Good To Great Leadership Principles

The book Good to Great have seven (7) main concepts for leaders to being their organization or business from the level of good to a level of great. These concepts can be used in any industry and when applied correctly can help organizations standout from the rest when they are ready to move past just being good at what they do.
The first principle is Level 5 (five) Leadership: It takes a leader who is modest, willful, humble and fearless to lead an organization from good to great. A Level 5 (five) leader’s character is their most important tool. A Level 5 (five) leader has professional will and personal humility. They are fanatically driven to produce sustained results. These type of leaders are those who are willing to help build up the
The right people are the most important asset to an organization. They must come before strategy, before structure, and before tactics. The organization must not be afraid of getting rid of the people that do not fit, the wrong people. If the wrong people are allowed to stay this could eventually push away the right people from the organization. Wasting time, money, and energy on the wrong people will only delay the chances of becoming a better organization. There are three (3) disciplines that should be in place when it comes to getting and keeping the right people. The first is “when in doubt, don’t hire.” Great companies do not settle or hire just to fill an open position. The second discipline is “when you know you need to make a people change.” Instead of giving multiple chances and finding ways to attempt to work with an employee that just doesn’t fit the position it is best to just let go. The third discipline is “put your best people on your biggest opportunities, not your biggest problems.” Don’t waste your best on problems that can be handled by others. Place your best where they have room to help the company grow. Once the right people are in the right places, then the organization can move on to figure out what they are best at and move towards
The first circle is that an organization must find what they can be the best in the world at and use that as their core concept. During this time, it also must be determined what the organization is not or cannot be the best at. This is not a time to set goals, intentions, or strategies on how they can plan to be the best. It is a time to determine what they are can the best at. The second is that they must figure out what has the greatest impact on their economics. The third is that they need to figure out what the organization is deeply passionate about and use that to drive them. The leaders need to determine what it is that drives those who work for and with them as well as them self and use those drivers to determine what the organization and employees are passionate about.
The fifth principle is A Culture of Discipline: In order to be great and organization must have discipline. Not sheer force discipline sent down by leaders, but a culture of discipline which is full of self-disciplined people who are able to adhere to the framework of the organization discipline system. A culture of discipline requires that people adhere to a consistent discipline system while at the same time allows them to have the freedom and responsibility within the framework of that system. This allows leaders to manage the system not