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Great leaders develop themselves

Everyone agrees now that the best companies are those with the most competent and motivated employees. Even if the company produces goods or provides a service, in the end it’s the behaviour of the employees that determines the performance of a company. One of the big questions a company tries to answer is: How do I get maximum performance from my company?

A big step in the right direction is the behaviour of the management. It’s not about what the management says, but what it does! Does the top man/woman act vulnerable? Does he dare to say that he doesn’t always have the answers? Does he show to his employees that he is investing in self-improvement? And not just for PR reasons, but genuinely, to improve his own performance and with that the performance of his company?

By setting a good example, the CEO or CFO gives the most powerful example for all of the management layers below. Because the top is investing in self-improvement, the layers below can’t afford not to do the same. Unfortunately, this works both ways. So if the top acts like they know everything, all levels below will tend to act the same way.

The good example by the CEO doesn’t only count for the top, but for all layers of management. Successful leaders want their people to develop successfully. By setting a good example, the employees are encouraged to develop themselves.


By Paul Donkers

"my purpose is to help improve strategy execution, to create high performing teams and coach for effective business leaders"

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