work? What is the missing element that makes most super achievers fall short of being super leaders or mentors? What does it take for a skilled manager to become an inspiring leader as well and why do so many managers fail to make this leap? In this disruptive world, there is a burning need for leaders. Much has been written on this topic but there is always space for a new perspective. For today’s post, I invited Nilisha Mohapatra to share her insights on this topic. She has studied and worked in the Human Potential Development field and is a keen observer of people in work environments.

A few thoughts on management and leadership from John P. Kotter before we move on to the insights – he has said that “leadership and management are two distinctive and complementary systems of action” and that “leadership complements management – it doesn’t replace it….strong managers produce predictability, stability and order, but leaders create, communicate and implement visions of the future, which enables companies to change themselves in a changing competitive marketplace.”

Organizations are all about its people – which is why, a lot of research has gone into understanding what motivates people! This breadth of on-going research and innovation underlines one fact for me – that people management is the most crucial and most dynamic aspect of an organization. It is difficult too, because there are people involved. So many of them!

So how does one make the shift from managing people to leading people?

There are no cookie-cutter fixes for people management. The more I mull over this, I realize that for me it is all about attitude shifts that we need to bring about, rather than finding tricks for success. It all starts with the mind-set. As Gautam Buddha says, ‘The mind is everything. What You think, You become.’
Let this saying be our Pole Star for this blog post.

Here are my five cents to answer this big question:

1. People are capable and able of owning their careers and their lives. They do not need to be ‘managed’. I believe, all people need, is active mentoring and inspiring leadership. Each individual has a Pandora’s Box of talent within them. I mean it. All it takes is a nudge here, a push there, humaneness and occasional guidance, to unlock this. I have known a lady who continued in a data entry job for 10 years because her seniors believed her capability rested there. The moment she received mentoring to try out something new, she soared. Today she is a successful artist, creating social change using various arts media! This happened when she was at the receiving end of trust, acknowledgement of strengths, encouragement for risks, and effective role modelling. This approach is a belief system shift. It can create magic.

2. Respect people for the choice they make to work with You. The part about the choice here is to believe that many people take up their jobs because they want to do that work. They are drawn to it, have a passion or vision for it. They do not just take up a job for the sake of it. It is for us to really respect this very choice and nurture it. They choose to join You in the journey/trajectory of your organization and career, to work with you. Not for you. With You. If we can accept and value this, it will go a long way in the team members really having a sense of purpose in their careers, feel more valued and encouraged to contribute more. Engagement will sky-rocket.

3. Invest in people’s learning, and let them grow. At every point of our careers, we all need to learn. We grow because we learn. The higher up we go in our careers and seniority, the more privileged we are to work with increasing number of people. At that point it is then our responsibility as Mentors to facilitate the same kind, or even better opportunities than ours, for our team. Believe it or not, the learning is going to reach you eventually. The beauty of your experience comes into play when you mentor such growth. Investment can be in the form of allowing them to experiment, implement multiple ideas, unleash their creative thinking etc. When you can, create opportunities to invest in your team’s growth. You will foster high performance!

Be instrumental in polishing uncut diamonds.

4. Appreciation: Criticism = 4: 1. It is a scientifically proven fact by psychologist John Gottman that we need to have a 4:1 ratio of positive comments to negative (four acknowledgments for every one correction) in all relationships to have a healthy one. As mentors, we need to LIVE this. This practice really allows you to validate and acknowledge each of your team members for their work. They will feel seen and heard. What is wonderful about this practice is how it opens up the space for each person to receive constructive feedback and accept the room for improvement. If we want them to do more and be more, this would be a great place for us to start with. Genuine validation is all it takes. Start with 3:1 and then get to 4:1.

5. Be Authentic. Be real and allow the person that you are, to come through in your interactions. This is a great way to build a trustful and synergetic environment in your team. This for me is also purely about walking the talk, and leading from within. If you want to motivate someone to be more accountable, you yourself have to take on the next level of accountability. Want your team to take more risks? Demonstrate risk taking. Set the tone with this authenticity. That way everyone knows that You as a mentor will always have their back!

Over time as I have discussed these ideas with people I meet, I have been told that such mentors are a rare breed indeed. And I understand why it is so. Because this is a conscious and persistent choice we are talking about, which will undo years of conditioning, which might have its roots in the beginning of the Industrial Revolution! But I firmly believe that with these five attitudinal shifts, we can really transform the landscape of ‘people management’ into ‘people mentoring’. And that is the need of the hour.

“We all need to be leaders, regardless of our formal title or role. This starts with inner self-leadership and moves outward to influence, guide, support, and lead others. The process of becoming a leader is the same as the process of becoming a highly effective human being. Leadership development is personal development. Leadership ultimately shows itself in what we do “out there.” But it starts “in here.” “~Jim Clemmer – Growing the Distance

Be your indulging mentor. Let it start with you, because You Matter! I believe that the choice to start a phenomenal trend, lies with You. So let it roll!

What have we missed ? What are your observations on making the shift to inspiring leadership ? Nilisha and I would love to hear back and learn from you.

Nilisha is trained as a Mentor Trainer, delivering complex training to Indian volunteers learning to become mentors to disadvantaged children. She has a Masters in Applied Psychology and has transformed herself into a creative and inspiring trainer who both taught acceptance and behaviour change as well as living the principles in her training. This is Nilisha (@NilishaM)’s fifth guest post for Happy In The Now and you can read all her blogs at fantasycluster.wordpress.com

Pic Courtesy :

http://www.theolivebranchblog.com/wp-content/uploads/2013/11/lead-by-example1.jpg

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