ostering openness and continuous feedback (Chapter 4: Authenticity). Leaders are passionate and build strong commitment through involvement and ownership (Chapter 5: Passion and Commitment).

Leaders lead with heart and rouse team or organizational spirit

"The winds and waves are always on the side of the best navigators." — Edward Gibbon, English Historian

Leaders look beyond the current situation – beyond what is to what could be. That's why leadership is all about change. It's why leadership is action, not a position.

Growing our leadership is also a dynamic process. It begins at the center of our being and develops in multiple directions, each represented by the timeless leadership principles described in The Leader's Digest. This "hub and spokes" model is the basis for The CLEMMER Group's Leadership Wheel.

Each part of the wheel corresponds to an area of leadership. At the hub of the wheel, we have the vision, values, and purpose with which leaders effectively focus their teams and organizations on the core of their being (Chapter 2: Focus and Context).

Leaders also take initiative and do what needs to be done rather than waiting for "them" to do something (Chapter 3: Responsibility for Choices).

Leaders are authentic and lead by visible example, fostering openness and continuous feedback (Chapter 4: Authenticity). Leaders are passionate and build strong commitment through involvement and ownership (Chapter 5: Passion and Commitment).

Leaders lead with heart and rouse team or organizational spirit

not a position.

Growing our leadership is also a dynamic process. It begins at the center of our being and develops in multiple directions, each represented by the timeless leadership principles described in The Leader's Digest. This "hub and spokes" model is the basis for The CLEMMER Group's Leadership Wheel.

Each part of the wheel corresponds to an area of leadership. At the hub of the wheel, we have the vision, values, and purpose with which leaders effectively focus their teams and organizations on the core of their being (Chapter 2: Focus and Context).

Leaders also take initiative and do what needs to be done rather than waiting for "them" to do something (Chapter 3: Responsibility for Choices).

Leaders are authentic and lead by visible example, fostering openness and continuous feedback (Chapter 4: Authenticity). Leaders are passionate and build strong commitment through involvement and ownership (Chapter 5: Passion and Commitment).

Leaders lead with heart and rouse team or organizational spirit

is the basis for The CLEMMER Group's Leadership Wheel.

Each part of the wheel corresponds to an area of leadership. At the hub of the wheel, we have the vision, values, and purpose with which leaders effectively focus their teams and organizations on the core of their being (Chapter 2: Focus and Context).

Leaders also take initiative and do what needs to be done rather than waiting for "them" to do something (Chapter 3: Responsibility for Choices).

Leaders are authentic and lead by visible example, fostering openness and continuous feedback (Chapter 4: Authenticity). Leaders are passionate and build strong commitment through involvement and ownership (Chapter 5: Passion and Commitment).

Leaders lead with heart and rouse team or organizational spirit

core of their being (Chapter 2: Focus and Context).

Leaders also take initiative and do what needs to be done rather than waiting for "them" to do something (Chapter 3: Responsibility for Choices).

Leaders are authentic and lead by visible example, fostering openness and continuous feedback (Chapter 4: Authenticity). Leaders are passionate and build strong commitment through involvement and ownership (Chapter 5: Passion and Commitment).

Leaders lead with heart and rouse team or organizational spirit

ostering openness and continuous feedback (Chapter 4: Authenticity). Leaders are passionate and build strong commitment through involvement and ownership (Chapter 5: Passion and Commitment).

Leaders lead with heart and rouse team or organizational spirit (Chapter 6: Spirit and Meaning).

Leaders grow people through strong coaching and continuous development (Chapter 7: Growing and Developing).

Finally, leaders energize people by building strong teams, inspiring, and serving (Chapter 8: Mobilizing and Energizing).

The wheel model provides a metaphor for situations faced by an organization. For example, just as a wheel's weight-bearing ability depends upon the strength of its hub, so too does the strength of an organization's hub (or core values) determine the weight of the performance and change issues that it is able to carry.

The wheel also represents the circular nature of leadership – there is no beginning or end. Each of the supporting leadership principles around the outside of the Leadership Wheel are interdependent and interconnected. If our team or organization develops all the leadership skills, the wheel is well-rounded. If it is deficient in one or more of these skills, the ride may be a little bumpy.