Leadership Styles: Individualize Your Approach To Maximize Effectiveness By DrFrankLayman

Leadership Styles: Individualize Your Approach To Maximize Effectiveness By DrFrankLayman

 

While speaking at Hire Heroes the topic focused on leadership and professionalism in one of the following tracks – career, business leadership, entrepreneur. During my lecture, given the constraints of time, I could only discuss a few of the many leadership styles. One of the participants asked for an expounding of the topic and that was the motivation for this blog.

Leadership style refers to characteristics and behaviors exhibited when leading a team. Leadership style can influence performance and we should all strive to be the best leader we can so we can be as effective as we can. Great leaders can create great change, motivate performance, enhance creativity and innovation in others.

Early leadership style research

Leadership styles were first more formally defined in the late 1930s by a group of psychologists, the leader was Kurt Lewin.

If you want to truly understand something, try to change it. Kurt Lewin

His team studied youth leaders in activity groups and examined behaviors and discerned three leadership styles.

The autocratic style is one in which a single person takes control and makes decisions, directing others in his or her chosen course of action. Lewin’s team found that this was the most unsatisfactory leadership style with the youth groups.
In a democratic leadership style, one person takes control but is open to group input, often allowing the group to make decisions and collectively assign tasks. This leader guides rather than directs. This was the most popular leadership style in the youth groups and garnered the greatest positive response.
With the laissez-faire approach, the person in charge stepped back and did nothing. He or she provided no direction or guidance. The group was disorganized and unproductive.
Their research supports the idea that people aren’t just born leaders but can be trained to be leaders. They also recognized the influence that the team members had on a person’s leadership style. This is important and explains why some people are effective in some situations and not others as leaders.

In the 1970s, Paul Hersey and Ken Blanchard introduced the concept of situational leadership meaning that a leader adapts his or her style to the situation. Situational leadership refers to when the leader of an organization adjusts his style to fit the developmental level of the team he is attempting to influence.

Leadership approaches can be influenced by the strength and personalities of the team. A strong team may require little or no guidance, yet another team may require more guidance and support.

Overtime other styles have been identified and written about.

Bureaucratic leadership, whose leaders focus on following every rule. The extreme of this is an agent see Milgram’s work on obedience
Charismatic leadership, in which leaders inspire enthusiasm in their teams and are energetic in motivating others to move forward. The extreme the only advance their selfish interests
Task-oriented leadership, whose leaders focus only on getting the job done. Results based leadership is good and can be folded into other styles
People-driven leadership, in which leaders are tuned into organizing, supporting and developing people on their teams.
Transformational leadership, whose leaders inspire by expecting the best from everyone and themselves.
Servant leadership was developed by Robert K. Greenleaf in 1970. The servant leader serves the people he/she leads, which implies that employees are an end in themselves rather than a means to an organizational purpose or bottom line.

Modern leadership characteristics:

Cognitive maturity
Empathy
Trustworthy
Decisive
Sincere
Aware
Focus
Accountability
Confidence
Optimismtic
Honest
Inspiraing
Motivating
Skilled
Professional
Ethical

Modern Leadership Perspectives
Daniel Goleman discusses six leadership styles, which he argues spring from different components of emotional intelligence:

Commanding: Leaders demand compliance.
Visionary: Leaders mobilize people toward a vision.
Affiliative: Leaders create emotional bonds to their team.
Democratic: Leaders build consensus through participation and interaction.
Pacesetting: Leaders expect excellence and self-direction from team members.
Coaching: Leaders develop people for the future and team member’s future.
The Transformational Leadership Style
Transformational leadership is often identified as the single most effective style. This style was first described during the late 1970s and later expanded upon by researcher Bernard M. Bass. Some of the key characteristics of his style of leadership are the abilities to motivate and inspire followers and to direct positive changes in groups.

Transformational leaders tend to be emotionally intelligent, energetic, and passionate. They are not only committed to helping the organization achieve its goals, but also to helping group members fulfill their potential.

There exists evidence of its effectiveness in promoting well being in the team and a higher performance and improved group satisfaction than other leadership styles tested.

The Transactional Leadership Style
Transactional leadership views the leader-follower relationship as a transaction. By accepting a position as a member of the group, the individual has agreed to obey the leader. In most situations, this involves the employer-employee relationship, and the transaction focuses on the follower completing required tasks in exchanged for monetary compensation.
One of the main advantages of this leadership style is that it creates clearly defined roles. People know what they are required to do and what they will be receiving in exchange for completing these tasks. It also allows leaders to offer a great deal of supervision and direction if it is needed. Team members may also be motivated to perform well to receive rewards. One of the biggest downsides is that the transactional style tends to stifle creativity and limits opportunity for a true win-win situation to develop.

The Situational Leadership Styles
The Situational Leadership style the leaders stress the significant influence of the environment and the situation on leadership.

The situational theory of leadership suggests that no single leadership style is most effective. Instead, it depends on the situation at hand and which type of leadership and strategies are best-suited to the task. According to the theory, the most effective leaders are those that are able to adapt their style to the situation and look at cues such as the type of task, the nature of the group, and other factors that might contribute to getting the job done.

They also

Maintain an acute awareness of their innate leadership-related strengths and areas for development – critical skill sets in working in high-performing organizations
Conduct highly effective coaching conversations by understanding when a particular leadership style has a high probability of success and when it does not
Skillfully influence up, down and across the organization by knowing when to be “consistent” and when to be “flexible”
Create more productive teams/organizations by accelerating the development of individuals that are new to their role and/or are learning a new task
Develop engaged, committed employees by effectively recognizing and proactively addressing the dynamics of performance regression
Effectively drive behavior change and business results by communicating through a common, practical language of leadership
Situational leadership theory is often referred to as the Hersey-Blanchard Situational Leadership Theory.
Hershey and Blanchard’s Leadership Styles

Hershey and Blanchard suggested that there are four primary leadership styles:

Telling (S1): This style involves the leader telling people what to do and how to do it.
Selling (S2): This style involves more back-and-forth between leaders and followers. Leaders “sell” their ideas and message to get group members to buy into the process.
Participating (S3): In this approach, the leaders offers less direction and allows members of the group to take a more active role in coming up with ideas and making decisions.
Delegating (S4): This style is characterized by a less involved, hands-off approach to leadership. Group members tend to make most of the decisions and take most of the responsibility for what happens.
Leadership and Maturity Levels
So how exactly do leaders and managers determine which style of leadership to use? The right style depends a lot on the maturity level (i.e. the level of knowledge and competence) of the individuals or group.

Hershey and Blanchard’s theory identifies four different levels of maturity

M1: Group members lack the knowledge, skills, and willingness to complete the task.
M2: Group members are willing and enthusiastic, but lack the ability.
M3: Group members have the skills and capability to complete the task, but are unwilling to take responsibility.
M4: Group members are highly skilled and willing to complete the task.
The Hershey-Blanchard model suggests that the following leadership styles are the most appropriate for these maturity levels:

Low Maturity (M1) – Telling (S1)
Medium Maturity (M2) – Selling (S2)
Medium Maturity (M3) – Participating (S3)
High Maturity (M4) – Delegating (S4)
The SLII Model
The Situational Leadership II (or SLII model) was developed by Kenneth Blanchard and builds on Blanchard and Hershey’s original theory. According to the revised version of the theory, effective leaders must base their behavior on the developmental level of group members for specific tasks. The developmental level is determined by each individual’s level of competence and commitment.

Enthusiastic Beginner (D1): High commitment, low competence.
Disillusioned Learner (D2): Some competence, but setbacks have led to low commitment.
Capable but Cautious Performer (D3):Competence is growing, but level of commitment varies.
Self-Reliant Achiever (D4): High competence and commitment.
SLII also suggests that effective leadership is dependent upon two key behaviors: supporting and directing. Directing behaviors include giving specific directions and instructions and attempting to control the behavior of group members. Supporting behaviors include actions such as encouraging subordinates, listening, and offering recognition and feedback.

The theory identifies four basic leadership styles.

Directing (S1): High on directing behaviors, low on supporting behaviors.
Coaching (S2): High on both directing and supporting behaviors.
Supporting (S3): Low on directing behavior and high on supporting behaviors.
Delegating (S4): Low on both directing and supporting behaviors.
The main point of SLII theory is that not one of these four leadership styles is best. Instead, an effective leader will match his or her behavior to the developmental skill of each team member for the task at hand.

Purpose Driven Leader

“The purpose of life is to contribute in some way to making things better.” – Robert F. Kennedy
Purpose-driven serve the purpose (the “something bigger”) the reason the organization exist. d
Decisions are made and actions are taken based on the purpose.. In other words, effective leaders align themselves with the purpose by doing this leaders run the avoid the risk of falling victim to pursuit of selfish interests and greed.

Man’s Search For Meaning Victor Frankl
Everything can be taken from a man but one thing: the last of human freedoms – to choose one’s attitude in any given set of circumstances, to choose one’s own way. Viktor E. Frankl
He who has a why to live can bear almost any how. Friedrich Nietzsche

Meaning takes place in progressively larger goals rooted in deeply held beliefs.
I believe the most important attribute for a leader is being principle-centered. Centering on principles that are universal and timeless provides a foundation and compass to guide every decision and every act. I’ve based my life’s work on promoting principles and teaching the power that resides in principle-centered leadership. Principles are not my invention; they are self-evident and are found throughout the world. If you look at all enduring philosophies, religions and thoughts, you will find principles such as integrity, compassion, trust, honesty, accountability and others at their core. I simply translated these principles into a framework of habits, which when followed with consistency and frequency transforms one’s character and allows one to earn the moral authority necessary for enduring leaderStephen Cove

Leader’s should pause to keep Integrity, Humility, and Generosity ever present in their encounters, approaches, and decisions.

Trust Based Leadership Style
This is a style I am advocating. It comes from the work of my friend Dr. Aneil Mishra and his wife Dr. Karen Mishra from their work Trust Is Everything and Becoming A Trustworthy Leader.

Trust based leaders are the ROCC to creating a trust based culture

Reliable

Open

Competent

Compassionate

Leaders create organizational climates in which people trust leaders, leaders trust their people, people trust each other and people trust themselves to use their judgement, make choices and act within the corporate intent. Trust advances productivity, innovation, and engagement in the team as it advances satisfaction and results.

What’s Your Learning Style?
As you can see, there are different ways to conceive of leadership styles. The leader’s personality and the teams’ personality also contribute to effectiveness and performance.

http://www.tuw.edu/business/leadership-style-quiz/

http://www.keirsey.com/default.aspx

http://www.seemypersonality.com/#q1

 

There are many leadership styles to utilizes. Personally my advice is to learn them and then learn your team. Know their heart and goals so that you can individualize your approach and maximize your effectiveness as a leader.

Your Leadership paradigm needs to be a part of your true inner self displayed in a way that it can be received without translation. DFL

The purer your Leadership is of sincerity, transparency, and truth the purer it will be received and responded to. DFL

 

Please also see my Blog Legacy of Leadership and considering investing in my Book

Success Through Logical Thinking

 

Thank you
DrFrankLayman
Author of: Contemplative Growth and Development; Daily Reflective Growth;
Reflections To Success; Success Through Logical Thinking

#STLTmindset

 

Seeking Results: The Doer Does by Dr.FrankLayman

Seeking Results: The Doer Does by Dr.FrankLayman
The last Blog I wrote I made a case for advancing in courage, please see -Courage Counts: Advancing Through The Triumph Of Trying. From that Blog I explored courage as a facet of leadership. Courage is a position of action and a sincere and gallant attempt at achievement.Anyone who poses good leadership will tell you courage is an intimate component.

Courage is the ability to do something that frightens one: it is the strength in the face of difficulty. DFL
Leadership is an action not a position. DFL
Leadership by its very nature requires action, action requires courage. Leadership and courage are actions done to achieve a positive result by overcoming fear and adversity. Focusing leadership and courage on the intention to act and achieve on the ambition to do. The doer does they don’t talk about it they motivate themselves they plan and prepare and then they muster and act, act in the face of fear. The fear here is one of many fears – fear of failure, fear of criticism, fear of self doubt.

Fear is the most pervasive barrier for action.DFL

Essentially I am proposing – We need courage to lead and we need to suppress fear to act courageously.
In the blog I utilized the great work of Theodore Roosevelt to demonstrate my perspective:

“It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat.”

In this blog I am looking at the connectedness within his writing the line “who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly”
This line truly resonates with me and compelled me to look even further at the need to muster our courage and allow it to be a prevailing characteristic of leadership. The kind of leadership that strives for results and achievement. The importance in seeing the virtue of developing these components is not just to lead others effectively but to lead ourselves.

You can’t advance from a defensive posture.DFL

You can’t allow fear to stop your progress, you must muster the courage – and it takes courage to achieve. You can’t truly know achievement without sustained courage and that takes mental toughness and motivation. Motivation is a catalyst of achievement but will fade without true daily growth and development.
Thus the Secret to Achievement Momentum is daily development in the areas of Intellect, Emotional, Spiritual, Social, Leadership, Entrepreneurship, Expertise, Physical Health and Wellness, and Mission/Purpose.

Once we commit to daily self development in these key areas we then need to try, and with trying we will know failure – for despite failure, gallant effort will propel us and fear will never dissuade us.

Don’t allow obstacles to dissuade you only allow the possibilities to motivate you to achieve.DFL

There are a lot of dots to connect in this blog but it is worth the mental gymnastics, your future self is depending on it.
Seek results not acknowledgement and acclaim will follow and always remember the Doer Does.

Please see also Amazon, Barnes and Noble, BooksAMillion, or my web site to purchase my self help book
Success Through Logical Thinking
Contact me if your church group, department, corporation, business, or organization would like a speaker who is a Doer – An Author and National Speaker; Administrator and Clinician; VP of Business Development Tapout Fitness; Adjunct faculty instructing in Leadership and Professionalism; Entrepreneur; Philanthropist; MAJ in the USAR. A speaker who knows the adversity of humble beginnings and has overcome many adversities to develop a personal mission – To help those who want to make a positive change.

Thank you and to all the very best.

Dr.FrankLayman
#STLTmindset

 

 

Courage Counts: Advancing Through The Triumph Of Trying. By Dr.FrankLayman

Courage Counts: Advancing Through The Triumph Of Trying. By Dr.FrankLayman

I believe we are all leaders, we may not all hold leadership positions but we all have the capability to learn and be better leaders. Leadership is the action of leading a group of people.

Leadership is an action not a position. DFL

Anyone who poses good leadership will tell you courage is an intimate component. Courage is the ability to do something that frightens one: the strength in the face of difficulty.

Courage is what causes us to push on through the comfort of being still. DFL
Courage is important because it allows people to grow outside their comfort zone. Growth and development are a contribution of doing things that challenge you.
If you want to grow as a person you have to travel outside your comfort zone. DFL

Whether it is speaking to a group, presenting to peers, asking for something, offering something, selling something, negotiating, build something we have to have the courage to try.

To expand you universe you must develop the courage to try. DFL

Leadership by its very nature requires action, action requires courage. Fear is the most pervasive barrier for action, especially where groups are concerned. Getting before a group it is human nature you will be critiqued, you may be ignored or not accepted. To insulate yourself in self confidence and no longer adhere to the slings and arrows of those who are base in understanding and low in cognitive maturity takes courage.
“It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat.” Theodore Roosevelt
I am a firm believer in daily self development and actively recommend leadership develop be incorporated into your routine. There is a compelling case to invest in this part of your growth. There are many benefits you can gain form adding one of the most beneficial attributes to your dedicated self development routine.

One person with the courage to act, becomes a catalyst for motivating others. DFL

Courage is regarded as an admirable personal trait, providing benefits for others, personally, socially and professionally. Courage is one of the most valued and admired traits among business leaders and is sought in those slated for promotion or progression. Not being in an organization but being an autonomous entrepreneur takes an even higher level of leadership and courage. Courage enhances leadership by improving the experiences you can have.
Understanding and experience lead to confidence and confidence provides the benefit of acting over over analyzing (paralysis by analysis).

Most will never discover that the final dynamic of achieving is the courage to act. DFL

The courage to step outside myself has lead me to grow and develop. DFL
You advance through the triumph of trying. DFL

I hope your daily self development is going well and that you are seeing results. I offer my services to anyone who wants the opportunity to advance further and faster.

Dr.FrankLayman
Author Success Through Logical Thinking
#STLTmindset

 

Diplomacy: 8 Keys To Realize Positive Influence by Dr.FrankLayman

Diplomacy: 8 Keys To Realize Positive Influence
To be diplomatic means to positively influence by evaluating a situation before jumping to a conclusion, speaking or acting. By doing so we improve our probability of taking the best possible course of action without being brash, bold and/or condescending. It requires sound critical thinking and judgment, grace, poise, subtlety, and knowing how and what to say to be diplomatic. It requires sincerity and cognitive maturity. While diplomacy can be difficult in certain situations, especially in those that are emotionally charged, there are a few things to remember that can make it easier.

1. Slow down the tempo, breath, relax, focus and think
There is so much chaos in some situations we can get blinded by it. We can’t let that ourselves be negatively influenced, we have to control our mind. We need to learn to relax, calm down, take a deep breath and try to see how we can make things work rather than letting the momentum of negative emotions overwhelm us. DFL

2. Review the facts and check them
The facts will speak for themselves. Ralph Chaplin

3. Plan what you are going to say and how you are going to say it as to influence the outcome positively
Well conceived thoughts spoken responsibly can create cooperation and avoid discord. DFL

4. Adopt a none confrontational tone, demeanor and posture
Your body language and facial expression speak before you and at times in contradiction of you. DFL

5. Don’t get side tracked or baited
He who angers you conquers you. Elizabeth Kenny

6. Return to the facts
Seek truth from objective fact finding to come to a fair assessment. DFL
7. Stay calm and confident
Keep your mind clear yet alert, remain calm and confident and always in command of yourself. By doing so, you will then find greater effectiveness in your diplomacy.

We are not defined merely by what we do, but what we constrain ourselves from doing. – Dr Frank Layman

8. Keep in mind the value of the relationship and what is at stake but not in a way to deter your convictions but to monitor your impact.
By focusing on all that is important we retain what is of value while influencing a purge of what is caustic. DFL

I see it all the time, the poorer the diplomacy employed by leaders and team members the less effective and the more disruptive the culture. If more leaders where more contentious about being diplomatic they would be more successful in not only the retention of talent but the advancement of peak performance in them.
Everyone no matter the environment or position they hold should strive to be diplomatic.
Diplomacy is not waffling but influencing from a position of rational thoughts and behavior.
I speak from a perspective based off my book http://t.co/25RN1Xx7qh www.FrankLaymanstlt.com , entrepreneur experiences, administrative position and Military service. I often say if we accept that we are all leaders then being more effective as a leader can realize a positive impact in any setting we cohabit-work,school,home,church,etc… Diplomacy can help our effectiveness in any environment or situation.

The purer your Leadership is of sincerity transparency and truth the purer it will be received and responded to. DrFrankLayman

The purer your Leadership is of sincerity transparency and truth the purer it will be received and responded to. DrFrankLayman

Use not diplomacy to get your way for by the very definition we have set here, it is to influence the path of truth with the least amount of harm and the greatest amount of positive impact.

I encourage all to continue your daily self development. There are not limits on your growth, your effectiveness, and your success – unless you stop working to improve them.
See also my other blogs and book. Keep a watch for other writings coming soon and should you not want to wait consider contacting me about setting up unique and individualized speaking engagement.

Dr.FrankLayman

The Mentality of Mediocrity

The Mentality of Mediocrity

A good friend of mine (who it happens is a reserve buddy) has struggled through some difficult times recently. He is an exceptional person that many today will never get a chance at knowing. There is a bias we hold onto concerning our veterans. I have been in service long enough and I have seen it all. The times during the previous administrations where we were acknowledge but for the most part ignored; to the post 911 period where we were sought after and revered; to the more recent times were we are being diminished and excluded in many arenas. My friend has struggled following his service with a broken home, poor job opportunities, and the mental stress that goes with being marginalized.
We have engaged in many conversations and while I have desired to help him the truth is he is always a help to me. His young life has seen many disappointments but he has not stopped trying hoping and working hard. I am glad to know him honored to call him friend and brother and sad that many will miss out on him because of how many presently view our veterans; many ceasing to see the person for the struggles. Since I am here for my brothers in arms he and I have talked many times and communicated back and forth during many of his frustrations and struggles over the past year. He is doing much better his life is stabilizing he is growing and adapting to the situation he is in and was recently accepted into a hard to get admitted to professional program.
To thank me he collected a grouping of communications I had sent to him over the last year and he sent them to me. My gift, and I cannot emphasize how great a gift, was my own words the ones that helped to motivate him, helped to heal and build him up. The following are my words to him arranged by him in a way that impacted him so positively and I hope you can gain from.

The mentality of mediocrity and settling for circumstances instead of stepping up and stepping out is detrimental to the development of life.
Striving to preserver and push through is the first step to success. A positive attitude to negative circumstances and driving forward unceasingly is the second step. Hard work and dedication are also required elements and are the third step.
Remember always forward, never relenting this should be the attitude of everyone who desires success. Being grateful while also being driven to improve. Staying motivated and never accepting a starting circumstance that resulted from birth, sacrifice, genetics, upbringing as a life sentence. These are states of being and can be changed by our deliberate thinking and motivation. Create a goal, get help when needed, follow through, take each task to its completion, never accept the first no, and push to the finish (Success Through Logical Thinking). Once you arrive at success don’t rest it is like being rescued from a disaster once safe regroup and find ways to help others out.

After these words he wrote, “Thank you MAJ Layman you are a very wise man and counselor.”

While I did not understand my impact at the time all I wanted to do was motivate a friend. The truth as you can see, is by reaching out to help, as is often the case, the true blessing was bestowed back on me. How touching and powerful, I would encourage you – don’t wait reach out with the intent to be an inspiration the result may surprise you and enhance your life more than you can realize.

Dr Frank Layman

The Rational Development to a Successful Well Adjusted Life

The Six Adult Life Tasks
Identity by Erikson

Erik Erikson Identity: a sense of one’s own self are one’s own and not one’s parents or peers. Prior to entering the adult world adolescent achieve a sense of identity. Once achieved they can progress to young adults and move on to the next stage of life, Intimacy, and forge close reciprocal emotional bonds.

Intimacy
Expanding one’s sense of self to include another person.

Career Consolidation
Expanding one’s personal identity to assume a social identity within the world of work.

Generativity
Mastery of the task involves the demonstration of a clear capacity to unselfishly guide the next generation.

Keeper of the Meaning
Mastery of this fifth task is development of intellect and experience by the role of the sage

Integrity
Erikson described Integrity as “an experience which conveys some world order and spiritual sense. No matter how dearly paid for, it is the acceptance of one’s one and only life cycle as something that had to be and that, by necessity, permitted of no substitutions.”

Simply and rationally stated:
Know yourself=>Give yourself to another=>Define yourself by striving toward expertise in your chosen occupation =>Take on the leadership role of mentor=>Continue developing yourself and sharing your wisdom.

Each phase requires time and care be used to logically evaluate the authenticity of a decision for emotions, which can distort truth and lead us astray from success? Fore, the small decisions and choices made add up to be the product of our lives.
Our lives are a progressive advancement from what we learn and experience in each phase of life. To avoid stalling in a phase we must strive for continued growth. Success in life follows a self direct path, if you don’t want to stand still or fall back you have to deliberately and unceasingly move forward. This is true in our life long maturing in happiness, love, career…
It is not by happenstance that we develop into well adjusted adults and follow a happy successful path, rather it is achieved by deliberate intention.
Dr. Frank Layman

The Ds of Success

Would you want your house built without blueprints? Would you want to lead a meeting without an agenda? How about travel to an unknown destination without directions? Here is a glimpse of a recommended outline for success. When I approach my recommendations I do not do it lightly. I want for my readers to achieve success in all areas of their lives. My intentions are sincere and my hope authentic. Start with Ds of Success:

Decide

First and foremost we need to decide in what area we want to succeed in. You have to first decide what your success is going to look like. A planned trip is not successful unless you reach your destination. Once you have decided on the areas you want to be successful in the next step is planning. Planning requires research our efforts in this area can always be more focused – which can improve the probability of success.

Define

Define the goals that make up your area of success – sharpen you pencil be precise. Work backwards from the finish line so you can outline all the steps required to go from where you are to where you want to be.

Determine

Determine the best approach to reaching your goal. The more direct the better. Time is a limited resource so the quickest route between two points is a straight line. I enjoy flying for its directness. When I engage a goal, I look to the most direct route to achieve it. I do my homework, I check with others who have achieved it and I objectively look for the quickest route.

Determination

Once you have determined what success means; defined the goals that truly capture what success is for you – do not waver in your pursuit. Engage, be mindful and build your determination.

Durability

Success for some is a sprint. Rational thinkers are not jealous so that is great for some, however, for most success is a marathon. In our pursuit of success we must be durable. We need to know how to be durable, depending on the goal that is going to look different but from experience I will say most share health and wellness.

Due Diligence

Be a life long learner continually striving to improve. Keep drilling down until you have your answers, develop your approach, and reach your destination. Please consider using STLT Success Through Logical Thinking as part of your due diligence.

You can order from this web site or at Barnes and Noble; Amazon; and Kindle.

Dr. Frank Layman