Profitable Leadership

Zenger, Jack; Folkman, Joe; Edinger, Scott K.
October 2008
Leadership Excellence Essentials;Oct2008, Vol. 25 Issue 10, p9
The article focuses on the ability of extraordinary leaders to double profits. It notes that good leaders tend to generate more economic value as compared to poor leaders yet extraordinary leaders create more value than good leaders. It discusses the five clusters of the 16 competencies of extraordinary leadership which include focusing on results, leading change and personal capability. It mentions that a systemic follow-up on the leaders is needed to ensure that they have retained what they have learned.


Related Articles

  • Chapter 1: Leadership and teambuilding. Part 1: Leadership.  // Adair on Leadership Pocketbook;7/1/2004, p1 

    Chapter 1 of the book "Adair on Leadership" is presented. The hallmark of good management and the proper and efficient use of resources is good administration. A leader must have the appropriate knowledge and skills to lead a group to achieve its ends. Leadership skills can be developed through...

  • Balanced Leaders. Bacon, Terry R. // Leadership Excellence Essentials;Apr2006, Vol. 23 Issue 4, p17 

    Discusses the competencies of leaders. Clusters of leader competencies including moral and intellectual leadership; Personality archetypes of failed executives; Self-constructs in the balanced leader framework; Relationship constructs which pertain to how leaders relate to other people.

  • The leadership role. Gandz, Jeffrey // Ivey Business Journal;Jan/Feb2005, Vol. 69 Issue 3, p1 

    Discusses how leaders can develop winning strategies. Need for business leaders to increase shareholder value; Importance of understanding the environment in which the enterprise operates; Formulation of winning strategies.

  • Leading with Character. Zauderer, Donald G. // Public Manager;Spring2005, Vol. 34 Issue 1, p44 

    This article focuses on the role of leaders in federal organizations. Leaders can exhibit qualities of high character and make an important difference in their communities. Many federal agencies have put in place initiatives to identify and develop the next generation of leaders. The assumption...

  • Pedigree of a Standout. Bossert, James L. // Six Sigma Forum;Nov2015, Vol. 14 Issue 1, p4 

    The author discusses the qualities of hiring a person as a leader. Focus is given on qualities and skills that make a potential candidate stand out. Other topics discussed include the deciding factors of an organization to hire an external or internal candidates, and intangible skills needed for...

  • A competency approach to developing leaders -- is this approach effective? Richards, Patricia // Australian Journal of Adult Learning;Apr2008, Vol. 48 Issue 1, p131 

    This paper examines the underlying assumptions that competency-based frameworks are based upon in relation to leadership development. It examines the impetus for this framework becoming the prevailing theoretical base for developing leaders and tracks the historical path to this phenomenon....

  • "WHAT YOU DO SPEAKS SO LOUD….". Wilson, Trevor // Profiles in Diversity Journal;Nov/Dec2011, Vol. 13 Issue 6, p16 

    The author highlights a set of behaviors exhibited by the equitable leader that can be summarized into eight categories dubbed the Equitable Leader Competencies. These eight competencies are openness to difference, equitable opportunity, accommodation, dignity and respect, commitment to...

  • Great Leaders.  // Leadership Excellence Essentials;Jan2013, Vol. 30 Issue 1, p13 

    The article discusses leadership skills managers need in the 21st century. The article notes eight leadership competencies such as being ethical, optimistic, and accountable. It also notes five leadership capabilities including thinking creatively, learning from experience, and having emotional...

  • Leadership Competency Models. Clemmer, Jim // Leadership Excellence Essentials;Feb2014, Vol. 31 Issue 2, p28 

    The article discusses why leadership competency models (LCMs) fail and presents five keys to make them successful. It says that LCMs provide a structural framework for defining and developing behaviors that have a significant impact on performance. It stresses that a strengths-based leadership...


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics