The Barrett Leadership Blog

The Barrett Leadership Blog allows those of you who have read my books or have utilized The Barrett Center for Leadership Development, LLCâ„¢ services another means to immerse yourself in the conversation of leadership and organizational development. Therefore, I encourage you to participate in an open and honest manner so that you can continue to develop your leadership from the inside out.

Sunday, April 27, 2008

Leadership Development is Essential (Part 4): In American Organizations

The world is changing. The compression of time, globalization, and the influence of technology are transforming the marketplace as well as the organizations that operate within it. The quagmire that many American organizations find themselves in is determining how to transform themselves in order to keep pace. The only way that American organizations can competitively forge ahead in this new marketplace is to relinquish some power to their trusted employees, transforming them from simple worker bees to empowered leaders. This transformation cannot take place in rhetoric, but must be demonstrated in deeds. Organizational leaders must encourage trusted employees to lead through the development of their ideas and their initiative to take actions that are in the best interest of the organization.

This is not an easy task as the Industrial Age hierarchical leadership structure of many American organizations tend to limit the ability of middle to lower level employees to fully engage the organization's mission and vision. Industrial Age organizational cultures often create an environment where employees are simply following the directives of higher level supervisors with little latitude to make decisions or input their ideas. This type of rigid top-down management does not encourage the type of leadership that the new marketplace requires. To demonstrate the importance of leadership for the viability of American organizations, let us briefly take a look at three of the forces that are changing the way American organizations must function and how leadership could improve their viability and competitiveness.

The Compression of Time and the Influence of Technology
The compression of time and the influence of technology work hand in hand, as the rapid development of new technology has drastically shortened the business cycle. Just think 25 years ago, if you wanted to send a document from one city to another you had to mail it. This would have taken 2-3 business days. Not any more. You can fax that same document, or scan and email it, allowing the receiver to obtain it in seconds. Twenty years ago, cell phones, the Internet, and high-speed communications were either not available or very limited, often limiting employees to communicating business while in the office. This is no longer the case, Blackberries, laptops, and home offices facilitated by fax machines and DSLs allow employees to conduct business anywhere at any time.

All of this new technology has truly changed the way American organizations view time, because much more can be done in the same span of time than in years past. What does this mean for organizations' trusted employees' productivity? Should they bog themselves down with more work simply because there is more ways to get things accomplished in a timely fashion?

It seems that the answer is yes, as more employees are working longer and longer hours, as their personal lives are being intruded upon by their work. But, the question here is-Are these employees using the new technology and compression of time to do better quality work that will provide their organization with a competitive edge or are they misusing the time afforded them because they lack the freedom to control their schedule because of higher directives?

The answer to this question lies with the employee, as he/she often knows best what he/she could be doing to make better use of his/her time. But, are organizational leaders who are immersed in an antiquated organizational culture open to listening to their trusted employees' views on these matters? Are they open to letting these employees manage their time in order to more efficiently meet organizational objectives? While time management may seem simple, it requires a great deal of personal leadership on the part of the employee. Nevertheless, an employee's ability to utilize technology to manage his/her time to facilitate organizational objects is vital to his/her productivity and creativity. Moreover, it is essential to an organization's ability to remain competitive in this new marketplace.

Globalization is another factor that is transforming the marketplace that American organizations compete in. Countries such as India, China, and Korea are developing their economies at a rapid pace. American organizations are now facing tremendous pressures in industries that we once dominated handily such as the car and electronics industry. In addition, the cheaper labor and lower operating costs are luring American companies to close down operations in the states and move them overseas, which hurts the average American worker. How can globalization be stopped is the question that I hear most often asked when this topic comes up?

However, globalization is not a force that one can truly combat, rather it is an inevitable shift in the world economy. No country stays on top forever, nor does any country stay on the bottom forever. Therefore, American organizations have to look at globalization as simply another transition in an ever-changing world. With this in mind, the question should not be what can we do to stop globalization, but rather what do we need to do so that we can remain viable and compete in this new world economy?

The first step is that our organizational leaders need to analyze what makes their organizations great. Answering the following questions will help them with this inquiry.

  1. What do we do well?
  2. Why do we do it so well?
  3. What could we improve to do it even better?
  4. Are our employees well-trained and happy to do what is asked of them?
Second, organizational leaders need to shift the conversation to global competition. Answering these questions will begin the shift.
  1. What is our purpose on a global level?
  2. What is our vision on a global level?
  3. Do our employees understand that we face global competition?
  4. Do our employees understand the global challenges we face?
  5. Are our trusted employees empowered to make choices and decisions that they feel will give the organization a competitive advantage in this global marketplace?
In all, globalization just like the compression of time and the influence of technology requires leadership for American organizations to remain viable and competitive in this new marketplace. Still, many of us fear what is on the horizon as things may look a bit murky. This is a normal reaction when change comes about, but understand that leadership does not operate out of fear. Leadership requires that you set aside your fears long enough to take the necessary actions to achieve your goals. So, to American organizational leaders don't be afraid to encourage your employees to lead. And to employees, don't be afraid to lead.

Will American organizations thrive in this new marketplace? Only those that embrace and encourage true leadership at all levels of the organizational hierarchy. Therefore, American organizations must break free from their subconscious love affair with the rigid top-down organizational culture of the Industrial Age, as it stifles employees' ability to lead. Lend me your thoughts.

Stay tuned for Part 5 of this five part series: Leadership Development is Essential


Saturday, April 26, 2008

It's Finally Here!!!!!!!!!!!!!!!!!!!!!

To God, My Family, Friends, Supporters, and Detractors:

I would like to thank all of you that supported and encouraged me as I wrote my first book (Leading from the Inside-Out), which is now available for purchase at

While I have been guided by a divine and higher power in writing this book, you all have been and continue to be my inspiration, as I work to uplift the human condition through leadership development. Whew!!

I ask two things of those that choose to purchase or read my book. First, is that you provide a honest review of the book on Second, is that you pass on the word if you find the book helpful, useful, or insightful.

Thank you again for your support and encouragement, without it this would not have been possible.

Love Always,


Leadership Development is Essential (Part 3): For Our Communities

What is a community? A community is a group of individuals linked together by underlying similarities such as culture, race, geographic location, economic status, age grouping, sexual orientation, and gender. These similarities unify a community's members. For this reason, the issues or concerns that face a given community tends to have a significant affect on the lives of its members. Whether it be fighting against police brutality of minorities in the urban inner cites, protesting the moving of convicted sexual predators into a given neighborhood, improving the playground at the local middle school, or lobbying politicians for an increase in minimum wage, community members are often called upon to lead. All of us belong to a least one community, but most often we fall into many different communities. The question, however is-Are we truly answering the call of leadership when our communities need us to take action?

A community is much like a family unit, because a common bond is shared. Even though that bond may not be blood, it can be just as strong or even stronger. Therefore, it is not uncommon for our community ties to be stronger than our family bonds. However, what role do we play in developing and strengthening these communities that we claim to hold so dear? Are we doing what is necessary to make sure that our communities' needs are being met, just as we would make sure our family's needs were being met?

Over the years, I have heard different community groups make the argument that not enough was being done to address their issues or concerns. Some of these community groups have appealed to the federal government for legislation, others have made public pleas for help, while others seem to simply self-destruct without any clear vision for properly addressing their issues or concerns. To all of these communities, I ask its members the following questions:
  1. What are you doing to improve your community from within?
  2. Are you taking the necessary actions to impress upon others that your issues or concerns need to be addressed for the betterment of society at large?
  3. Are you using outdated tactics to bring attention to you cause?
  4. Are you still talking about the issues rather than thinking, devising a plan of action, and then working that plan to address these issues or concerns?
You see, appropriate, intentional, and targeted leadership within our communities is essential for them to prosper. However, many community members are not utilizing leadership for the sake of the community, instead they are leading for positional power and influence. When this type of behavior occurs the issues and possible solutions become lost as they are no longer the focus of the movement. This often leads community members to believe that certain issues or concerns may never be resolved, unearthing a feeling of hopelessness and apathy.

This feeling of hopelessness and apathy can be seen on the faces of many people across many communities in America. My question to you is-What will you do to change this? Notice, that I have not used the term "community leaders," because everyone is a community leader, however, it's your choice whether to take action or not. Everyone has the ability to lead and influence the issues and concerns that affect them. The days of waiting for someone "greater than thou" to lead never really existed. As with Dorothy's ruby red slippers in The Wizard of Oz, you have always had the power within you. You just need to believe in yourself and access it.

Do yourself and your fellow community members a favor and take a good look at the communities that you belong to and make the choice to do something about the issues and concerns that affect them and you. Take a stand. Think about how you can improve the current situation. Build a coalition, and then begin to take action (taking into consideration what you read here today). Your communities need your leadership. If not you, then who?

Stay tuned for Part 4 of this five part series: Leadership Development is Essential


Tuesday, April 22, 2008

Rethinking Our Spending Habits

The other day a colleague of mine was confronted with a financial request that he felt could be utilized as a learning opportunity for all. I hope you find my colleague's response useful.

Friend's Financial Request:

Hello XXXXX,

I have a favor to ask you. Is it possible for me to borrow $400 from you for concert tickets? I will give it back to you on May 16th. I have some really good seats and I don't want to lose them. If you say no, I understand.


Colleague's Response:

Dear Friend,

Unfortunately I am unable to comply with your request. Though we did not get to finish our conversation the other day (about finances), I believe this might be an opportunity for you to begin looking at money differently. Let's briefly take a look at this upcoming concert. You are considering paying $400 to sit and watch singers and rappers for a few hours. Afterwards the performers will leave tens of thousands of dollars richer due to the collective generosity of the audience (your tickets). And the fans (you) go home at the very least $400 poorer. In many cases, more because you charged the tickets on a credit card and now have to pay interest on that money, in addition to any other expenditures you incurred at the event (drinks, snacks, souvenirs, etc.). Within a week the memory of the event will begin to fade, and within months you won't even remember who performed.

Think about the last concert that you went to, was it actually worth what you paid? My past experiences tell me "NO". A better option for that $400 might be to invest it in a Roth IRA; compounded over 25 years that $400 could turn into a few thousand dollars.

A more conservative option would be to open an on-line savings account at, which pays about 3% interest. This won't make you rich, but it will allow you to 1. begin saving, 2. earn above average interest, and 3. create a self imposed restriction on your money. All of which should result in you being able to save more money.

I believe that we need to enjoy our lives, but delayed gratification "is the ability to wait for something that one wants". Once you have placed yourself in a financial situation where $400 is "relatively inconsequential" then these and future concert tickets becomes a reasonable purchase. Until then, I would save $380, and use the remaining $20.00 to buy a new CD.

My intention here is not to preach, but since you expressed an interest in learning how to save money in our previous conversation, I figured this was a good opportunity to share some of my insights on personal finances. If you would like to discuss this further, please feel free to give me a call.

With Warmest Regards,
Someone Who Cares


Sunday, April 13, 2008

Leadership Development is Essential (Part 2): In the Family Unit

About a week or so ago, the news reported that there is a 50% high school dropout rate for inner city kids across America. I would be lying if I said that I was shocked, because the family structure has been in disarray for years. Negative situations such as alcoholic and abusive parents, sons in prison, daughters struggling to raise their children without the assistance from their children's fathers, nieces prostituting themselves to make ends meet, and nephews living on the street because of a drug problem they can't kick are destroying our families and our society.

There are so many negative issues facing the family unit today. Where are the family matriarchs and patriarchs of yesteryear? Are there role models in the family unit anymore? Where is the leadership in the family unit?

Instead of worrying about what is occurring outside the front door, families need to come together and function as a unit behind closed doors. Family members need to create a culture of success, much like organizations (Microsoft or Pepsi) do. Those within the family that have achieved success (which is facilitated by leadership development) should lead this endeavour as they should have a better understanding of what needs to be done to bring about a positive change in the family unit's thinking and behavior. It is up to these leaders within the family to teach their relatives how to effectively pursue and achieve their goals. Only through repeated success by others within the family unit can success become the dominant culture for current family members and future generations.

Just think about your family for a moment, there was at least one instance where some family member demonstrated leadership that you can model or use to inspire your greatness. No matter how dysfunctional your family may seem, there is usually at least one member that you can look to for inspiration and guidance. It may just take you a bit of digging to find him/her. If there is no current family member that has demonstrated leadership that inspires you, then you may have to look to the past, which is fine. It's worth the effort, so take a look.

What did you come up with? Was it your great grandmother and great grandfather who immigrated to a young America in search of a better life for their family, your father who worked tirelessly to turn a mom and pop business into a family empire, your aunt who overcame an abusive relationship to be the first in the family to earn a college degree and purchase her own home, or your cousin who beat his drug addiction and now speaks to at risk youth about the pitfalls of drug abuse that inspires you?

Family members such these have demonstrated their leadership through their triumphs. If they are still with us, it is their duty to pass on their leadership insights to family members that are willing to learn. If they are no longer with us, it is up to us to gather as much information about their life, struggles, and triumphs so that we can learn from their leadership and use that knowledge as inspiration for our own leadership development. In either case, the goal is to gain leadership insights and pass them on to other family members so that a culture of success can be created and instilled in all family members.

Some of you may pose the question-"Am I my brother's keeper?" Well, the simple answer to this question is, yes. However, this is not to say that we should overburden or destroy ourselves in an attempt to uplift family members that don't want to help themselves. Nevertheless, it is our responsibility to help create a culture of success emphasizing personal
leadership development for each and every family member. If we don't, who will? Furthermore, if we don't, some if not all of the negative situations that we discussed earlier may begin to destroy those that we hold dearest. Creating a culture of success based on leadership development will help to deter family members from underachieving, as the kind of thinking and behavior that fosters negative situations will not be supported.

Why is leadership development in the family unit essential for society? Leadership development in the family unit is essential for society because every family member has the possibility to be a major contributor or detractor to society. Society would much rather have contributors (leaders) than detractors. For example, Joe Kennedy Sr. (former matriarch) of the Kennedy clan used his ambition and personal leadership as tools to create a political dynasty that has had a tremendous influence on society. Rest assured, Mr. Kennedy had family in mind in every step along his pursuit of success, which is a major reason why the Kennedy family has been such a major contributor to society over the years. We have to ask ourselves-What role do we want our family to have in influencing society? In answering this question, we must first acknowledge that our family is influencing society negatively or positively whether it's our intention or not.

We need to become more aware of the power of the family unit. We need to infuse our families with leadership. We must accept that it is the family unit that has the power to keep our children in school. It is the family unit that has the power to keep its members off of drugs and alcohol. It is the family unit that has the power to nurture, encourage, and inspire one another to greatness. However, for all of this to occur, leaders within the family have to step up to the plate and begin creating the conditions for success. These leaders have to show the others how to lead.

Am I my brother's keeper? Yes, I am. We all are. We are our sister's, aunt's, mother's, nephew's, father's, uncle's, children's, and cousin's keeper. If not us, then who?

Stay tuned for Part 3 of this five part series: Leadership Development is Essential


Saturday, April 12, 2008

Leadership Development is Essential (Part 1): In Our Lives

  • I wish things were better in my life?
  • Why are things always going wrong for me?
  • Why can't I get ahead?
  • Why can't I be happy?
  • Is it me?
These are questions that most of us ask ourselves as we are going through the trials and tribulations of life. In our darkest hours, we can even convince ourselves that life (an inanimate concept) is against us and that there is no way out. Sadly, many of us succumb to the pressures of life and give in. When this occurs society is robbed of our possibility, meaning that the world may have lost a great doctor, brother, lawyer, friend, professor, pastor, sister, teacher, mother, nurse, father, the list goes on. Believing that we can't realize our life's purpose or calling tends to give rise to the depression, unhappiness, and dissatisfaction that many of us have in regards to our life. But there is hope, because while some of us give in to life's pressures, others seem to access an inner strength and overcome. What is this inner strength? Do we all have it? If so, what do we need to do to access it?

Well, the truth is that we all have this inner strength, but at different levels. This inner strength is nothing more than our personal leadership, which provides us with the ability to shape and lead the direction of our lives. Some of you may be saying that this concept sounds too simplistic. Well, in theory maybe, but in practice not so. Developing one's personal leadership so that one can lead his/her life is not an easy task, as it requires:
  1. constant awareness of self, choices, and the impact of these choices on our lives and the world around us
  2. life-long learning
  3. intentional action

These behaviors among others serve as the basis for personal leadership development, but are often taken for granted as we deal with the everyday distractions that we allow to dominate our lives.

It may be a cliche, but life is really what you make it. Our life is truly what we create it to be, but we have to acknowledge and own that fact. There are people from around the world who have overcome horrible conditions and great tragedies to become huge contributors to society, former US President Abraham Lincoln (extreme poverty) and former South African President Nelson Mandela (jailed for over two decades), come to mind.

Conditions such as poverty and abuse can either be hurdles for us to overcome or roadblocks that stop us dead in our tracks. Whichever it becomes, realize that we chose (consciously or subconsciously) based on our level of personal leadership. For example, my personal leadership led me to overcome the poverty hurdle of my childhood, however the same can't be said for many of my peers who are still immersed in this reality. My personal leadership has taken me further, as it has led to me taking a stand against the ill-conceived perception of powerlessness by the downtrodden and for the empowerment of all who desire to live a life they love. In addition, my personal leadership has led to the answering of my life's purpose or calling. In doing so, I no longer succumb to the everyday pressures of life, which is a very powerful feeling. Do you know what your life's purpose or calling is? Do you know what is preventing you from accessing it?

Every moment of our life, even in our sleep, we are being bombarded with different stimuli that can distract us from aligning ourselves with our life's purpose or calling. However, it is this very purpose or calling that is essential to our well-being and happiness, as this is what we are trying to fulfill during our stay on earth. Understand, that everything in life has a purpose, from the spider's web to the sun's rays, to the air we breathe and the water we drink. Everything has a purpose. However, because of human being's propensity to think, create, and be influenced by the world around us, we are often distracted from our purpose or calling by the (intentional or unintentional) stimuli of the world we live in. These distractions can come in the form of engaging in over indulgences such as materialism, food, television, or the opposite sex. They can also come in the form of being overly concerned with the lives of others for no other reason than to gossip or to control, using mind altering drugs, or being complacent or lazy. There are so many more distractions that we could talk about, but the point is that they all have the ability to throw us out of alignment with our life's purpose and calling, leaving us confused, upset, depressed, and unhappy.

The first step to personal leadership development is acknowledging that you have the greatest impact on the realization of your life's vision. By accessing and developing your personal leadership you will begin to identify who you are, who you want to be, and what you need to do to make the transition to the life that you want to live. By focusing on what you need to do to live the life you want, you will be forced to identify and dismiss distractions that do not serve your purpose. However, living the life that you want to live does not mean that you will live a perfect life, no one does.

Leading your life is not about judging the "politically correctness of you life" or trying to live a life that does not offend anyone. When Dr. King was leading his marches, there were many in the black community that believed his purpose and tactics were wrong. Nevertheless, he continued to follow his calling, which led to the shifting of a nation's thinking and behavior. Leadership is not about right or wrong. It is about doing what is necessary to achieve your desired outcomes as long as you are not destroying others in the process. Be sure that no matter what you do in life, someone will be upset with what you are doing. For all his great works, Dr. King was still assassinated by someone who did not share his vision.

Remember those outside stimuli I mentioned earlier? They tend to have a vested interest in shaping your beliefs and actions around right and wrong or what's "correct" in order to serve their purposes and not your own (consciously or subconsciously/intentionally or unintentionally based on their background and beliefs). Whether it be a company selling a product, or a friend giving relationship advice, always be conscious of that.

Accessing and developing your personal leadership helps you access and manipulate what works and what does not work in your life as you align yourself with your life's calling. By analyzing what is not working and then discarding those practices and behaviors, you will be able to replace them with more productive practices and behaviors that will begin to transform your life for the better. As you utilize this process over time, it will become part of who you are, allowing you to seamlessly manipulate your choices, thinking, and behavior so that you can live the life that you were put here to live, creating sustainable happiness, peace, joy , and prosperity.

Personal leadership development is essential for our lives, as it is our lives that give rise to the successes and failures of our families, communities, organizations, nations, and world. In my soon to be released book, Leading from the Inside Out you will be exposed to the leadership practices that will help you create and pursue your life's vision. However, the question is are you willing to acknowledge that it is your responsibility to lead your life?

Stay tuned for Part 2 of the five part series: Leadership Development is Essential


Sunday, April 6, 2008

Leadership and Trust

Throughout history, there have been larger than life figures such as George Washington, who led his young fractured nation's army into a battle for independence. Corporate titans such as Bill Gates, Warren Buffett, and Steve Jobs have led the employees and shareholders of their organizations to financial success, while others like you and I have used our influence to lead family and friends to make improvements in their lives. I would like to point out that the key ingredient in all of these leadership interactions is that of the leader-follower relationship.Without this ingredient there would be no independence, no organizational successes, and no improvements in the lives of our friends and family (per these cases). But, what compels us to follow a given individual? What is it about certain individuals that makes us willing to follow them?

One of my dissertation committee members wrote a paper exploring the relationship between trust and leadership and the role that it plays in the leader-follower relationship. His research revealed that there is a correlation between the level of trust followers have in an individual's ability to effectively serve their agenda and their willingness to follow his/her vision. Trust is a concept that has significant meaning for most of us, as many of us have deep seeded issues with the concept stemming from childhood and young adulthood.

A family member letting us down, time and time again, kids teasing us in our youth, or that first love that broke our heart can begin our subconscious process of erecting invisible walls around us for protection. These walls make it very difficult for many of us to trust others as we try to function in adulthood. This is why many of us tend to be sceptical or wary of the intentions of others. Nevertheless, history has taught us that trust is an essential ingredient when it comes to leadership. Therefore, work needs to be done by both follower and leader. The follower must work to overcome his/her barriers to trust, while the leader must consistently demonstrate the traits associated with trust to his/her followers. But, what is trust as it relates to leadership?

Trust in the context of leadership means that the follower believes that the leader has a shared commitment and the ability to effectively lead him/her towards a vision that he/she may not be able to pursue without the leader's assistance and guidance. Trust is at the core of the leader-follower relationship. Without trust, little progress pertaining to a given vision can take place. Therefore, an individual who wants to lead must establish and maintain trust with his/her followers.

Here are some of the traits that an individual must have or develop if he/she is looking to establish and maintain trust in those that he/she may lead:

  1. A shared commitment to a given movement or cause with followers.
  2. A vision for the movement or cause.
  3. A commitment to his/her followers' success.
  4. A satisfactory level of competence to plan and accomplish the tasks needed to achieve the movement as assessed and determined by the followers.
  5. The use of fairness when dealing with followers.
  6. The willingness and ability to meet the needs of followers, even if it may mean that at times he/she may sacrifice his/her own desires.
  7. The willingness and ability to listen to the views and ideas of followers.

These traits are essential to establishing and maintaining the leader-follower relationship. Do you possess these traits? If not, and your goal is to be a leader then you have work to do.

Labels: ,

Saturday, April 5, 2008

Elevate Your Leadership by Immersing Yourself in the Wide Array of Leadership and Organizational Development Models

There are so many books, seminars, coaching, and consulting practices based on leadership and organizational development. The Barrett Center focuses on personal leadership and organizational development, however there are many other forms of leadership and organizational development models such as transformational leadership, executive coaching, Six Sigma, TQM (Total Quality Management), business process improvement, learning organizations, and systems thinking to name a few. Some of you may feel overwhelmed by the sheer volume of authors, seminars, coaching, and consulting practices claiming to have the answers for improving your leadership and/or organization's performance.

I used to be one of those individuals, as I too was initially overwhelmed by the number of books, speakers, and seminars pertaining to leadership and organizational development. However, I soon realized that life, learning, and leadership is all about taking in knowledge from multiple sources and then deciphering for yourself what works best for you and your particular situation. Whatever improved my personal leadership, I incorporated in my repertoire. Whatever did not work, I allowed to fall into the recesses of my subconscious so that I could retrieve it in case I ever needed it in the future.

There is so much knowledge available in the world in regards to leadership and organizational development. However, all of this knowledge may not be beneficial to our particular situation or life. Therefore, we must obtain this knowledge with a discriminating eye, assessing multiple leadership models from multiple sources, looking for those tid bits of information that can improve and shape our lives and organizations to be what we want them to be. However, for this to occur, we must overcome our intimidation and immerse ourselves in the vast genre of leadership and organizational development for optimal absorption.

Personally, I try to read as many books and articles on leadership and organizational development as my time allows. In addition, I still attend leadership and organizational development workshops and seminars because even though leadership and organizational development is what I do, I can always learn more.

The Barrett Center is the result of all of my years of academic study coupled with my ongoing appetite for learning about leadership and organizational development. The books, coaching, seminars, and blog are expressions of what I have learned and continue to learn. I am sharing my insights with you because I know that leadership and organizational development does not occur overnight, rather it consists of a continuous immersion of both your conscious and subconscious into the depths of who you are and how you relate to the challenges of the world you live in.

By actively partaking in the services offered by The Barrett Center along with those offered by other leadership and organizational development firms, you will provide your conscious and subconscious with a steady diet of ideas that you can then pick and choose from. Immersing yourself in multiple leadership and organizational models will afford you the ability to pick and choose the ideas that work best for you. It is important to note that one model may work for one individual and not another. Also, a combination of ideas from several models may work better for you than someone else. Therefore, do not limit yourself to any one model, as there may be something you can learn about yourself, or your leadership from another. Always remember that leadership and organizational development is a life long learning process. If you truly want to develop your leadership, don't be intimidated by the vast amounts of knowledge in the field. Immerse yourself with a discriminating eye and come out a leader.

Labels: ,