Transcription
Um, everything rises and falls on the other side. The organization will most likely fall back.
Insecure leaders. Insecure leaders think everything is about them. And as a result, every action, every piece of information, every decision is put through their filter of self-centeredness. Something secure. I have seen a number of insecure leaders, and it's very, very bad. It's very, very bad.
At the same level, in one episode, I said we should work with a good team because five or ten people will always make a better decision than one person. [Music] Eventually, all his decisions will be deflected. A strong and secure leader accepts blame and gives the credit to others. But I call you secure. Immediately, are you foreign company? Not your English.
Your insecure leaders, they use others to make themselves appear greater. Insecure leaders use others to make themselves appear greater. Um, foreign. And there's another thing about insecurities. Insecure leaders never develop people. They never develop people. They replace them.
But the secure and the good, the excellent leader, he trains others to become leaders. Because a strong organization, a strong organization has many leaders in it. Insecure leaders leave only when they have titles and positions, which is not the right thing to do. [Music]
Insult other people. Insults are the last resort of insecure people with a grumbling position trying to appear confident. I never wanted to work with insecure leaders. Leaders has got to be secure. Leaders have got to be secure.
Now, the true leaders, the secure leaders, they don't create followers. They create more leaders. They create more. They are not insecure. They want to work with people who are capable because they know the success of the organization depends on the teamwork. The teamwork.
In fact, outstanding leaders go out of their way to boost the self-esteem of their person, and he develops them. They want the good leaders want their members to grow because when the members or the employees grow, the organization grows also. See Japan. Some wonderful leader. He was, he was a CEO of excellent, large, huge organizations. In the examiner for a large corporation to be effective, it must be simple. For life organization to be simple, its people must have self-confidence and intellectual self-assurance.
Insecure managers create complexity because they want to be the ones to make the decision. But real leaders do not like clutter. Real leaders do not like protocol. A large corporation, a large company, a large organization can be effective if the people in the are empowered. They are part of the decision-making process. The organization. And it's always the good of the organization that comes first, not the popularity of the highest person.
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