Article
Extraordinary Results Decoded: Why Leader Behavior and Personality Matter
November 29, 2024
Leadership advice is everywhere—seminars, books, podcasts, your neighbor who thinks their PTA experience is transferable to running a Fortune 500 company. But what really separates leaders who get results from those who just "lead" meetings that could’ve been emails? Let’s dig into the principles that drive real productivity and results, complete with actionable insights and (only) business examples to keep this interesting. These insights come from a detailed analysis of personality, 360 ratings and stakeholder comments on leaders who were rated high on overall leadership effectiveness, who were also rated high on results and productivity.
1. Commitment and Determination: Not Just Buzzwords
Ever notice how some leaders seem to have an unshakeable determination to achieve their goals? They’re the ones who inspire their teams by being the first to roll up their sleeves (figuratively or literally) and wade into the mess of challenges. This isn’t about looking busy—it’s about showing you’re all in.
Commitment is contagious. When a leader stays laser-focused on a goal, the team feels compelled to match that intensity. Productivity skyrockets because distractions get the cold shoulder.
Example: Howard Schultz, when returning to Starbucks, didn’t just point fingers at what was wrong. He got in the trenches, closing stores for barista training and reminding everyone that Starbucks wasn’t just selling coffee—it was selling an experience. That level of focus transformed the company’s trajectory.
2. Clear Objectives and Follow-Through: Be the Human GPS
You know what makes people unproductive? Confusion. Ambiguous goals are like bad Wi-Fi—everyone flounders, and nothing gets done. Great leaders set crystal-clear objectives and then (here’s the kicker) follow through. It’s not glamorous, but it works.
Clear goals save time. Teams spend less energy figuring out what’s important and more energy doing it. Follow-through adds credibility, turning promises into results.
Example: Indra Nooyi at PepsiCo had a knack for setting bold goals, like pivoting the company toward healthier products without alienating Dorito lovers. By clearly defining the “how” behind her vision and checking progress relentlessly, she reshaped the brand for long-term success.
3. Empowerment and Delegation: The Anti-Micromanager Approach
Look, no one thrives under a leader who hovers like a helicopter parent over a science fair project. Delegation isn’t about handing off grunt work; it’s about giving people ownership of something meaningful and trusting them not to tank it.
When team members feel ownership, they take initiative. Empowered employees innovate, problem-solve, and—here’s the magic—free up the leader to focus on bigger fish.
Example: Anne Mulcahy took over Xerox when it was flirting with bankruptcy. Instead of hoarding decisions, she empowered her team to tackle specific challenges, creating a collective sense of responsibility that saved the company.
4. Emotional Intelligence and Integrity: No One Follows a Jerk
If you think “emotional intelligence” sounds soft, think again. EQ is the grease that keeps the wheels of leadership turning smoothly. Throw in integrity, and you’ve got a combo that builds trust and keeps drama out of the workplace.
Teams work harder for leaders they respect and trust. A leader who can read the room—and themselves—is less likely to create friction and more likely to inspire collaboration.
Example: Mary Barra of General Motors transformed a culture once notorious for finger-pointing by leaning heavily on transparency and integrity. When the ignition-switch crisis hit, she didn’t dodge responsibility; she owned it, winning back trust from both her employees and the public.
5. Adaptability and Problem-Solving: The MacGyvers of Business
If you’re waiting for the world to hand you a perfectly paved path to success, you’re in the wrong game. Great leaders adapt, pivot, and occasionally duct-tape things together while figuring out a better solution.
Adaptability keeps momentum going when the unexpected hits. Problem-solving leaders ensure teams don’t grind to a halt at the first sign of trouble.
Example: Alan Mulally took the wheel at Ford when it was careening toward disaster. Instead of panicking, he streamlined operations, kept his cool, and introduced solutions that helped Ford avoid a government bailout. Adaptability, for the win.
6. Building a Cohesive Team: Herding Cats with Grace
The best leaders don’t just manage teams; they build them. Creating a cohesive unit is part science (understanding group dynamics) and part art (knowing how to handle Frank from accounting without losing your cool).
Cohesive teams communicate better, collaborate more effectively, and waste less time. It’s like oiling the gears of a machine—everything runs smoother.
Example: Patagonia’s founder, Yvon Chouinard, built not just a business but a tribe. By creating a workplace culture that emphasized shared values and collaboration, he ensured employees were as passionate about the mission as he was.
7. Efficiency and Time Management: Stop Wasting Everyone’s Time
Ever sit through a meeting and wonder why you’re there? Efficient leaders don’t let that happen. They prioritize ruthlessly, focus on what moves the needle, and cut the fluff.
Efficiency keeps teams focused on high-impact work. Productivity goes up because time isn’t squandered on things that don’t matter.
Example: Tim Cook at Apple is a master of operational efficiency, streamlining processes to keep the company’s massive machine running smoothly while fostering relentless innovation.
8. Innovation and Creativity: Cultivating the “Aha” Moments
Being innovative isn’t about having one great idea; it’s about creating an environment where ideas can flourish. The best leaders set the stage for innovation by encouraging experimentation—even if it means embracing a little failure.
Innovation drives growth and keeps teams engaged. Leaders who champion creativity unlock potential breakthroughs that competitors only dream of.
Example: Sheryl Sandberg helped Facebook move beyond its college-centric roots by championing new revenue models, including its now-massive advertising platform.
9. Communication and Influence: Less “Blah,” More “Aha”
Ever been inspired by a boring PowerPoint? Me neither. Great leaders know that communication isn’t just about relaying information—it’s about creating connection and buy-in.
Effective communication aligns teams, reduces misunderstandings, and builds enthusiasm. Influence makes people want to follow you, not just because they have to.
Example: Oprah Winfrey built a media empire by connecting with audiences and employees alike. Her ability to inspire trust and enthusiasm was foundational to her success.
10. Resilience and Positivity: Keeping Calm in the Chaos
If you think resilience is just a personal virtue, think again. It’s a productivity booster. Teams mirror their leaders, so when the leader keeps their cool and focuses on solutions, the team does the same.
Resilience keeps teams steady during turbulence, while positivity keeps them motivated to keep pushing forward.
Example: Howard Schultz (yes, him again) didn’t just bring coffee to America; he brought optimism to a struggling Starbucks. His resilience and ability to inspire helped the brand thrive during tough times.
Conclusion
Leadership isn’t about checking boxes; it’s about creating an environment where people want to excel. When you combine focus, adaptability, empathy, and a little humor, you not only drive results—you make people glad to follow you. So, go on. Be the kind of leader people tell stories about—not the one they roll their eyes at during happy hour.
1. Commitment and Determination: Not Just Buzzwords
Ever notice how some leaders seem to have an unshakeable determination to achieve their goals? They’re the ones who inspire their teams by being the first to roll up their sleeves (figuratively or literally) and wade into the mess of challenges. This isn’t about looking busy—it’s about showing you’re all in.
Commitment is contagious. When a leader stays laser-focused on a goal, the team feels compelled to match that intensity. Productivity skyrockets because distractions get the cold shoulder.
Example: Howard Schultz, when returning to Starbucks, didn’t just point fingers at what was wrong. He got in the trenches, closing stores for barista training and reminding everyone that Starbucks wasn’t just selling coffee—it was selling an experience. That level of focus transformed the company’s trajectory.
2. Clear Objectives and Follow-Through: Be the Human GPS
You know what makes people unproductive? Confusion. Ambiguous goals are like bad Wi-Fi—everyone flounders, and nothing gets done. Great leaders set crystal-clear objectives and then (here’s the kicker) follow through. It’s not glamorous, but it works.
Clear goals save time. Teams spend less energy figuring out what’s important and more energy doing it. Follow-through adds credibility, turning promises into results.
Example: Indra Nooyi at PepsiCo had a knack for setting bold goals, like pivoting the company toward healthier products without alienating Dorito lovers. By clearly defining the “how” behind her vision and checking progress relentlessly, she reshaped the brand for long-term success.
3. Empowerment and Delegation: The Anti-Micromanager Approach
Look, no one thrives under a leader who hovers like a helicopter parent over a science fair project. Delegation isn’t about handing off grunt work; it’s about giving people ownership of something meaningful and trusting them not to tank it.
When team members feel ownership, they take initiative. Empowered employees innovate, problem-solve, and—here’s the magic—free up the leader to focus on bigger fish.
Example: Anne Mulcahy took over Xerox when it was flirting with bankruptcy. Instead of hoarding decisions, she empowered her team to tackle specific challenges, creating a collective sense of responsibility that saved the company.
4. Emotional Intelligence and Integrity: No One Follows a Jerk
If you think “emotional intelligence” sounds soft, think again. EQ is the grease that keeps the wheels of leadership turning smoothly. Throw in integrity, and you’ve got a combo that builds trust and keeps drama out of the workplace.
Teams work harder for leaders they respect and trust. A leader who can read the room—and themselves—is less likely to create friction and more likely to inspire collaboration.
Example: Mary Barra of General Motors transformed a culture once notorious for finger-pointing by leaning heavily on transparency and integrity. When the ignition-switch crisis hit, she didn’t dodge responsibility; she owned it, winning back trust from both her employees and the public.
5. Adaptability and Problem-Solving: The MacGyvers of Business
If you’re waiting for the world to hand you a perfectly paved path to success, you’re in the wrong game. Great leaders adapt, pivot, and occasionally duct-tape things together while figuring out a better solution.
Adaptability keeps momentum going when the unexpected hits. Problem-solving leaders ensure teams don’t grind to a halt at the first sign of trouble.
Example: Alan Mulally took the wheel at Ford when it was careening toward disaster. Instead of panicking, he streamlined operations, kept his cool, and introduced solutions that helped Ford avoid a government bailout. Adaptability, for the win.
6. Building a Cohesive Team: Herding Cats with Grace
The best leaders don’t just manage teams; they build them. Creating a cohesive unit is part science (understanding group dynamics) and part art (knowing how to handle Frank from accounting without losing your cool).
Cohesive teams communicate better, collaborate more effectively, and waste less time. It’s like oiling the gears of a machine—everything runs smoother.
Example: Patagonia’s founder, Yvon Chouinard, built not just a business but a tribe. By creating a workplace culture that emphasized shared values and collaboration, he ensured employees were as passionate about the mission as he was.
7. Efficiency and Time Management: Stop Wasting Everyone’s Time
Ever sit through a meeting and wonder why you’re there? Efficient leaders don’t let that happen. They prioritize ruthlessly, focus on what moves the needle, and cut the fluff.
Efficiency keeps teams focused on high-impact work. Productivity goes up because time isn’t squandered on things that don’t matter.
Example: Tim Cook at Apple is a master of operational efficiency, streamlining processes to keep the company’s massive machine running smoothly while fostering relentless innovation.
8. Innovation and Creativity: Cultivating the “Aha” Moments
Being innovative isn’t about having one great idea; it’s about creating an environment where ideas can flourish. The best leaders set the stage for innovation by encouraging experimentation—even if it means embracing a little failure.
Innovation drives growth and keeps teams engaged. Leaders who champion creativity unlock potential breakthroughs that competitors only dream of.
Example: Sheryl Sandberg helped Facebook move beyond its college-centric roots by championing new revenue models, including its now-massive advertising platform.
9. Communication and Influence: Less “Blah,” More “Aha”
Ever been inspired by a boring PowerPoint? Me neither. Great leaders know that communication isn’t just about relaying information—it’s about creating connection and buy-in.
Effective communication aligns teams, reduces misunderstandings, and builds enthusiasm. Influence makes people want to follow you, not just because they have to.
Example: Oprah Winfrey built a media empire by connecting with audiences and employees alike. Her ability to inspire trust and enthusiasm was foundational to her success.
10. Resilience and Positivity: Keeping Calm in the Chaos
If you think resilience is just a personal virtue, think again. It’s a productivity booster. Teams mirror their leaders, so when the leader keeps their cool and focuses on solutions, the team does the same.
Resilience keeps teams steady during turbulence, while positivity keeps them motivated to keep pushing forward.
Example: Howard Schultz (yes, him again) didn’t just bring coffee to America; he brought optimism to a struggling Starbucks. His resilience and ability to inspire helped the brand thrive during tough times.
Conclusion
Leadership isn’t about checking boxes; it’s about creating an environment where people want to excel. When you combine focus, adaptability, empathy, and a little humor, you not only drive results—you make people glad to follow you. So, go on. Be the kind of leader people tell stories about—not the one they roll their eyes at during happy hour.
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Founders live in a world of chaos. It’s exhilarating, intense, and downright terrifying. You’re constantly shifting between the thrill of new ideas and the crushing weight of responsibility. Every decision feels like a life-or-death moment for your company, and the stress is unrelenting. Yet, amid this madness, there’s one thing that determines whether you’ll thrive or crash and burn: personal grounding.
Founders often carry a mythic aura, celebrated for their vision, charisma, and relentless drive. They are the bold risk-takers who disrupt industries, change lives, and will entire markets into existence. These narratives—as addictive as they are—often lead to an unfortunate misconception: that sheer genius is enough to scale a startup. It isn’t. Vision alone might get you through the knife-fight phase of a startup’s life, but when it’s time to scale, your brilliance can become a bottleneck. Founders who cling to the illusion that they can power through scaling challenges with charisma and creativity often fail spectacularly. This blog is a wake-up call for founders, potential founders, failed founders, and investors alike: genius alone will not carry you to the finish line. What separates the startups that thrive from those that crumble is not brilliance but the ability to build enduring systems, structures, and processes. Let’s dispel the myths and explore the unseen and often unglamorous work that founders need to master if they hope to turn a scrappy startup into a billion-dollar business. Myth 1: Vision Is Everything Most founders are natural Visionary Evangelists. They see around corners, spot market opportunities, and inspire teams with their bold ideas. Investors bet on these qualities, and for good reason: vision is what ignites the startup engine. But as the company grows, the same traits that propelled its early success can become liabilities. Vision without structure leads to chaos. Founders can’t just "will" their companies to scale. At some point, the organization’s complexity will outstrip the founder’s ability to manage it. The lack of clear systems and processes creates bottlenecks, frustrates teams, and erodes trust. Reality Check: Vision is critical, but it’s not a substitute for operational rigor. Scaling requires founders to translate their big ideas into actionable, repeatable systems. Without this bridge between strategy and execution, even the most promising startups will stall. Myth 2: The Founder’s Hustle Will Carry the Team In the early days, startups thrive on heroic efforts. Founders wear multiple hats, pulling all-nighters and stepping in wherever there’s a gap. This scrappy hustle becomes a badge of honor, an identity. But as the team grows, this approach becomes unsustainable and even destructive. Here’s the problem: many founders struggle to let go. They micromanage, make unilateral decisions, and refuse to delegate. Why? Because they’ve convinced themselves that no one else can match their passion or capability. This creates a toxic dynamic where the founder becomes the bottleneck, stalling progress and demoralizing their team. Reality Check: Hustle is not a scalable strategy. Founders must transition from being the hero to being the architect of systems that empower others to execute effectively. This means delegating, coaching, and trusting their team to own outcomes. Myth 3: Startups Should Avoid Bureaucracy The word “bureaucracy” sends chills down the spines of most founders. Isn’t the whole point of a startup to move fast and break things? Isn’t bureaucracy the enemy of innovation? Not exactly. While startups should avoid unnecessary red tape, the absence of structure often leads to inefficiency and burnout. Teams waste time reinventing the wheel because there’s no documented process. Priorities shift on a whim, leaving employees confused and disengaged. Founders who reject all forms of process in the name of agility often end up with chaos instead of speed. Reality Check: Scaling startups need “just enough” process to provide clarity and direction. Think of processes as guardrails, not handcuffs. They should enable agility, not stifle it. Myth 4: Scaling Is About Adding More Resources When startups hit growing pains, the instinctive reaction is to throw more resources at the problem: hire more people, buy better tools, raise more money. While these are sometimes necessary, they’re rarely sufficient. Scaling isn’t just about doing more; it’s about doing better. Consider this: doubling your team without clear systems in place will only amplify inefficiencies. Throwing money at problems without solving root causes leads to waste. Founders who equate scaling with “more” often find themselves with bloated organizations that are slow and unprofitable. Reality Check: Scaling is about improving efficiency and effectiveness. Before adding more resources, founders need to optimize their existing processes to handle greater complexity. What Successful Founders Do Differently So, what separates the founders who successfully scale their startups from those who don’t? Here are the key actions they take: 1. Re-engineer Inefficient Processes Successful founders don’t just patch over inefficiencies; they dig deep to redesign broken systems. They prioritize scalability from the start, asking questions like: “Can this process handle 10x growth?” If the answer is no, they fix it. 2. Shift from Doer to Leader Founders who scale learn to let go of day-to-day tasks and focus on strategic leadership. This means empowering their team to own decisions and outcomes while providing clear guidance and support. 3. Invest in People and Culture Scaling isn’t just about systems; it’s also about people. Great founders invest in hiring top talent, developing their team’s capabilities, and creating a culture that aligns with their values and vision. 4. Embrace Feedback and Adaptation Scaling is a messy process that requires constant iteration. Founders who thrive are those who actively seek feedback from their team, customers, and investors—and use it to refine their approach. 5. Build Operational Discipline This is where many founders falter. Operational discipline means setting clear goals, tracking progress, and holding people accountable. It’s about creating a rhythm of execution that ensures the company delivers on its promises. A Challenge to Founders If you’re a founder, ask yourself: Are you still trying to do everything yourself? Do your teams know their priorities, or are they constantly scrambling to figure out what matters most? Are your processes built to scale, or are you just winging it? Be honest. The answers to these questions will reveal whether you’re truly ready to scale your company or if you’re standing in your own way. For potential founders: Don’t romanticize the hustle. Building a startup requires more than just a big idea and hard work. Be prepared to master the unsexy, behind-the-scenes work of creating systems and structures that enable growth. For failed founders: Reflect on where things went wrong. Was it a lack of vision, or was it the inability to scale operations? Use those lessons to rebuild stronger. For investors: Stop glorifying the lone genius. Look for founders who are not just visionary but disciplined in execution. Invest in those who are willing to grow alongside their companies. The Takeaway Scaling is not a magical process that happens when you raise enough money or hire enough people. It’s a deliberate, disciplined effort to build the systems, structures, and processes that allow your company to grow sustainably. Vision might light the fire, but operational excellence keeps it burning. For founders willing to do the hard work, the rewards are immense. The ability to scale beyond genius is what separates the unicorns from the also-rans. The question is: are you ready to put in the work?
In a recent Founders Keepers newsletter entitled “When Their Moral Compass Fails, Leaders Fail: How Greed, Power, and Pressure Can Destroy Founders” I discussed how the pressure of investor demands, and the corrosive effects of power and greed can erode a founder’s moral compass. These challenges are not limited to startup founders; they affect leaders across all industries. However, our research on nearly 2,000 executives, including the top 200 leaders who emerged as the “best” based on 360-degree feedback ratings, provides a critical insight: the best leaders are unwavering models of integrity and values. This is not just an ideal to aspire to—it’s a requirement for sustainable success. When leaders prioritize integrity and live by a clear set of values, they build trust, inspire their teams, and create a foundation for enduring impact. This post will delve into what it means to lead with integrity, how the best leaders embody these principles, and actionable steps you can take to align with these ideals. Integrity: The Cornerstone of Leadership Integrity in leadership is about much more than honesty. It encompasses consistency between words and actions, ethical decision-making, and a commitment to doing what is right, even in the face of adversity. Leaders with integrity act as a moral compass for their organizations, guiding decisions and behavior through a clear ethical lens. Our research on the best leaders revealed several defining characteristics of integrity in leadership: Consistency in Actions and Words: The best leaders “walk the talk,” ensuring their actions align with their stated values. This predictability fosters trust and reduces organizational uncertainty. Ethical Decision-Making: These leaders prioritize ethical considerations, making decisions that align with their values rather than taking shortcuts for short-term gains. Accountability: They own their mistakes, modeling humility and responsibility for their teams. Take Howard Schultz, the former CEO of Starbucks, as an example. Schultz demonstrated integrity by prioritizing ethical sourcing, offering healthcare benefits to part-time employees, and fostering a culture of respect and inclusion. His leadership not only built a globally respected brand but also created an environment where employees felt valued, and customers felt connected to the company’s mission. According to a comprehensive review of the literature, leaders who demonstrate integrity cultivate stronger trust among their teams, improve morale, and enhance overall organizational performance. The ripple effects of their behavior extend to organizational reputation, customer loyalty, and financial success. Values as the Leader’s Guiding Light Values are the principles that define what is most important to an individual or organization. For leaders, values serve as a decision-making framework, shaping their behavior and influencing their teams. Leaders who model and promote core values create a strong organizational culture where employees feel aligned and inspired. In our study of the best leaders, the following behaviors stood out: Leading by Example: The best leaders don’t just articulate values; they embody them. Their behavior demonstrates the standards they expect from others. High Standards of Conduct: These leaders maintain impeccable personal and professional standards, setting a tone that permeates their teams and organizations. Promoting Organizational Values: By aligning their behavior with the organization’s mission and vision, these leaders reinforce the importance of shared values. Brian Chesky, CEO of Airbnb, exemplified these principles during the COVID-19 pandemic. Faced with difficult decisions, Chesky ensured that laid-off employees received generous severance packages and career support. His transparent and empathetic approach reinforced Airbnb’s values and preserved the company’s reputation during a challenging time. The literature supports these findings, emphasizing that when leaders align personal and organizational values, it leads to increased job satisfaction, higher productivity, and reduced turnover. Trust: The Currency of Leadership Integrity and values contribute to the most critical currency a leader possesses: trust. Leaders who consistently demonstrate integrity earn the confidence of their employees, stakeholders, and customers. This trust forms the foundation of effective collaboration, open communication, and organizational resilience. Our research showed that trust was a hallmark of the best leaders. They were described as dependable, reliable, and fair. Their actions consistently reflected their commitments, which inspired loyalty and respect. Paul Polman, former CEO of Unilever, is a shining example of how integrity builds trust. Polman led Unilever with a focus on sustainability and social responsibility, proving that profitability and ethical practices can coexist. His leadership attracted like-minded stakeholders, enhanced the company’s reputation, and set a benchmark for ethical corporate governance. Building trust, however, is not a one-time effort. It requires continuous reinforcement through ethical behavior, transparency, and accountability. As one executive in our study remarked, “Trust takes years to build, seconds to break, and forever to repair.” The Downside of Losing Integrity The stakes for leaders who fail to model integrity are high. Our review of business failures, including infamous cases like Enron and Theranos, highlights how a lack of ethical leadership can lead to catastrophic outcomes. Leaders who compromise their values for short-term gains risk not only their reputations but also the viability of their organizations. The Enron scandal was rooted in accounting fraud and ethical violations by top executives who prioritized personal gain over organizational integrity. Similarly, Elizabeth Holmes of Theranos allowed ambition to override honesty, leading to the downfall of a once-promising company. These examples underscore the importance of ethical leadership in avoiding reputational and financial disaster. Expanding the Legacy: The Ripple Effects of Integrity Leaders who model integrity extend their influence far beyond their immediate teams. They create a ripple effect that shapes organizational culture, industry standards, and even societal expectations. A consistent pattern in our research is that ethical leaders inspire ethical behavior at all levels of the organization, amplifying their impact. For instance, Satya Nadella’s leadership at Microsoft has transformed the company culture from one of cutthroat competition to collaboration and innovation. By prioritizing empathy, inclusion, and a growth mindset, Nadella has demonstrated how values-driven leadership can rejuvenate a global organization and inspire employees worldwide. This ripple effect is not accidental; it requires intentional effort to embed integrity into every aspect of leadership. Leaders must ask themselves: How can I ensure my values are reflected in the decisions I make, the systems I design, and the culture I cultivate? Actionable Steps for Leading with Integrity So, how can leaders ensure they remain models of values in the face of challenges? Here are actionable strategies based on our research and the broader literature: Clarify Your Core Values: Take time to reflect on your principles and create a personal mission statement. Ensure your values align with your organization’s mission. Lead by Example: Demonstrate your values through consistent actions. Be the behavior you wish to see in your team. Be Transparent: Openly communicate your decisions and the values guiding them. Transparency builds trust and accountability. Own Your Mistakes: When you fall short, acknowledge it. Use failures as an opportunity to model humility and resilience. Seek Feedback: Regularly solicit input from your team to understand how your behavior aligns with your values. This fosters self-awareness and continuous improvement. Promote Organizational Values: Reinforce the importance of shared values by embedding them into your organization’s culture and decision-making processes. Practice Ethical Decision-Making: Develop a habit of evaluating decisions through an ethical lens. Ask yourself how your choices align with your values and their impact on others. Amplify Your Influence: Leverage your position to mentor others, advocate for ethical practices, and inspire your industry to prioritize integrity. An Inspiring Legacy The best leaders are not only successful but also admired for their integrity and values. Their influence extends beyond organizational performance to leave a lasting legacy of trust, inspiration, and ethical conduct. As leaders, we must constantly ask ourselves: What kind of legacy are we building? In the words of one of the best leaders from our study, “Leadership isn’t about being in charge; it’s about taking care of those in your charge.” By prioritizing integrity and living by our values, we can inspire those around us and build organizations that stand the test of time. As you reflect on this, revisit the challenges I outlined in Founders Keepers —the pressures, greed, and power that can erode integrity. Let this serve as a reminder to stay grounded in your values and lead with unwavering commitment to what is right. Success is fleeting, but integrity endures.
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