Successful Leadership: Be-Know-Do

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There are several components for a successful leader described in the book Be-Know-Do. The book title itself, Be-Know-Do, gives us the three of the main components; each word standing for a different component needed to be a leader. Be is for a leader’s character, Know is the skills the leader possess, and Do is the leader bringing those two together and acting on them.
The first principle is Be: The first component in a successful leader is their characters, their mental and moral qualities which are present at all times. A leader’s character is what drives others to willingly follow making it their most important tool. Successful leaders will use this tool to help show what they know –being consistently competent in their duties and skills,
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Successful leaders must have professional competence. People are willing to follow those who know what it is that they are doing. When leaders lack the knowledge required to do a job they lose the trust of their followers. There are four key skills that all successful leaders must have:
1. Interpersonal skills: the ability to coach, teach, counsel, and motivate individual and build
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Improving: Leaders who are loyal to their organizations want to invest time and effort to improve their teams. They focus on learning and improvement for the organization. They are proactive in envisioning, adapting, and leading change.
Success through team work is also an important principle discussed. In order to be an effect team you must have trust, communication, loyalty, selfless service, respect, and discipline. Successful teams put the good of the team first and work together to accomplish their goals. They thrive on challenges and learn from previous experience in order to improve in the future. These teams show pride in what they do and their accomplishments.
After Action Review (AAR) is one more principle and powerful tool discussed in the book. It allows people to discuss a specific event, focus on the performance standards, and discover what happened, why it happened, and how to improve on any weaknesses. This is a problem solving process with the purpose of participation in order to discover strengths and weaknesses, propose solutions, and adopt a course of action. AAR’s can be formal or informal. Informal AAR is typically used for on the spot coaching. All AAR’s have the following characteristics:
• They are conducted during or immediately after an event to ensure information is still fresh in the participant’s
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